How to Make Point Solutions Work for You

Learn About Pre-Planning

Although we've already discussed the burden presented by point solutions, the fact of the matter is that point solutions are not going away anytime soon; however, there is a range within which organizations can work.

I think everyone acknowledges that the concept of having a single ERP that handles everything you need has been outdated for a while. It can become difficult and overwhelming having a different solution for each piece, as well as thousands of integrations and interdependencies. This is why it's about finding the right happy medium for your organization, which is something that starts with a foundation that's going to take care of 80-90% of your needs. While it's possible that there are some things that another point solution will do slightly better, you'll lose that in the integration when maintaining parallel systems, keeping them in sync during the different upgrade cycles, and getting them to talk to each other.

For example, this integration allows you to build things in your talent acquisition system that come over to your HR system of record. You can build competencies over an HR that you're using both to promote people from within and to manage their performance, but also to resource that for jobs. It's not just that I'm not interfacing data, it’s that I'm using common underlying foundations across the application. To me, that is very powerful as a user. You'll still find some points solutions that you want to bolt on, but you start from that solid base and then you have a few integrations, not hundreds.

These competencies are really the best example to explain the benefit of a fully integrated system with everything working together, speaking the same language. When your systems work with the same set of data elements, then you can bring insights together in a way that really can't be done even with, for instance, the "Ferrari" of performance appraisals. If it's not interacting with the same competencies, and bringing those insights in, that's not going to power your succession planning. That's not to mention, when you are considering the "Ferrari" of point solutions, you will certainly notice it costs a lot of money every year too.

So now we have to talk about some risks, and the one we have to focus on when implementing CloudSuite is what's the risk of staying on Lawson and sticking it out an extra five or ten years.

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