--- title: Why 42% of HR Software Integration Projects Fail (and How to Avoid the Same Fate) --- # Why 42% of HR Software Integration Projects Fail (and How to Avoid the Same Fate) Last Reviewed: March 12, 2026 18 min read [2 comments](https://www.selecthub.com/hr-management/hris-integration/#comments) [ ![Harold Ford](https://www.selecthub.com/wp-content/uploads/2025/12/Harold-Ford-96x96.png) ](https://www.selecthub.com/author/harold-ford/) [Written by Harold Ford](https://www.selecthub.com/author/harold-ford/) Practice Director for Employee Experience [ ![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-96x96.jpg) ](https://www.selecthub.com/author/zachary-totah/) [Edited by Zachary Totah](https://www.selecthub.com/author/zachary-totah/) Content Manager & Editor Table of Contents Explore the HR Hub What's your top priority today? * [Learn](#) * [What is HR Management?](https://www.selecthub.com/hr-management/hrm/) * [HRIS vs. HRMS vs. HCM](https://www.selecthub.com/hr-management/difference-hcm-hrms-hris/) * [What is HRMS?](https://www.selecthub.com/hr-management/hrms/) * [HR Tech & Trends](https://www.selecthub.com/hr-management/hr-trends/) * [Plan](#) * [HR Software Requirements](https://www.selecthub.com/hr-management/hr-software-features-requirements-list/) * [HR Software Pricing](https://www.selecthub.com/hr-management/hr-software-pricing/) * [HRIS RFP](https://www.selecthub.com/hr-management/hris-rfp/) * [Compare](#) * [Best HR Software](https://www.selecthub.com/c/hr-management-software/) * [Best Employee Management Software](https://www.selecthub.com/hr-management/tools-for-employee-management/) * [Best Free HRMS Software](https://www.selecthub.com/hr-management/free-hrms-software/) * [Best HR Apps](https://www.selecthub.com/hr-management/the-three-types-of-hr-applications/) * [Workday Competitors](https://www.selecthub.com/hr-management/workday-competitors-alternatives/) * [Workday vs. SAP SuccessFactors](https://www.selecthub.com/hr-management/workday-and-successfactors/) * [Launch](#) * [HR System Implementation](https://www.selecthub.com/hr-management/key-considerations-implementing-hr-system/) * HRIS Integration * [Why Integrations Fail: The 3 Root Causes](#Why%5FIntegrations%5FFail%5FThe%5F3%5FRoot%5FCauses) * [1\. No One Owns the Employee Data](#1%5FNo%5FOne%5FOwns%5Fthe%5FEmployee%5FData) * [2\. The Data Is a Mess](#2%5FThe%5FData%5FIs%5Fa%5FMess) * [3\. Workflows Aren’t Documented](#3%5FWorkflows%5FArent%5FDocumented) * [Before You Integrate: The 3 Non-Negotiables](#Before%5FYou%5FIntegrate%5FThe%5F3%5FNon-Negotiables) * [Are You Actually Ready to Integrate? Your 6-Step Checklist](#Are%5FYou%5FActually%5FReady%5Fto%5FIntegrate%5FYour%5F6-Step%5FChecklist) * [Data Ownership and Quality](#Data%5FOwnership%5Fand%5FQuality) * [Documentation and Alignment](#Documentation%5Fand%5FAlignment) * [Resources and Timing](#Resources%5Fand%5FTiming) * [What Systems to Integrate First](#What%5FSystems%5Fto%5FIntegrate%5FFirst) * [Priority 1: HCM Payroll](#Priority%5F1%5FHCM%5FPayroll) * [Priority 2: Time & Attendance HCM/Payroll](#Priority%5F2%5FTime%5FAttendance%5FHCMPayroll) * [Priority 3: Recruiting HCM](#Priority%5F3%5FRecruiting%5FHCM) * [Secondary Integrations](#Secondary%5FIntegrations) * [Real-Time vs. Scheduled Sync: Balancing Speed and Stability](#Real-Time%5Fvs%5FScheduled%5FSync%5FBalancing%5FSpeed%5Fand%5FStability) * [When Real-Time Sync is Essential](#When%5FReal-Time%5FSync%5Fis%5FEssential) * [When Scheduled Sync Works Perfectly Well](#When%5FScheduled%5FSync%5FWorks%5FPerfectly%5FWell) * [Weighing Tradeoffs](#Weighing%5FTradeoffs) * [Measuring Integration Success](#Measuring%5FIntegration%5FSuccess) * [How AI Can Accelerate (But Not Replace) Integration Prep](#How%5FAI%5FCan%5FAccelerate%5FBut%5FNot%5FReplace%5FIntegration%5FPrep) * [Start With a Strong Foundation](#Start%5FWith%5Fa%5FStrong%5FFoundation) Key Takeaways * **Define data ownership first.** There must be one master source of employee data, agreed upon by HR, payroll, and finance. * **Clean data before mapping.** Integration multiplies bad data, so allocate 6-8 weeks to cleanup before field-by-field mapping. * **Document workflows upfront.** Describe your processes before hard-coding integration logic. * **Use the 6-point readiness test.** Don’t proceed until you have clean data, defined ownership of that data, documented processes, team alignment, security mapping, and IT support. * **Prioritize integrations strategically.** Start with HR-payroll, then time-payroll, then recruiting, and choose real-time vs. scheduled sync based on business impact. Whether you’re struggling with an active HR software integration or simply want to lay the proper foundation for success, this post is for you. I’ve led dozens of HCM integrations, so I know what works and what gotchas to look for. The reality is that [42% of HR tech projects fail](https://hrexecutive.com/hr-tech-number-of-the-day-hr-tech-failure-rate/), according to research from industry expert Josh Bersin, and organizations switch solutions every four years on average. Those stats paint a grim picture of HR tech adoption and long-term ROI. But your story can have a successful ending if you focus on the fundamentals. I’ll take you through the causes of failed integrations, what to know before you start, which systems to connect, and how to manage the nuts and bolts of the process so you don’t become part of the 42%. ## Why Integrations Fail: The 3 Root Causes I’ve watched the same cycle repeat for 30 years: companies buy best-of-breed tools, assume integration will “just work,” then discover departments can’t agree on basic definitions, their data is a mess, and nobody actually owns the master employee record. It’s never the technology. It’s that organizations skip the boring, unglamorous foundational work, then wonder why their integration fails. Let’s take a closer look at the three main culprits. ![Why HCM Integration Fails]() ### 1\. No One Owns the Employee Data Who owns the employee data? Most organizations can’t answer this question. Here’s what I see regularly: Finance buys a payroll system. HR buys an HCM. Neither talks to the other until someone notices that HR and payroll are reporting different employee data — different pay rates, job codes, or even employee counts. By then, you’ve got dual data sets, competing definitions, and no clear path forward. That’s ground zero for integration failure. When conflicts arise, there’s no clear arbiter, and integration projects stall as teams argue about whose definitions should prevail. A lot of times when you’re looking at fragmented systems, it’s because you have different departments that have different use cases for the applications and platforms that they’ve bought. Bring these teams together first and establish consensus on data elements before attempting any technical integration. **Expert Take**_There can only be one master. Without clear data ownership and clean underlying structures, integration isn’t integration — it’s a slow-motion failure._ ### 2\. The Data Is a Mess A common myth I run into is that organizations believe that [implementing a new integrated system](https://www.selecthub.com/hr-management/key-considerations-implementing-hr-system/) will somehow clean up their messy data. They think the migration process will force standardization, or that the new system’s validation rules will catch problems. That thinking is a recipe for integration challenges. If your data is inconsistent now, integration will spread that inconsistency across multiple systems. If you’re hoping your new system will somehow force data cleanup during migration, you’re setting yourself up for failure. I’ve never — not once in 30 years — seen integration magically clean up fundamentally broken data structures. The two challenges I see most often are a lack of clean data and the overhead of actually mapping the data. **First Challenge: Your Data Isn’t Clean** When I work with clients, I tell them that we need to start by having clean data. If all we’re going to do is transfer bad data back and forth between systems, we’re not going to have a successful integration. Clean data means: * No duplicate employee records * Consistent terminology across departments (is it “cost center” or “department”?) * Standardized code tables and lists * Complete records with no missing critical fields **Second Challenge: Data Mapping Is Meticulous Work** Even with clean data, you still face the mapping challenge. Data mapping is the process of identifying every data element in one system and defining exactly how it corresponds to the equivalent field in another system — matching structure, format, meaning, and usage so data can move accurately between them. Without it, chaos ensues. Consider these examples: **Scenario 1** HR uses the code “MGR-01” for first-level managers. When you set up the payroll integration, you discover that payroll expects “Manager, Level 1” as a text field, not a code. The integration engineer asks: “Which format should we use?” HR says keep the codes because they’re more efficient. Payroll says they need text descriptions for reporting. **Result:** The integration stalls in week two. **Scenario 2** An employee selects their medical coverage through the benefits enrollment system — “PPO Gold Plan, Employee + Spouse.” The payroll system expects a deduction code, and the benefits platform sends a plan description — the integration can’t map these. **Result:** The deduction never makes it to payroll, and the employee gets an unexpected full paycheck followed by a correction that withdraws two months of premiums at once. These aren’t edge cases. They’re routine problems that occur when you skip the foundational work. When you do that, your integration is built on a cracked foundation. **Expert Take**_Don’t think you can wave a magic wand and expect the data is going to integrate with an API. That’s just not how integration works._ ### 3\. Workflows Aren’t Documented Integration also automates your current processes, inefficiencies and all. That’s why process documentation isn’t just a nice-to-have. It’s how you discover where your workflows are broken before you hard-code those problems into your integration logic. Here’s a practical example of how this works. I ask clients to document something they think is simple — like a pay rate change. Once they have it listed, that’s when they realize how many undocumented steps and unstated assumptions exist in what they thought was a straightforward process. Here’s what that actually involves: * Who can initiate the request? * Who must approve it? Is there a single approver, or does it route through multiple people? * Are there threshold-based approval levels? Who has visibility in such cases? * If it’s under a certain amount, does it auto-approve? * How does the approved change flow into payroll? Is it automatic, or does someone need to enter it manually? * What triggers payroll to process it? Does it happen immediately, or does it queue for the next pay period? If you can’t answer these questions definitively with documented procedures, you’re not ready. Tribal knowledge — the “everyone just knows how this works” assumptions — doesn’t translate into automated workflows. This is the moment most teams realize they’re not ready to integrate yet — and that’s a good thing. Address the following fundamentals now, before you spend a dollar on integration work. ## Before You Integrate: The 3 Non-Negotiables Before you begin any integration project, complete these steps: ![HCM Integration Must Haves]() **1\. Define the value proposition.** Too many teams overengineer integrations with unnecessary steps that don’t add value. Define the value proposition first. What outcomes are you expecting? What value will they deliver to the organization? Review the data to determine whether the projected benefits align with your goals. **2\. Create a single source of truth.** Have your finance, HR, and IT teams sit together to form a consensus on terminology, code tables, and field structures. Record what each field means to everyone, what values it can contain, and how other systems should reference it. **3\. Document processes and business rules.** Document what actually happens today — not what the handbook says should happen — and plug the gaps before automating them. Make sure you clearly outline your workflows and the rules that govern them. For processes: map every workflow from initiation to completion, including exceptions, approval chains, effective date logic, and what happens when someone leaves mid-process. For business rules: include approval thresholds, escalation paths, notification requirements, timing constraints, and exception handling. The rules must be explicitly programmed into the system. Clean data and documented processes set the stage. **Expert Take**_Is the business rule living in the payroll administrator’s head? Probably not great._ ## Are You Actually Ready to Integrate? Your 6-Step Checklist Here’s the readiness framework I use with clients. Think of this as your pre-flight checklist. ![HCM Integration Checklist]() ### Data Ownership and Quality **1\. Data ownership is defined** You have one clear master source for employee records, benefits, deductions, and cost structures. There are no competing sources of truth, and you have cross-departmental consensus — in writing — about who owns what data. **Test:** Ask three people in different departments (HR, payroll, finance) which system owns the employee job code. If you get three different answers, you fail this checkpoint. **2\. Data is clean in the master system** This means you’ve eliminated inconsistent labels, resolved terminology conflicts (like cost center vs. department), removed duplicate records, and standardized all code tables. Your master data system enforces data quality rules at the point of entry, not just during cleanup projects. How long does this take? For a 300-employee company with typical data quality issues, plan for 6-8 weeks of dedicated data cleanup work. Not 6-8 weeks of someone fitting it in between other tasks — actual committed time from someone who knows both your business rules and your current systems. **Test:** Run a data quality audit. How many employee records have missing critical fields? How many cost centers exist in HR that don’t exist in your financial system? If the number isn’t zero, you’re not ready. ### Documentation and Alignment **3\. Processes and business rules are documented** You’ve mapped every workflow that will be automated through integration, including all decision points, approval requirements, and exception handling. You’ve documented not just what happens when everything goes right, but what happens when it doesn’t. Here are a couple examples, based on common scenarios I see: * The complete pay rate change workflow from request through payroll execution. * Benefit election changes from employee selection through carrier notification. * New-hire onboarding from offer acceptance through first-day access provisioning. **Test:** Ask a peer from another department to walk through a few sample scenarios using your documentation. If they need clarification or end up with different outcomes, you’re not ready. **4\. Cross-functional teams are aligned** How do you know when teams are aligned? When HR and payroll use the same terminology, finance and HR agree on general ledger mapping, and IT and HR agree on security models. When you bring these teams together to discuss integration, they’re no longer pushing in different directions — those conversations have already been handled during the alignment phase. **Test:** Schedule a meeting with HR, payroll, and finance. Ask them to define “cost center,” “department,” and “organizational unit.” If you get three different definitions, you haven’t completed your alignment work. **5\. Security and access controls are defined** Integration creates new data pathways between systems that need careful governance. In practice, that means you’ve already thought through who can see what, identified sensitive data that shouldn’t sync everywhere, and established audit trails for changes like compensation adjustments. **Test:** Map out each system integration, document what data flows, who can access it, and how it’s protected. If you can’t clearly articulate your security model, you’re creating compliance risk. ### Resources and Timing **6\. IT resources are committed** For a typical HR-payroll integration at a 300-person company, expect to need approximately 40-60 hours of IT time spread across 8-12 weeks. That includes security review (8-10 hours), data mapping consultation (15-20 hours), testing support (10-15 hours), and troubleshooting (5-10 hours). If you’re adding SSO or doing a comprehensive security overhaul, double those numbers. **Keep in mind:** IT need not carry the entire integration. That said, they must be a dedicated partner, not someone trying to “fit it in when they can” alongside other priorities. **Readiness Check**_You’re good to move forward if you checked all six boxes. If you’re at four, you’re close — tighten the gaps. Anything below that, pause the integration work and focus on prep first._ If you’re ready, now’s the time to decide what to connect and in what order. ## What Systems to Integrate First The typical mid-market company runs five separate HR systems — HCM, payroll, time and attendance, recruiting, and talent management — and not all integrations deliver equal value. Here’s the hierarchy I recommend based on business impact and dependencies. ![HCM Integration Priorities]() ### Priority 1: HCM Payroll **Type of data flow: bidirectional** HR and payroll should ideally be attached at the hip. Only 10-15% of my clients keep HR and payroll uncoupled. That percentage drops every year, and with good reason. Payroll accuracy depends on HR data — employee addresses for tax withholding, job codes for proper GL allocation, benefit elections for deduction processing, and salary information for calculating pay. When these systems sit apart, you’re relying on a sync that must happen before every payroll run. Miss one sync or hit one mismatch, and you’re processing outdated data. That’s how you end up with incorrect paychecks, tax errors, bad deductions, and GL issues that stall your close process. The risk simply isn’t worth keeping them separate. Ask yourself: Can we get payroll out the door without errors? Can we ensure payroll and compliance are happening automatically? If you can’t confidently say yes to both, that’s your signal that the integration isn’t optional — it’s mandatory. ### Priority 2: Time & Attendance HCM/Payroll **Type of data flow: unidirectional** This integration eliminates manual hours validation and pay calculation errors. More importantly, it feeds data to your analytics and labor cost calculations. Without it, someone is regularly keying time data from one system into another, or worse, from paper. Every manual transfer invites errors, and every error triggers research, corrections, and sometimes a paycheck reissue. Once you hit roughly 100 employees and start shifting from a small business to mid-market size, this integration stops being optional. You need real visibility into workforce costs by project, department, and client, and you can get that only when time data flows automatically and accurately into payroll. ### Priority 3: Recruiting HCM **Type of data flow: bidirectional** Recruitment data must flow cleanly into onboarding and HR. When someone accepts an offer, everything you captured about them — contact details, education, work history, references, background checks — should move into HR with no manual re-entry. Traditionally, this was a one-way push at the point of hire. But if you consider the long-term value of HR data and how it can shape recruiting strategy, it really needs to be [bidirectional](https://www.merge.dev/blog/two-way-api-integration). Imagine HR showing which sourcing channels produce long-term employees, or revealing patterns in successful hires that recruiting can target. Now, picture turnover trends feeding back into talent outreach. That’s the power of a two-way integration: not just transferring data, but creating a feedback loop that makes both systems smarter. ### Secondary Integrations Once you have the above HR software integrations in place, you can focus on expanding your tech stack to ERP, benefits, LMS, and identity management. **HCM/Payroll ERP (unidirectional):** Automates financial close by posting payroll transactions directly to your accounting system. Eliminates manual journal entries and reduces the month-end close timeline. **HCM Benefits Carriers (unidirectional):** Ensures employee benefit elections automatically sync to carriers for timely coverage. Prevents the nightmare scenario where an employee believes they’re covered but the carrier never received the enrollment. **[HCM LMS](https://www.absorblms.com/blog/hr-lms-integration-benefits) (bidirectional):** Connects learning and development to career progression and compliance tracking. Makes training completion show up in the employee’s HR record and enables skills-based talent development. **SSO HCM (unidirectional):** Critical for security and clean offboarding. When someone leaves, the system should automatically terminate their access across all platforms. When you hire someone, the HR system should automatically provision the user. Secondary integrations can also extend to CRM and communication tools, connecting people data with customer interactions and team collaboration. Now that you know what to connect, you need to decide when data should flow between systems. ## Real-Time vs. Scheduled Sync: Balancing Speed and Stability Choosing between real-time and scheduled isn’t about “better” or “worse” — it’s about matching the integration approach to your needs. The right question isn’t “What’s the best sync method?” It’s “What does my specific use case require?” Often, it involves combining the two as needed. In my experience, here’s when each approach makes sense. ![Real Time vs Scheduled Sync]() ### When Real-Time Sync is Essential **HCM Payroll:** If you’ve elected to keep HR and payroll separate, the data sync must be real-time as managers need to see current pay rates when they’re approving budget allocations. Payroll processors need to see today’s benefit elections, not yesterday’s. The cost of outdated data is too high. **HCM Identity & Access Management (IAM):** When someone leaves, a “batch process that runs tonight” is a security leak. For offboarding, real-time deprovisioning is the only acceptable option. **HCM ERP / Job Costing System:** In orgs with project-based billing, job changes must sync immediately to cost allocation systems. If an employee moves from Project A to Project B at 11 AM, their time from 11 AM forward must be charged to the correct project. Waiting until the nightly sync means you’re allocating costs incorrectly all day. **Note:** I recommend bidirectional sync for all these integrations. ### When Scheduled Sync Works Perfectly Well **Time & Attendance Payroll:** Most organizations run payroll weekly or biweekly, so a scheduled sync one day before payroll processing should work. Clock-in data flows from time and attendance to payroll. Managers can review it for accuracy and approve any exceptions before it reaches payroll. **Payroll General Ledger:** GL posting happens after payroll closes, not transaction by transaction. A batch process is sufficient for posting ledger summary entries after each payroll run. **Benefits Elections Payroll:** If you run payroll biweekly and benefits changes aren’t happening constantly, a scheduled sync before each payroll works fine. The exception would be during open enrollment periods, when you might want more frequent syncs to capture the latest elections. **Note:** Unidirectional sync is fine for these integrations. ### Weighing Tradeoffs Real-time sync increases infrastructure and computing costs because systems are constantly communicating. This always-on state means there’s a chance something or the other might fail at any time. Unexpected breakdowns may interrupt critical workflows, and troubleshooting is never straightforward and always time-consuming. Scheduled syncs, by contrast, are more predictable. You have greater control over data before it flows downstream, and infrastructure overhead is lower. If you’re trying to decide which option works best, I suggest asking these three questions for each integration: 1. **What’s the business impact of a delay?** If someone gets paid incorrectly or can’t access systems they need, real-time isn’t optional — it’s a must. If it’s a reporting lag that affects the month-end close by a few hours, scheduled is fine. 2. **How often does your data actually change?** For example, org charts change when people join, leave, get promoted, or switch to another department. Benefit elections change during open enrollment and sporadically at other times. Time punches happen hundreds of times daily. Match your sync frequency to actual change patterns. 3. **Who needs to review the data before it moves?** Sometimes human review is essentially required. If managers need to approve time before it hits payroll, real-time sync won’t work, as it’ll remove the checkpoint that catches errors before they carry over to paychecks. In most projects I’ve run, organizations end up with a mixed approach: real-time for security and access, scheduled for financial posting, and hybrid for everything else. But sync timing is only part of the picture. Once your HCM integration is in place, the real work begins — tracking your success. ## Measuring Integration Success Once you go live, measure relentlessly. Without metrics, you can’t identify when your integration starts degrading — and degradation is inevitable without monitoring. In my experience, the following metrics are strong indicators of integration success: **Accuracy Metrics** * HR to Payroll – Payroll error rate before vs after integration * HR to Payroll – Correct deductions withheld from Benefit plans * Time to Payroll – Hours and time calculation flow accuracy * Payroll to ERP – GL mapping accuracy **Efficiency Metrics** * Hours saved in payroll preparation * Manual data entry reduction (hours, percentage) * Cycle-time improvements (onboarding, payroll processing, etc.) **Adoption Metrics** * Integration success/failure rates * Cross-system data match percentage (ex: Is HR data flowing to payroll with 100% accuracy?) * Number/Count of manual overrides The data will show you what’s working, but it also underscores the critical importance of thorough integration prep. And that’s where AI technology can lend a helping hand. ## How AI Can Accelerate (But Not Replace) Integration Prep I’m a big believer in AI and the good it can do to augment (not replace!) the work HR teams are doing every day. Helping with integrations is a great example of that. To be clear, AI isn’t going to fix your integration problems, but it can help with a lot of the mundane, data-based tasks. Here are some ways I see it helping the most, and where humans still need to be in the driver’s seat. | Where AI can help today | What AI still can’t do | | ------------------------------------------------------- | --------------------------------------------------------------------------------------------------- | | Normalizing inconsistent data across systems | Decide who owns your master data (not a technical task you can outsource) | | Recommending field mappings based on common patterns | Document your business processes (helps with the content and format, but you provide the knowledge) | | Running proof-of-concept testing with sample data | Determine integration priorities (requires understanding your business context) | | Monitoring live integrations and flagging sync failures | Choose between real-time and scheduled sync (a business decision) | Of course, as AI capabilities evolve, there’s a lot more potential. I see this heading towards [agentic AI](https://aixfiles.substack.com/p/the-current-and-future-shape-of-ai) that monitors integrations in real-time, detects data mismatches, and self-corrects automatically. That future requires the same foundation — clean data and documented business rules. AI will execute faster, but it can’t replace the strategic work. AI can speed up the groundwork and catch issues early, but it can’t tell you if the integration is succeeding — only your metrics can. ## Start With a Strong Foundation When organizations skip the groundwork, the failure pattern I’ve seen is remarkably consistent: * Select technology based on features and demos * Focus on configuration and data migration * Discover issues during implementation: no clean master data, undocumented processes, no agreement on data ownership * Integration stalls, costs escalate, timelines slip, the project fails Successful organizations follow a different pattern: * Before selecting technology, they clean their master data * They document their processes and business rules * They get cross-functional alignment on data ownership and standards * They assess their readiness using objective criteria * Only after doing thorough prep do they begin integration * Their integration projects proceed smoothly because they did the work * They see the benefits: reduced errors, increased efficiency, better analytics The organizations that achieve a successful HR software integration don’t have better technology or bigger budgets. They have cleaner data, documented processes, and cross-functional alignment before they flip the switch. Accomplishing this requires a change in how departments collaborate, how data is managed, and how processes are documented. It’s uncomfortable but necessary. We’re at a pivotal moment — HR leaders have an opportunity to empower employees and drive organizational growth through technology. But that opportunity depends on getting the basics right. [ Previous HR System Implementation ](https://www.selecthub.com/hr-management/key-considerations-implementing-hr-system/) ### Trending Topics #### [HR Management](https://www.selecthub.com/category/hr-management/) [Top 10 Workday Competitors in 2025: Best Alternatives for Enterprises, Mid-Market and SMBs](https://www.selecthub.com/hr-management/workday-competitors-alternatives/) [Whether you’re looking to switch from Workday or just comparing it with other options, the… ](https://www.selecthub.com/hr-management/workday-competitors-alternatives/) [ ![Ritinder Kaur](https://www.selecthub.com/wp-content/uploads/2021/06/cropped-Ritinder-Kaur-v2-1-96x96.png) Ritinder Kaur ](https://www.selecthub.com/author/ritinder-kaur/) May 13, 2026 #### [HR Management](https://www.selecthub.com/category/hr-management/) [HRIS vs. HRMS vs. HCM Explained](https://www.selecthub.com/hr-management/difference-hcm-hrms-hris/) [Your company’s looking for new HR software, so your boss asked you to do some… ](https://www.selecthub.com/hr-management/difference-hcm-hrms-hris/) [ ![Ritinder Kaur](https://www.selecthub.com/wp-content/uploads/2021/06/cropped-Ritinder-Kaur-v2-1-96x96.png) Ritinder Kaur ](https://www.selecthub.com/author/ritinder-kaur/) Apr 08, 2026 #### [HR Management](https://www.selecthub.com/category/hr-management/) [My In-Depth Review of the Best HR Apps in 2026](https://www.selecthub.com/hr-management/the-three-types-of-hr-applications/) [“We need a better HR app.” The moment you admit it, the weight of the… ](https://www.selecthub.com/hr-management/the-three-types-of-hr-applications/) [ ![Ritinder Kaur](https://www.selecthub.com/wp-content/uploads/2021/06/cropped-Ritinder-Kaur-v2-1-96x96.png) Ritinder Kaur ](https://www.selecthub.com/author/ritinder-kaur/) Mar 12, 2026 #### [HR Management](https://www.selecthub.com/category/hr-management/) [HR Trends for 2026: Analyzing the Future of Human Resource Management](https://www.selecthub.com/hr-management/hr-trends/) [Like every ship needs a captain, every business needs human resource management to steer it… ](https://www.selecthub.com/hr-management/hr-trends/) [ ![Olivia Edens](https://www.selecthub.com/wp-content/uploads/2023/05/cropped-Olivia-Headshot-96x96.jpg) Olivia Edens ](https://www.selecthub.com/author/olivia-edens/) Mar 12, 2026 #### [HR Management](https://www.selecthub.com/category/hr-management/) [Top 21 HR Software Requirements + Free Template](https://www.selecthub.com/hr-management/hr-software-features-requirements-list/) [Choosing HR software isn’t just about how many features a system has — it’s about… ](https://www.selecthub.com/hr-management/hr-software-features-requirements-list/) [ ![Ritinder Kaur](https://www.selecthub.com/wp-content/uploads/2021/06/cropped-Ritinder-Kaur-v2-1-96x96.png) Ritinder Kaur ](https://www.selecthub.com/author/ritinder-kaur/) Mar 12, 2026 #### [HR Management](https://www.selecthub.com/category/hr-management/) [Workday vs. SuccessFactors 2026 Comparison: Which HCM Platform Should You Choose?](https://www.selecthub.com/hr-management/workday-and-successfactors/) [You’re looking for a new HR system and the stakes are high. The right platform… ](https://www.selecthub.com/hr-management/workday-and-successfactors/) [ ![Ritinder Kaur](https://www.selecthub.com/wp-content/uploads/2021/06/cropped-Ritinder-Kaur-v2-1-96x96.png) Ritinder Kaur ](https://www.selecthub.com/author/ritinder-kaur/) Mar 12, 2026 Originally published in April 2019 and last updated in March 2026\. Contributions from Harold Ford, and Zachary Totah. ## About the Contributors The following team members helped research, create, and review this content. [ ](https://www.selecthub.com/author/harold-ford/) Written by [Harold Ford](https://www.selecthub.com/author/harold-ford/) Practice Director for Employee Experience Harold Ford is Practice Director for Employee Experience at [Net at Work](https://www.netatwork.com/employee-experience/), where he leads HCM transformation projects for mid-sized organizations. He has 30 years of experience working with HR technology and has been an SHRM member for 25 years. Harold speaks regularly at state SHRM conferences on HR tech strategy, integration architecture, and AI's role in employee experience. [See Full Bio](https://www.selecthub.com/author/harold-ford/) [ ](https://www.selecthub.com/author/zachary-totah/) Edited by [Zachary Totah](https://www.selecthub.com/author/zachary-totah/) Content Manager & Editor As SelectHub's Content Manager, Zac is in charge of content across diverse categories including CRM, ERP, HR, medical and project management. He has over 6 years of experience writing and editing for B2B tech and holds a B.A. in communications. His work is driven by his goal of making it less overwhelming for people to find software for their business. [See Full Bio](https://www.selecthub.com/author/zachary-totah/) Ritinder KaurWorkday vs. SuccessFactors 2026 Comparison: Which HCM Platform Should You Choose? * ‹ * › ### Conversation (2) ![Avatar](https://secure.gravatar.com/avatar/281d3616cf761f3582c0d76c23517846?s=32&d=mm&r=g) Write a response [Cancel reply](https://www.selecthub.com/hr-management/hris-integration/#respond) Your message Your name \* Your email \* Website Save my name, email, and website in this browser for the next time I comment. * ![Avatar photo](https://secure.gravatar.com/avatar/2b5fc4228bda0d1de9b9dbb955219c0386ebfe0bbb21865ca7824133ea944831?s=96&d=mm&r=g) #### **nadeem dilber** \- February 29, 2020 Great piece of work **[Reply](#comment-31871)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- March 2, 2020 Thanks Nadeem, glad you enjoyed it! **[Reply](#comment-31986)** **Tier 1:** Fully/moderately supported out-of-the-box allowing for quick and easy deployment. Fully or moderately supported out-of-the-box with industry-leading capabilities and is immediately available after installation without needing any add-ons, integrations, or custom development. **Tier 2:** Supported with workarounds or add-ons that may require additional costs. Not directly available in the software, but can be accomplished using other built-in features, workarounds, or add-ons/products from the vendor with or without any additional cost. **Tier 3:** Requires partner integrations or custom development that is often at an additional cost. Requires additional integrations, plugins, marketplace applications from a third-party vendor, or custom development using the APIs, libraries, extensions, and development framework supported by the software, with or without any additional cost. 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