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Transitioning from Legacy Position Management Systems to Enterprise Solutions

Federal position management systems frequently lack the tools specialists need, which is why the majority of federal employees in a recent survey cited organizational resource constraints and leadership as holding them back from performing their best work – in particular in relation to technology. Legacy systems are inefficient, lack key features, and are entirely too opaque to make a dent in modern processes. The results are long time-to-hire averages and overworked position management specialists.

By transitioning from legacy systems to modern, enterprise solutions, many of these issues can be alleviated. Let’s take a closer look at the issues position management specialists currently face, how to implement a new solution, and what a transition from legacy systems looks like.

Why Position Management Needs an Upgrade

Current position management systems are underpowered and outdated in several key areas. Challenges faced by specialists include:

  • Rekeying of Important Data – Whether creating a new position based on previous data or attempting to update old records, legacy systems often require data to be printed and rekeyed. This is a slow and error-prone process.
  • NFC Data Record Maintenance – Not designed as a position management tool, NFC is frequently used to store position descriptions. It lacks key functions that position management specialists need, leading to outdated and eventually obsolete records. Without transparency into the current organizational structure and with outdated data, it’s the wrong tool for the job.
  • Tool Integrations – When software is purchased for individual problems in different HR departments, they often do not integrate with one another. The result is a lack of organization between HR and position management that leads to communications breakdowns and delays.

>>> Download our eBook discussing the benefits of enterprise software in Federal Talent Acquisition.

Implementing a More Robust Solution

Due to these issues, many agencies are looking for more robust, enterprise solutions for their position management needs. These tools offer several key benefits that are not found in most legacy or off-the-shelf solutions, including:

  • Parent-child relationships to simplify and coordinate position description updates
  • Version history retention for position descriptions to reduce rekeying of data
  • Staffing plan reports for greater organizational transparency

An enterprise solution provides a robust alternative to the siloed solutions most agencies currently use. Integrated fully with other systems, such a system means:

  • A more streamlined, integrated approach to federal HR to improve processing time
  • No more standalone products that focus only on narrow functional areas that do not fully integrate with other tools
  • A centralized platform on which all employees can be trained, and processes are managed similarly across the organization

EconSys FedHR Navigator is designed to provide a comprehensive enterprise solution for federal HR. With its Position Management Module (PD+), FedHR Navigator fully integrates with all aspects of a federal HR system, allowing for an easy-to-use solution that directly addresses all of the common challenges agencies face.

Features include a library of 200 complete, OPM-compliant positions, funding allocation, and easy recruitment options. Learn more about the benefits of such an enterprise approach in our eBook, The Benefits of Enterprise Software in Federal Talent Acquisition and Position Management.