As I meet with CEOs and discuss topics like Time & Attendance systems, they tend to not be involved with HR systems issues.  It just has not been a radar screen issue for them.  It should be!  The more I pursue Time & Attendance or the topic of systems with HR leadership teams I observe a frequent bias towards status quo.  Often, comfort with a particular Time & Attendance system is the determining factor for how to configure HR automation within the respective HR department.  Too often, payroll wants their preferred time & attendance system, performance management is a separate system, training wants their learning management system, and HRIS records may well be on yet another.  This “best in class” approach creates immense redundancy, software application complexities, and user confusion.  Singular integrated Human Capital Management Systems (HCMS) create efficiencies, drive automation, facilitate communication, enhance access, and are more widely accepted do to more frequent user access and consistency.   HR directors should be the efficiency role models within their organizations.   As an internal provider to every employee, the image presented by HR significantly impacts each employee’s perception of their organization.  The use of a fully integrated HCMS system…which includes Time & Attendance, performance management, application management, comp management, benefits management, learning management, HRIS, and more…will improve efficiency within HR through the elimination of disparate systems and the inevitable redundancy they create.  Organization wide use of an integrated HCMS will improve access for employees, improve the effectiveness of management, and create consistency in HR processes.