Decision Makers Hub | HR & Enterprise Tech Insights for People Leaders

If you work in healthcare or are considering a career in health information technology, you've likely come across Epic — one of the most widely used electronic health record (EHR) systems in the world. Whether you're a nurse, physician, medical biller, IT professional, or someone just entering the healthcare field, you may be wondering: Can I learn Epic EHR online? The short answer is yes — and there are more options available today than ever before. What Is Epic EHR? Epic Systems Corporation produces a comprehensive suite of EHR software used by hospitals, health systems, and clinics to manage patient records, clinical workflows, billing, scheduling, and more. It's used by more than 300 million patients and is installed in many of the largest health systems in the United States and internationally. Because Epic is so deeply embedded in healthcare operations, knowing how to use it is a significant career advantage for clinicians and healthcare administrators alike. ...

Why AI and isolved Are a Natural Fit isolved is one of the most comprehensive HCM platforms in the mid-market — handling payroll, benefits, time and attendance, talent management, and workforce analytics in a unified system. But like all enterprise platforms, isolved's true value is limited by how well organizations can act on the data it generates and automate the workflows it powers. AI integration changes that equation entirely. When AI tools connect to isolved, they don't just speed up existing processes — they unlock capabilities that weren't possible before: predictive analytics, natural language queries, intelligent automation, and real-time workflow optimization. Here's how AI is reshaping what organizations can accomplish with isolved. Automating High-Volume HR Workflows HR departments handle enormous volumes of repetitive tasks — onboarding document collection, benefits enrollment reminders, PTO request processing, shift scheduling approvals, and complian...

Why Choosing the Right HR and Payroll Platform Matters Selecting an HR and payroll solution is one of the most consequential technology decisions a growing organization makes. The wrong platform creates compliance risk, payroll errors, frustrated employees, and costly migrations down the road. Paylocity is a well-regarded option in the mid-market HR technology space — but like any platform, it isn't right for every organization. Before signing a contract or beginning an implementation, there are ten critical factors every HR leader should evaluate when considering Paylocity. 1. Company Size and Scalability Paylocity is built for small to mid-sized businesses — typically organizations with 10 to 1,000 employees. If your organization is in hypergrowth mode or anticipates scaling beyond that range, evaluate whether Paylocity's architecture will grow with you without requiring a costly platform switch in two or three years. Ask specifically how Paylocity handles multi-entity s...

Why Your Time Clock Choice Directly Impacts Workday Payroll Accuracy Workday is a powerful HR and finance platform — but it's only as accurate as the data flowing into it. If your time tracking system doesn't sync cleanly with Workday's payroll module, you'll spend hours each pay period manually reconciling discrepancies, correcting punch errors, and chasing down missing hours. The time clock is where payroll accuracy begins — or breaks down. For organizations running Workday HCM, choosing a time clock that integrates natively isn't optional. It's foundational to getting payroll right. The Hidden Cost of Mismatched Time Tracking and Payroll Systems Most payroll errors don't start in Workday — they start at the time clock. When employees punch in and out on a system that doesn't communicate directly with Workday, every data point becomes a potential error. Manual exports, file uploads, and middleware syncs introduce lag, formatting mismatches, and gap...

What Is Business Process Outsourcing and Why Does Vendor Selection Matter? Business process outsourcing (BPO) involves delegating specific business functions — payroll, customer support, IT services, HR administration, data entry, and more — to a third-party provider. Done right, BPO reduces overhead, gives you access to specialized expertise, and lets your team focus on core competencies. But selecting the wrong vendor can cost you far more than doing it in-house. Poor vendor choices lead to data breaches, compliance failures, missed SLAs, and damaged customer relationships. This guide walks you through the practical criteria for selecting a BPO vendor that actually fits your organization. Step 1: Define Exactly What You're Outsourcing Before you evaluate a single vendor, get precise about scope. Document: Which processes are being outsourced (not just "customer service" but "inbound tier-1 support, Mon–Fri, 8am–8pm EST") Volume expectations — cur...

What HRMS Software Actually Does for a Business Human Resource Management System (HRMS) software consolidates the core functions of people management — hiring, onboarding, payroll, time tracking, performance management, benefits administration, compliance, and reporting — into a single platform. That's the straightforward definition. But the business case for HRMS adoption goes considerably deeper than administrative convenience, and understanding the actual benefits helps organizations make better implementation decisions and extract more value from the platforms they've already bought. Here are 10 meaningful, concrete benefits that well-implemented HRMS software delivers. 1. Dramatic Reduction in Administrative Labor Costs Manual HR administration — data entry, paper filing, chasing managers for approvals, reconciling payroll spreadsheets — consumes enormous amounts of HR staff time in organizations that haven't automated. Studies consistently show that HR professionals i...

The Onboarding Gap Nobody Talks About Workday's onboarding module is well-designed for its intended audience: office-based, desk workers with reliable computer access, personal email addresses, and the digital literacy to navigate a web-based portal. For this population, Workday onboarding works well — it automates tasks, routes approvals, collects documents, and creates a reasonably smooth first-week experience. But most organizations using Workday have a substantial population of frontline workers: warehouse employees, retail staff, manufacturing workers, healthcare aides, food service workers, drivers. For this population, the standard Workday onboarding experience frequently fails in ways that are predictable, documented, and — crucially — fixable. Understanding why it breaks down and what actually works is increasingly urgent as labor market competition for frontline talent intensifies. How Standard Workday Onboarding Is Designed Workday's new hire onboarding (delivered th...

The Hidden Complexity of Global Payroll Running payroll for a team in one country is manageable. Running payroll for teams across five, ten, or twenty countries simultaneously — each with different pay frequencies, different regulatory requirements, different currencies, and different definitions of what constitutes payable time — is one of the most technically demanding operations in global HR. The mistakes are costly, the regulatory exposure is real, and the employee trust implications of getting it wrong are significant. Mixed payroll frequencies are at the center of this complexity. In the US, weekly and bi-weekly payroll are common. In Germany, monthly is legally standard for most employees. In the UK, weekly payroll is common for hourly workers while monthly dominates for salaried staff. In Canada, bi-weekly and semi-monthly coexist across provinces. Managing these different cycles within a unified HR and payroll system, while maintaining accurate accounting, correct benefit dedu...

The Platform Choice That Shapes Finance Careers If you're building a career in finance operations, financial systems, or enterprise technology, your choice of platform expertise will define which opportunities are available to you, what you'll earn, and how your career develops over the next decade. SAP and Workday are the two platforms that dominate enterprise financial management — and they represent genuinely different career paths, not just different technical skills. This isn't a simple "which is better" comparison. SAP and Workday serve different market segments, have different implementation patterns, and create different career trajectories. Understanding these differences before investing years in building expertise is worth the time. The Platforms at a Glance SAP has been the dominant enterprise resource planning (ERP) platform for over 50 years. SAP S/4HANA (the current generation) is used by the majority of the Fortune 500 and by large enterprises glob...

The Annual Review Is Dying. What Replaces It Matters Enormously. The annual performance review — the cornerstone of performance management for decades — is in unmistakable decline. Adobe eliminated annual reviews in 2012. Accenture dropped them in 2015. General Electric, the company that popularized forced ranking distributions, abandoned the practice. Deloitte surveyed its own leaders and found that 58% believed their performance management approach drove neither employee engagement nor high performance. Goldman Sachs and Microsoft made high-profile changes. The direction of travel is clear. But dismantling the annual review is easy. Building something better requires genuine redesign — and that redesign increasingly falls to HR leaders who must shift from administrators of evaluation processes to architects of continuous performance systems. Understanding how this role is evolving, what the research supports, and what the pitfalls are matters for every HR professional navigating this...