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Selecting the ideal Human Resource Information System (HRIS) is among the most strategic technology choices an HR or IT executive can make. The tool you select will be the electronic spine of your people operations—handling everything from compensation and compliance to recruitment, onboarding, and performance management. But here’s the reality: most HRIS choices go wrong not due to inadequate software, but due to organizations entering into the vendor choice process without process, guidance, or a thorough appreciation of what they need in their future state. That’s where EVOCS helps. We’re not merely implementers—we’re Workday, Oracle, HiBob, and Deel-certified partners with successful delivery histories in SAP, Rippling, ADP, and UKG. Our consultants are experts in these systems inside and out—and more importantly, they understand how to pair the correct system with the true business issues our clients are experiencing. Let EVOCS walk you through the process or schedule a consultation to receive expert assistance with HRIS vendor assessment and implementation. Why Choosing the Correct HRIS Vendor Is So Crucial An HRIS that is implemented well will: Streamline and automate HR processes Centralize workforce data Enhance compliance and mitigate risk Enhance employee experience Facilitate future growth and digital transformation But choosing the incorrect vendor—or the incorrect partner to lead the charge—can mean time wasted, budgets blown, and systems that your teams don’t utilize. Step-by-Step: How to Choose the Right HRIS Vendor 1. Know Your Organization’s Distinct Needs Before you shop for software, take the time to learn what your HR organization really needs. Begin by asking yourself: Is your workforce exploding in size? Do you require greater compliance and audit preparedness? Are you using data in a variety of systems or spreadsheets? Do you have sophisticated payroll, benefits, or regulatory requirements? EVOCS assists clients in conducting organized needs assessments and workshops to prevent you from purchasing features you will never use—or missing ones you absolutely will. 2. Assemble a Cross-Functional Buying Committee The greatest HRIS decisions are made together, not in isolation. EVOCS gets all the right stakeholders together: HR and Talent leaders IT and Security Payroll and Finance Compliance Business unit representatives This guarantees alignment across the org and prevents surprises down the road. And we provide templates and checklists for quicker consensus. 3. Develop a Tailored Requirements Checklist Your HRIS needs to underpin your core activities and future-proof you. Your system at least needs to accommodate: Employee Information Management (job history, skills, discipline records) Payroll & Financials (deductions, incentives, integrations) Benefits Administration (insurance, PTO, retirement) Compliance (EEO, FLSA, GDPR, tax reporting) Learning & Development (certifications, budgets) Recruiting & Onboarding (ATS integration, e-signatures, pre-boarding) Time & Attendance (biometric clocks, holiday tracking, overtime) EVOCS assists you with converting this list into a working spec and vendor scorecard—so that you can compare vendors on a level playing field. Let EVOCS show you the way. 4. Define Technical Requirements: Don’t Fly Solo This is where most choices fail. Not all vendors play nice with your existing systems. Not all solutions are secure enough for your data privacy requirements. EVOCS assists you in assessing: Integration Capabilities (payroll, general ledger, ERP, SSO) Cloud Readiness (SaaS vs. on-premise) Self-Service Portals (UX for managers and employees) Data Importing/Exporting (for smooth migration) Role-Based Security (to keep sensitive information safe) Scalability (can it expand with you?) Most internal HR groups lack strong architectural knowledge—and that’s just fine. EVOCS does. We’ll identify risks upfront and assist you in asking the right technical questions in demos and RFPs. 5. Shortlist and Engage Vendors—Strategically After you’ve reduced your list to 3–5 vendors: Ask vendors to provide demos customized to your needs Use EVOCS’ demo scorecards to score UX, configurability, and gaps Request customer references—EVOCS usually offers blind reference calls to customers operating the same system in the same industry Don’t forget to ask about integration, support, and compliance in your RFP Struggling with crafting your RFP? Schedule time with EVOCS now—we’ll email you a free RFP template. 6. Compare Total Cost of Ownership (TCO) Avoid being blindsided by unexpected expenses. EVOCS constructs multi-year TCO models with: Software licensing Implementation fees Data migration and integrations Training and change management Ongoing support and upgrades We make you aware of cost per employee per year, benchmarked between systems, and recommend choosing fixed-fee vs. usage-based pricing. 7. Choose Your Vendor and Implementation Partner for Success Now is the most important part—picking the correct implementation partner. This is where EVOCS really shines: Workday, Oracle, Deel, and HiBob certified Cross-system proficient in ADP, SAP, UKG, and Rippling Agile delivery models for small teams or global rollouts Industry-specific expertise in finance, tech, retail, healthcare, and more Our clients repeatedly tell us: EVOCS doesn’t just implement a system—we help design a solution that actually works for your people. Why Choose EVOCS? Your HRIS decision isn’t just about software. It’s about strategy, scalability, and selecting a partner who can future-proof your people’s operations. EVOCS is that partner. Our clients value us for: Deep functional expertise across every HR domain Real-world implementation success across industries Unbiased system selection grounded in best practices White-glove delivery from discovery through post-go-live optimization We don’t push one solution. We recommend the right one—because we know them all.Let EVOCS guide your HRIS journey or schedule your free strategy.

Choosing the proper Human Resource Information System (HRIS) is not merely a software selection—it’s a business change move. From recruitment and onboarding to payroll, compliance, and worldwide workforce visibility, HRIS applications are at the center of how your folks get work done and how leadership gets results. At Evocs, we don’t simply assist you in choosing software. We walk you through a tested, reproducible methodology that enables organizations of all industries and geographies to choose and deploy the correct-fit HRIS for today and the future. Our approach, which we refer to as Fix, Accomplish, & Avoid (FAA), is the basis of every successful selection and implementation project. Let EVOCS lead your HRIS journey or schedule a free discovery session to find out how we simplify HRIS strategy, organize it, and make it right for you. Why HRIS Selection Doesn’t Work—and How to Do It Better HRIS selections are too often hurried, vendor-driven, or feature-driven instead of results-driven. Organizations find themselves: Selecting a system that has poor integration with payroll, GL, or ATS Shelling out money for functionality they never utilize Running into implementation roadblocks because of misaligned workflows or uncovered requirements Over-customization to fill in fundamental gaps EVOCS does it differently. Our FAA approach begins with business-mapping, not product-mapping. Fix, Accomplish, & Avoid: A Better Approach to Assessing HR Tech We employ FAA to synchronize your HRIS choice to strategic results. 1. FIX: What issues does this system need to eliminate? We begin by mapping out the existing friction areas within your people processes. These may be: Disconnected tools or redundant data entry Incorrect payroll postings Compliance reporting or onboarding manually done Insufficient manager visibility of team performance Inadequate scalability for a global workforce We conduct interviews with stakeholders within HR, Finance, IT, and business management to capture what needs to be remedied, including hard and soft expenses. 2. ACCOMPLISH: What does success look like? Next, we specify what the new system will need to support: Executive-level consolidated data dashboards Smooth integrations between HR, payroll, and ERP Enhanced employee and manager self-service Global compliance visibility Simpler onboarding and quicker time-to-productivity We dive into KPI alignment—both leadership level (e.g., cost per hire, turnover, compliance rate) and team level (e.g., time to onboarding, payroll accuracy, satisfaction scores). This way, the solution supports not only today’s requirements but future objectives. 3. AVOID: What risks or inefficiencies need to be avoided? Lastly, we spell out what can’t occur: Another botched rollout Surprise expenses during deployment User uncertainty or adoption roadblocks Integrations that fail to actually integrate Local legal non-adherence for worldwide teams Because we’ve had experience with organizations on almost every major HRIS platform, we understand where the risks reside—and how to steer clear of them. The EVOCS Advantage: Extensive Integration Expertise, Worldwide Presence, and Certified Knowledge Integration is a Beginning Point, Not an Afterthought One of the top reasons for HRIS failure? Inadequate or overly complicated integrations. TechnologyAdvice reports that integrations between HR, payroll, accounting, and recruiting are consistently named as the most complicated but mission-critical aspect of implementation. EVOCS addresses integration needs from day one. We evaluate: Data flow mapping across systems Current tools (payroll, GL, ATS, LMS) API readiness and data governance Security protocols by role and region We assist you with technical feasibility and strategic value in balance—so your HR tech stack isn’t only working; it works as a cohesive unit. Global by Design Several Evocs customers are global in operation—with offices in North America, EMEA, LATAM, and APAC. Our consultants are aware of: GDPR and data privacy around the world Regional compliance (I-9, EEO-1, SEPA, IR35) Multi-language, multi-currency, and international payroll integrations How to enable global HR processes while maintaining local relevance Whether you’re rolling out in 3 nations or 30, Evocs delivers the international delivery brawn to help your team end-to-end. Certified Expertise on the Top Platforms Evocs is a certified implementation partner of Workday, Oracle, Deel, and HiBob—and we leverage deep cross-functional expertise on SAP, ADP, Rippling, and UKG. This breadth means we’re not biased toward one solution. We’re fluent in them all—and our team includes specialists with backgrounds in HR operations, enterprise systems, global compliance, and IT architecture. We understand how each system behaves in practice, what they integrate with, and which use cases they support best. That’s why clients trust us not just to recommend, but to deliver. What It’s Like to Work With EVOCS FAA Discovery Workshops Stakeholder alignment to define what to Fix, Accomplish, and Avoid. HRIS Requirements Blueprint Business-oriented system requirements from workflows, KPIs, and integration requirements. Vendor Shortlisting + Demo Scorecards We drive RFPs, organize demos, and compare vendors side-by-side. Integration & Architecture Planning Technical feasibility, data mapping, and system design—taken care of upfront. Cost & Risk Modeling Transparent TCO breakouts, risk flags, and investment planning. Implementation Support or Handoff We can drive full-scale implementation or assist your internal teams and SI partners. We’re Ready When You Are. Let’s Talk Whether you’re considering systems for the first time or replacing a legacy platform, Evocs delivers the methodology, experience, and global reach you require. We don’t merely assist you in selecting the right HRIS—we assist in implementing the one best suited to your business model, your employees, and your future. Have EVOCS assist your HRIS choice or schedule a strategy session today and begin your FAA journey.

In the hyper-competitive landscape of business, digital transformation has become a pillar of strategy for organizations who seek to stay relevant and competitive. However under this bright façade of this buzzword is a key component that is typically out back in IT’s smoking room: system integration. Nothing short of a nontechnical afterthought, intelligent system integration is among the greatest leverages an organization can deploy to actualize business value and positive return on investment. Beyond the Backend: Integration as a Strategic Imperative When companies discuss digital transformation endeavours, this idea of system integration usually comes after the fact – an unfortunate requirement to enable heterogeneous systems to communicate with each other. This ‘simple’ view disregards the rich strategic benefit that effective integration has to offer. At its core smart integration is not about integrating technologies. it’s not about automation, it’s about integrating business processes, supporting decision-making skills, promoting smooth flows that create competitive edge. The fact is, siloed data landscapes generate points of friction – which radiate across an institution. For companies whose HR programs do not align with payroll, whose CRM data exists in disparate entities from their ERP data, or whose operational analytics need to be stitched together from disparate entities, there’s a cascade of inefficiencies that has a direct impact on the bottom line. Quantifying the Hidden Returns 1. Operational Efficiency Gains Companies that have done smart integration have reported staggering decreases in manual workflows. Clients at EVOCS have experienced 60% reductions in HRIS onboarding times through automated data exchanges between recruitment, HR, and IT provisioning systems. This reduction not only saves time but minimizes errors, enhances the employee experience, and enables HR professionals to concentrate on strategic initiatives instead of data input. And in the same vein, when financial reporting systems are fully integrated with operational databases, the monthly close cycle can be cut from weeks to days, providing leadership teams quicker access to key performance indicators and enabling quicker response to market fluctuations. 2. Data Quality and Decision Support Maybe the most important but least measurable advantage of integration is in the form of enhanced data integrity. When data moves automatically between systems through properly designed integration points, the potential for transcription errors, stale data, and inconsistent reporting plummets. This enhanced quality of data directly translates to enhanced decision-making. When executives can rely on their dashboards to provide precise, real-time data from throughout the enterprise, they can act more quickly and with more confidence. The value of a decision based on all the information rather than incomplete or stale data is incalculable but unquestionable. 3. Resource Reallocation Think about the teams that are currently wasting their Friday afternoons aligning spreadsheets across five platforms so that they can have a single view of performance. These talented individuals are doing low-value work that can be eliminated through integration. By streamlining data handoffs and automating reporting functions, organizations can shift these resources to analysis, strategy, and innovation—activities that generate revenue and competitive advantage directly. One manufacturing customer cut manual reporting tasks by 50% by strategically integrating, enabling their business analysts to move from data gathering to predictive modeling that revealed $3.2 million in process improvement opportunities. 4. Compliance and Risk Mitigation In compliance-heavy industries, the price tag of compliance failure can be enormous. Integration leaves audit trails and enforces uniform application of policies across systems. When regulations need to change, updates can be made at integration points instead of across numerous systems, lowering the likelihood of inconsistent application and compliance failure. The cost savings from avoiding compliance failures—fines, remediation efforts, and reputational loss—are a real but often undervalued return on investment in integration. Strategic Integration: Going Beyond Technical Linkage The distinction between routine integration and strategic integration that provides outstanding ROI is in the methodology. Instead of linking systems for connectivity’s sake, organizations that realize the greatest returns adhere to these principles: 1. Business-Driven Integration Priorities Begin with business pain points, not technical capabilities. Find where data handoffs are wasting time, causing blind spots, or adding risk. Focus on integration points that solve these particular problems rather than trying to integrate all systems comprehensively. 2. Future-Proof Architecture Design integration architecture that is flexible enough to adapt to your changing technology landscape. API-first designs, integration platforms, and microservices architectures are flexible enough to add, delete, or swap out systems without affecting the overall integration landscape. 3. Data Governance Integration Incorporate data governance principles within your integration plan. Provide clear ownership, quality requirements, and lifecycle control over data as it transfers from system to system. This way, integration does not only transfer data but also keeps it intact and usable during transit. 4. Measuring What Matters Create solid measures of integration success that extend beyond technical achievement to business results. Measure time saved, errors eliminated, decision cycle time, and the business results facilitated by enhanced data visibility and flow. The Compounding Value of Integration Maybe the most persuasive feature of integration ROI is its compounding effect. Each additional system linked to a properly designed integration environment provides incremental value more than the sum of individual components. With the network effect, each successive integration point increases the value of earlier investments. This compounding effect turns integration into a cost center turned strategic enabler that grows in value continuously as the digital ecosystem of the organization matures. Looking Ahead: From Integration to Smart Operations The future of integration is not merely about integrating systems—it’s about building smart operations where data moves smoothly, insights are created automatically, and human intervention is reserved for exception handling and strategic decision-making. Organizations that understand integration as a strategic competency, not a technical requirement, set themselves up to get the most value out of their technology investments. They establish settings where data is a genuine competitive asset—available, dependable, and actionable throughout the enterprise. The actual ROI of integration is not quantified in technical terms but in business results: speed to market, responsiveness to opportunities and threats, trust in decision-making, and a workforce dedicated to innovation instead of

Today, change is the only certainty, while complexity continuously increases—and Finance and HR cannot continue to function independently of each other. Executives are being urged to go further with fewer means in a way that controls workforce expenses, regulates risk, and maintains personnel supply chains. While the finance teams are challenged to deliver better forecasts, plan and model scenarios, and manage spending on people, travel, and anything else—and much more. These mandates are not exclusive of each other; they are complementary. However, commonly, the systems, processes, and data of Finance and HR functions remain broken. That’s where EVOCS comes in. Why HR and Finance Must Move Together Each and every action related to the workforce—such as hiring or promoting employees, training them, transferring them, or terminating their contracts—has definite financial implications. Similarly, virtually all budgeting outcomes, changes to forecast provisions, or any alterations to expense policies have consequences on people. When these actions are disconnected, organizations are exposed to the following negative effects: Inaccurate forecasts Redundant processes Delayed approvals Poor workforce visibility Manual data re-entry Unintended compliance risks It’s not just inefficient—it’s costly. A Single View of People and Performance EVOCS specifically enables organizations to eliminate the key areas of difficulty between human resources and financial sectors by engineering an array of touchpoints—with an effective infrastructure of planning platforms, workflow models, and an industry-proven transformation strategy. If you’re running your PeopleSoft-based HR and your financials in a different system—or if you have a combination of on-premise and cloud systems—EVOCS sets up shared logic, data pathways, and KPIs on the fly that: Support strategic planning based on required changes in staff Ensure payment and benefits are accurately passed into cost models Automate the approval processes needed to quickly implement org structures Link recruiting, onboarding, and compensation to key financial plans that align with financial goals Enhance audit trails and reduce tax, legal, and compliance risks There is not just a line drawn and another line connected with it; we redraw the whole picture. Use Cases in Action Here are two true stories of how such thinking goes wrong: Use Case 1: Financial Reforecasting Aligned with Hiring Delays One mid-sized technology company approved the creation of 80 customer success positions. HR began recruiting during that period, but the organization faced challenges in ramping up hiring in the market. Finance continued forecasting using a fully staffed model—until Evocs implemented a headcount-to-cost model. In cases of hiring delays or declined offers, every action adjusted expense estimates, cutting forecast variance by 60%. Use Case 2: Streamlining Procurement and Role-Based Spending A national healthcare provider used a manual method to manage procurement rights for employees undergoing transfers or promotions. This led to overspending and multiple audit concerns. EVOCS automated the matching process between HR job types and the corresponding approval flows in Finance. Spend limits, system access, and budget visibility changed automatically with each new role—cutting procurement policy violations by over half. The Outcome: Of Being In Sync That Fuels Flexibility Companies that strategically align human resource management with finance planning, operations, and analysis can: Reduce workforce-related forecasting errors by up to 40% Shorten planning and close cycles by 30% or more Mitigate time taken for onboarding and ramp-up Eliminate manual handoff processes and save time and money Make faster, better-informed strategic decisions EVOCS goes beyond the mere adoption of systems; it improves the relationship between HR and Finance to enhance overall organizational performance. Appendix: The 45+ Strategic Touchpoints Between Finance and HR Provided with subtopics and simple descriptions on each. Budgeting, Headcount Planning & Org Management Touchpoint Description Approved FTE Plan to Hiring Authorization HR can only recruit for roles approved by Finance. Org Changes to Budget Realignment Restructures impact budget lines; systems must reflect updates. Vacancy Tracking to Labor Forecasts Unfilled roles create cost variance if not accounted for. Headcount Plan to Actual Variance Reporting Compare what was planned vs. what was staffed to guide hiring. Payroll, Benefits & Compensation Touchpoint Description Salary Bands to Budget Constraints Pay ranges should reflect what Finance has allocated. Bonus Plans to Financial Accruals Performance-based pay must be forecasted and accrued. Benefit Enrollment to Payroll & Costing New or changed elections impact payroll and financials. Onboarding Packages to Forecasting Total compensation (including perks) must show up in models. Leave of Absence to Payroll Adjustments Time off must reduce or defer labor costs in forecasts. Financial Forecasting, Reporting & Close Touchpoint Description Attrition Forecasting to Budget Adjustments Anticipated turnover should update spending plans. New Hire Timing to Cash Forecasting Start dates determine when costs hit the books. Org Chart Access to Financial Dashboards Promotions/demotions must update reporting visibility. Incentive Plan Adjustments to Year-End Reporting Compensation shifts must reflect in accruals. Workforce Drivers in Financial Models Every employee has fixed and variable costs attached. Project & Resource Management Touchpoint Description Project Staffing to Labor Budgets Assigning people must sync with budget approvals. Skills to Resource Planning Match talent availability to project timelines and ROI. Timesheets to Revenue Recognition Time logged drives billing and cost realization. Role Promotions to Spend Limits New roles often come with new approval privileges. Overtime Trends to Risk Modeling High overtime = staffing gaps = financial risk. Procurement & Spend Management Touchpoint Description Role Changes to Approval Routing Spend limits should follow employees—not systems. Manager Updates to Purchasing Limits New leaders must inherit spend visibility. New Hire Onboarding to Equipment Budget Each new hire needs assets; costs must be forecasted. Travel Policy by Job Type Frequent traveler roles need aligned policies. Reimbursements to Payroll Deductions Correctly record taxed vs. non-taxed expenses. Recruiting & Onboarding Touchpoint Description Approved Reqs to Budgeted Roles Hiring starts only once costs are cleared. Offer Acceptance to Financial Provisioning Once accepted, comp and tools are activated. Source of Hire to Cost Analysis Track recruiting ROI by source/channel. Onboarding Milestones to Payroll Readiness Get new hires into payroll without delay. Performance & Development Touchpoint Description Performance Goals to Bonus Forecast Goal outcomes drive variable pay. Training Impact to Productivity Metrics Training ROI

EVOCS Approach: Fix, Accomplish, Avoid Today, application ecosystems in the enterprise are complex and demand ongoing management, optimization, and security. Yet, many organizations continue to deal with costly downtime, ineffective support, and outmoded AMS contracts that don’t keep up with changes. We approach healthcare operations differently at EVOCS. Using our Fix, Accomplish, Avoid strategy means that organizations not only maintain but also optimize their applications, minimize undesired results, and create immediate value. Without question, we are the most agile and cost-effective provider in the market—not because we don’t do scope, but because we have the expertise and the responsiveness to land real business impact from day one. Resolving Issues Before They Cause Problems to Your Organization Downtime and performance issues are crippling for operations. Productivity loss and financial loss are all consequences. Instead of modularizing at the reactive fix level, EVOCS is built for proactive problem-solving, while many AMS providers only focus on reactive fixes. We provide an agile support model and advanced monitoring systems. Provides an immediate response to critical issues, reducing downtime and minimizing business disruptions. Security enhancements are continuously made to protect against vulnerable holes and risks to compliance. Performance tuning and system optimization to mitigate recurring bottlenecks. At Impressico, we solve problems, managing what already exists, but we aim to remove the root cause so that companies can concentrate on expansion versus performing IT triage first. Accomplish: Driving Efficiency, Automation, and Business Growth EVOCS goes beyond just providing support primarily for application maintenance, as most AMS providers do, and continues working on enhancing the performance of applications. We ensure organizations can: Make application workflow optimization for improved efficiency and better user experience. Automate manual processes for better utilization of IT resources, allowing them to focus efforts on innovation. Scale the IT infrastructure with no compromise on the technology to support business expansion. Analogously, rather than serving as a cost center and keeping things running as they are without exception, we assist businesses in making actual performance improvements, reliability improvements, and cost improvements—all dollar signs of value. Avoid: Eliminating Costly Pitfalls and Inefficiencies Overpriced and inflexible contracts, which do not reflect changing business needs, are typically associated with existing traditional AMS models. They also waste resources on poorly utilized IT services, slow responses, and inefficient workflows. The Fix, Accomplish, Avoid strategy is a great help to the business. We, at EVOCS, offer flexibility and a right-sized AMS model with reduced unnecessary IT costs. Continuous application optimization to prevent performance degradation. Handle time-consuming IT tasks so that internal teams do not have to drain time on it, thinking of new strategic initiatives. Through efficiently removing inefficiencies and maximizing the return on IT spending, EVOCS guarantees that businesses extract the most value possible from their AMS investment—in the most efficient manner possible. Such is the case for why EVOCS is the most agile and value-driven AMS provider. ✔ AI-powered monitoring and expert support in case of issues ✔ Not just maintenance, but continuous optimization, automation, and innovation ✔ Contracts that are flexible so as to grow with them, without unnecessary expenses Ready to Experience a Smarter AMS Model? With EVOCS, we are not just another AMS provider but a strategic partner helping businesses optimize and reduce IT operation costs while fostering continuous improvement. The agility, expertise, and real business impact start on day one with our Fix, Accomplish, Avoid strategy. Well, let’s discuss how EVOCS can change your AMS tactic. Contact us today.

In 2025, Small and Medium-sized Enterprises (SMEs) face an ultra-competitive landscape where a modern workforce expects flexibility, significant engagement, and clear communication. According to a Gallup study, only 23% of employees globally are engaged at work, emphasizing the urgency for efficient HR solutions that HR leaders and IT teams should consider. HiBob Platform is a leader in this domain with a rich platform intended to increase employee experience through worker engagement, solidifying open communication, and adjusting to the volatile professional needs that affect many today. What is the employee experience? Employee experience defines employees’ feelings about all their experiences during their journey at work. Material and relational interactions surrounding employability at an organization shape employees’ perceptions both at entry and beyond their tenure there. Human Resources departments create employee experiences that mirror how companies think about customer experience strategies. The central role of customers becomes essential when executing “outside-in” methods during product marketing choices. Understanding customer needs through empathy enables product and service sales because customers purchase desired solutions. The Employee Experience functions similarly to the Customer Experience approach within HR management The right perspective on workplace events enables leaders to identify issues and construct effective resolutions. Modern workplaces require employee-centric methods since they generate empowerment and better employee engagement. When companies achieve exceptional employee experiences, their perfectly organized workspaces let employees perform optimally as they contribute to business advancement. How HiBob Enhances the Employee Experience HiBob is more than just an HR platform—it helps organizations create a positive and engaging employee experience by addressing key factors that influence workplace satisfaction. It also offers HR tools that simplify workforce processes alongside features that enhance communication while promoting workforce advancement from hiring stages to work-life balance management. 1. Recruitment and Onboarding Process Since first impressions are key to keeping talent, a HiBob will help ensure a seamless shift from hiring to onboarding. HiBob helps new employees feel welcomed and prepared from day one with automation that comes from automated workflows, digital paperwork, and company integration. How HiBob Helps: The applicant tracking and hiring process is seamless. Streamline manual effort by providing automated onboarding workflows. Personalized onboarding experiences for new hires 2. Workplace Environment and Physical Setup HiBob is equally suitable for employees onsite, remote, or in a hybrid model and fosters inclusive work. It offers HR automation and engagement tools to help organizations keep their workforce connected and productive. How HiBob Helps: Surveys of employees to see how they felt about their working conditions. Insights into workforce trends to effectively optimize office space and resources. Tools for building a strong remote work culture 3. Technology and Tools Provided HiBob is a suite of efficient tools for a digital-first work environment that is easy to integrate with other business applications. It ensures employees have access to the technology they need to succeed. How HiBob Helps: Integrations with payroll, performance tracking, and collaboration tools HR tasks on the go, friendly for a mobile app There are automated processes for time tracking and attendance management. 4. Leadership and Management Style Effective leadership drives employee engagement. With a helpful performance management toolset, HiBob offers regular check-ins, 360-degree feedback, and leadership development. How HiBob Helps: Goal setting and feedback options for performance review cycles Real-time insights on team performance and engagement levels Leadership training and coaching resources 5. Career Development Opportunities Employees seek growth opportunities, and HiBob helps organizations nurture talent through personalized learning and upskilling programs. How HiBob Helps: The learning management system delivers personalized employee training programs. Systems to monitor employee advancement together with organizational development planning The platform enables workers to track promotion possibilities through its internal mobility features 6. Compensation and Benefits Fair and transparent compensation practices increase job satisfaction. HiBob streamlines salary reviews, bonuses, and benefits management to ensure that employees know they’re valued. How HiBob Helps: Compensation management tools for salary adjustments and equity distribution Benefits tracking and transparent pay structures Smooth verification of processing with automated payroll integration 7. Work-Life Balance Employee retention is contingent on maintaining a healthy balance between work and personal life. HiBob provides flexible time off tracking and workload management tools to promote employees’ well-being. How HiBob Helps: Easy PTO requests and approvals through a centralized system Real-time tracking of vacation and sick days Employability surveys of employees to assess the risk of burnout. 8. Communication and Transparency Open communication fosters trust and collaboration. HiBob promotes transparency through feedback channels, pulse surveys, and real-time data sharing. How HiBob Helps: Companies use engagement surveys to evaluate employee job satisfaction “Your Voice” feature for anonymous reporting and feedback Workforce insights become accessible through people analytics dashboards HiBob is more than just an HR tool—it’s a complete employee experience platform. Enhancing recruitment, leadership, compensation, and work-life balance helps organizations create a workplace where employees feel engaged, supported, and motivated to grow. HiBob Platform Adopting Latest Trends in Employee Experience As we move deeper into 2025 and beyond, the workplace will continue evolving, and HiBob is well-positioned to adapt to emerging trends. Here’s what we can expect in the future of employee experience and how HiBob is preparing for it. 1. AI-Powered HR Automation Digital intelligence systems now play a fundamental role in managing workplace functions because these systems streamline basic operations to enhance efficiency. A PwC report found that 72% of business leaders expect AI to reach a fundamental place in HR over the next five years. HiBob is already integrating AI into its platform through: HR teams profit from reduced demands because AI-based chatbots respond to ordinary HR inquiries. Automated process systems enhance essential operations such as employee onboarding, managing leave time, and executing performance reviews. Utilize predictive analytics for early detection of engagement patterns that predict retention challenges. 2. Personalized Employee Experience with Data-Driven Insights The traditional uniform method of handling HR fails to deliver modern workplace demands. Employees want to see their personal goals reflected in experiences that precisely address their needs and career aspirations. HiBob’s data-driven platform enables: Custom Learning Paths would allow

The HR department manages sensitive organizational information encompassing Social Security numbers, payroll management, health records, and employee performance reviews. The increased digitization of HR systems expands the risk of exposure to unauthorized data breaches, compliance violations, and data access issues. Companies should focus on leading emerging global compliance standards and enhancing HR data protection because new regulations will take effect by 2025. The article examines present-day best practices for safeguarding HR data, ensuring that HR data and requirements remain compliant, and adequately incorporating security solutions in HR technology systems. The Growing Importance of HR Data Security Why Is HR Data a Prime Target for Cyber Threats? Employee personal identifiable information (PII) resides in HR systems within multiple database segments. HR systems maintain employee banking data together with their tax-related data. Social Security numbers & identification data Health and benefits records Performance evaluations & disciplinary actions Payroll, compensation, and direct deposit details The reason behind cybercriminals targeting HR databases is the following sequence of factors: Processors of stolen employee data can execute identity theft schemes for committing fraud. Through hacking, criminals can steal money from the payroll system to suit their financial objectives. Ransomware attacks target HR systems because they contain highly valuable dataset information. Organizations’ information: Organizations’ sensitive information can be compromised through misbehavior or accidental actions by company personnel or employees in the HR department. HR Data Breaches: The Cost of Non-Compliance When HR data is breached, the results include profound financial loss and severe damage to the organization’s reputation. The average data breach cost reported in IBM’s 2024 Cost of a Data Breach Report reached $4.45 million, while both HR and payroll data categories experienced a high frequency of attacks. Here are the results that follow a breach of HR data: Regulatory fines from non-compliance with labor laws and data privacy regulations. Organizations face legal consequences whenever employee PII becomes exposed. The breach of trust causes employees to leave. The recovery of compromised data and the recovery efforts by HR teams create operational disturbances. HR Compliance in 2025: Key Regulations to Know 1. General Data Protection Regulation (GDPR) – Europe The Human Resource management teams must fulfill several requirements to meet GDPR standards, which function as the data privacy benchmark. Your organization requires direct employee approval whenever data processing occurs. The organization should minimize its data collection to necessary information alone. Employees must be able to obtain information about their data and be free to delete it or move it to other systems. Report breaches within 72 hours. 2. California Privacy Rights Act (CPRA) – United States CPRA extends the rights established by CCPA by providing employees with data correction and deletion capabilities. Staff members have greater control over their employee data to modify and remove it. More substantial penalties for mishandling sensitive HR data. Mandatory risk assessments for companies processing large-scale HR data. 3. AI Regulations Impacting HR Tech AI adoption across recruiting, performance evaluations, and payroll systems has led governments to implement new regulations. The EU AI Act sets regulations to control AI applications throughout the hiring process and human resource-based decisions. The US AI Bill of Rights creates restrictions for AI bias while defining policies regarding automated employee surveillance. 4. The Federal Trade Commission (FTC) and HR Data Security The Federal Trade Commission implements data security regulations on businesses that process employee information. The updated version of the Safeguards Rule set to be implemented in 2025 contains the following requirements: All HR data, during storage and transmission, must be encrypted through proper procedures. Multi-factor authentication (MFA) for HR platforms. The organization should provide regular cybersecurity training to all its HR personnel. 5. Industry-Specific HR Data Regulations Financial organizations and healthcare providers must follow rigorous regulations to safeguard their human resources data, according to HIPAA for healthcare, SOX for finance, and FERPA for the education sector. HIPAA (Healthcare) – Protects employee medical records. SOX (Finance & Public Companies) – Requires HR payroll data integrity. FERPA (Education Sector) – Covers faculty and student data protections. Best Practices for HR Data Security in 2025 1. Implementation of zero-trust security principles Under Zero Trust principles, all users, including external parties, do not receive automatic trust privileges. The following zero-trust strategies apply to human resources technology and its protection framework: Workers gain access to their specific required information through the least privileged method. HR logins must demand reauthentication as part of continuous authentication procedures. Micro-segmentation, which separates HR databases from other corporate systems. 2. Encryption of Resting Periods and Transit Transfers of HR Data Encryption protects HR records against illegal access even when the files get stolen. An encryption system for stored databases will ensure the security of HR data at rest. The protection of moving HR data within networks happens through In-transit encryption implemented with SSL/TLS technology. The end-to-end encryption mechanism (E2EE) protects HR data from sender to receiver during its complete transit. 3. Strong Identity & Access Management (IAM) systems Companies should follow these steps to stop unauthorized personnel from accessing their HR data: Require multi-factor authentication (MFA) for all HR applications. The permission system should utilize role-based access control (RBAC) to maintain secure control of HR personnel activities. Monitor HR system logins for suspicious activities. 4. Secure HR Tech Integrations HR systems often integrate with: Payroll processing software Benefits administration platforms Performance management tools The prevention of data leaks requires HR teams to undertake these measures: Use APIs with secure authentication protocols (OAuth 2.0, SAML). Conduct regular security audits of third-party HR vendors. Restrict data-sharing permissions between platforms. 5. Tracking mechanism for real-time data breaches Implement AI-powered security tools that enable the system to identify atypical login behaviors when staff access HR data outside their working time. For example: Alerting systems should raise alarms when extensive data are extracted because such actions suggest potential employee threats. The detection system should use anomalies to uncover payroll fraud activity. 6. Regularly Train HR Teams on Cybersecurity People committing mistakes have emerged as a primary factor that results in

Design Calculated Field Design Etiquette (⚠️Don’t Build Otherwise) One of the most powerful ways to take ownership of your Workday data is through the use of Calculated Fields. As long as the data is in Workday, you can (usually) get to the exact piece of information you’re looking for within your own parameters. BUT! There’s a catch – a steep learning curve. So! While you’re on the learning curve, let’s get some things straight so you 1) avoid creating bad habits, and 2) configure like an EVOCs consultant. Here are the major dos and don’ts of calculated field design etiquette starting with your choice tenant. Where to build a calculated field? There are two choices when deciding where to begin building a calculated field. The first is which tenant. The second is whether the calculated field should be accessed tenant-wide or be report-specific. Here’s the best practice. Create first drafts in testing tenants There are false starts when creating calculated fields. You think something will work, but, to your dismay, the output pulls an unintended value or straight-up blank. It takes time to figure out. Because of this, DO NOT BUILD UNPROVEN CALCULATED FIELDS STRAIGHT IN PROD. Unless you remember all the no-go fields you created (unlikely), you’re going to unintentionally clog up your tenant and cause confusion for the report writers who come after you. We’ve all seen the calculated fields like “AJ TEST Termination” floating around, and chances are Mr. Al Johnson doesn’t work here anymore. So, instead of PROD, use the Preview or Sandbox tenants. When your calculated field has proven itself, migrate to PROD and let your scribbles be erased by the next refresh. WHEW! Build report-specific calculated fields when they need to be protected There’s a risk every calculated field experiences, and it’s that someone else with report writer access could edit and break it. (You probably have someone in mind who either did this to you or knows just enough to be dangerous.) One of the ways to protect your calculated field is to make it report-specific. This means the calculated field can’t be used in other reports or functions across the tenant. The likelihood of it getting messed with decreases astronomically. This is especially useful for RaaS reports where the information within gets sent on a regular basis via integration to another source. That’s one place you definitely don’t want the fields breaking, so report-specific fields add peace of mind. TLDR Do: Use Preview or SBX tenants to build calculated fields for tenant hygiene, and use report-specific calculated fields for RaaS reports. Don’t: Build straight in PROD How to name a calculated field? Remember “AJ TEST Termination”? Not only does it look like a mistake in the tenant, but it also doesn’t tell me nearly enough information about its output. Will it show the termination event, the date, or the reason? Does it include future-dated terminations? Will it show me the past termination of rehires who are currently active? You need to think of naming your calculated field as an opportunity for collaboration with the report writers who come after you. Here is the etiquette. Use a prefix, e.g. CF TF – [Name] The prefix has a number of uses. “CF”, which stands for “calculated field”. It’s your at-a-glance signal to all future report writers that this field is created, not delivered. Next, include an acronym to indicate the type of calculated field you’re making. A True/False field is typically abbreviated as “TF”. A lookup-related value field is LRV. With practice it becomes intuitive. You’re telling other report writers details about the field type or method. You’re ALSO telling them you’re a super cool Workday configurator who knows the etiquette…😏 BONUS: You can type in LRV or ESI etc as a shortcut for selecting the field type upon creation. Name the calculated field exactly what the logic says There’s no lying to you. Sometimes the title gets LONNGG because the logic can be layered and complex. Don’t fret. The report’s column heading override solves this problem, allowing you to display whatever title makes sense to your end-user running the report. But for your fellow report writers? Name the calculated field properly so they have the insight at first glance. For example, if you build a calculated field that pulls the most recent termination event’s effective date that includes future events, you should name it exactly that – CF LRV – Most Recent Termination Event (incl Future-Dated) Effective Date With a clear enough name, you’ll save other report writers from time spent investigating what the freak your field does. They’ll know right away whether the one you created serves their purpose. Overall, a good naming convention will – Reduce duplicate efforts Lead to better use of your calculated field throughout the tenant Give the hint to STAY AWAY from using or editing something unrelated to their work. TLDR Do’s: Name your calculated field exactly what the logic pulls and include a prefix for CF [Field Type Acronym] – Don’ts: Name your calculated field something unclear or misleading, including your initials (embarrassing). Common Mistakes And lastly, common mistakes. The tea you’ve all been waiting for. What are the hints someone is an inexperienced calculated field creator? Unnecessary Layers Let’s say you want to create an evaluated expression field to return a certain value if a Worker is On Leave. There’s a WD-delivered True/False field (also called boolean) specifically for On Leave. This can be placed directly into the calculated field condition slot. There’s no need to create another True/False calculated field for On Leave = CHECK. If you did, you’d be creating an unnecessary layer of logic. Taking the Scenic Route The only time this will ever be said. But, when making a calculated field opt not to take the scenic route. There are many ways you can make a calculated field, and you should spend time with the logic to narrow it down to the path of least resistance. Your calculated field will

Companies with predictive HR Analytics outperform their peers by generating 30% higher stock returns than their competitors.  This knowledge is nothing new, we have known for over a decade since “Talent Analytics: From Small to Big Data” was published back in 2013. So why does change take so long and why are some companies resistant? Ironically, one of the primary reasons is a lack of human resources… a lack of people in our department with the knowledge and skills necessary to execute advanced and predictive analytics. I recall back in 2017, my first position in Human Resources as a Compensation Coordinator. Compensation sat in a block of cubicles that was adjacent to the HRIS office space and another separate area for HR Analytics. I was encouraged to stay out of their work although I often found myself inquisitively hanging around their space. They were some of the highest paid individual contributors in HR and were rockstars, but their work was mysterious to anyone not in their inner circle. This bothered me because their work seemed important, and I wanted to advance my career. I never imagined that I would one day lead a reporting & analytics practice. Even this Fortune 500 company with an analytics practice that was heavily sought after was either not willing or able to implement a data driven HR practice across all of HR. The practice was a silo that secretly pushed information for decision making up the ranks but not across. I can only assume that their reasons may have included privacy concerns, corporate culture, or a vote of no confidence in the rest of HR. I cannot blame them. Why spend time and resources pushing out analytics to people who are either not interested or have no training in the area? I have worked now with dozens or persons in HR who cannot perform basic Excel functions or interpret any form of statistical analysis. I do not mean to be unhelpfully critical, only for us to humbly be honest with ourselves so that we can make real progress. Other lines of business cannot be to blame for our perceived lack of financial impact. HR positions are some of the furthest roles away from cash inflow. A learned that I learned early in my Compensation days is that contributors who are closest to cash inflow or who directly bring money into a company (i.e, Sales) are often the highest paid. It is easy to see their direct effect on the bottom-line because their work is about revenue. Because HR with maybe the exception of Talent Acquisition, cannot be easily associated with revenue, we must work harder to prove our financial worth and we can do that by speaking the common language of mathematics. If I want something done and I tell my boss that it will make them look great because we will decrease Time to Fill or we will save X dollars, now I have their attention. Mathematics, Reporting, and Analytics is the golden ticket to our seat at the table. Easier said than done, right? If Fortune 500 companies with all the resources that money can buy have ineffective HR Analytics, how then can the rest of us build from scratch? First, I want to remind you of the point I made earlier; it can be extremely difficult to convince leaders about the importance of HR Analytics. This is true regardless of the size of the company and so large companies struggle with implementing analytics the same way smaller companies also struggle. Leadership needs to sponsor the change, less we ask employees to divert from their other work to prove our point. Who in their right mind wants to push such a boulder up the hill, on the same salary, only to be rejected? If 30% better stock value is better…. If what I have said about HR’s technical proficiency resonates… If you are tired of feeling underutilized and underpaid…. Here are 5 suggestions for implementing a successful HR Analytics practice. Gain executive sponsorship If you are fortunate to have leadership that already understands the value of reporting and analytics from all departments, then I envy you. If you have this and fail, there is no one else to blame. Select the team Do not take the road blindly; include experienced analytics professionals in your journey whether it be peers, consultants, or colleagues from other departments. Choose your software I am bias because of my role as a Workday consultant, but it is my opinion that companies spend way too much time and effort on software selection. At their core, most software of the same class performs the same functions. Too much credit is often given to the tools especially when blame is assigned. ‘The user experience for our managers in Job Change is terrible!’. Is it the UX or have you tried to make Workday an employee experience platform like Service Now when it is marketed as an Enterprise Cloud Management Platform, basically a new version of the ERP? 60% Implementation / 40% Communication and Training For your efforts to be effective, they must be received well. It is not only communication that is important, but also data literacy and ability to perform self-service. When implementing the software or analytics program, budget up to 40% of time and money for training and OCM. Half measures avail nothing. Focus on Decision Support Passion projects are great and sometimes our customers don’t know what they need or want, think Steve Jobs. But if you want a practice that managers rely on, always frame your analytics practice as decision support. Start with answering basic questions and exposing data that managers cannot access without your help. One day, you may lead a team that prescribes efforts and predicts outcomes.