5 Reasons Why Employee Information Management is Hard

1. HR, Finance and IT All keep their own Databases 

Employee information is kept by many groups within a company. It starts with information gathered by HR during the recruiting and hiring process. Finance also maintains employee information for payroll or equity information, and IT keeps employee information for user credentials for email, single sign-on (SSO), employee notifications, and other core IT services. These groups all maintain their employee information for different reasons and in different systems. 

Most of the information, though, is redundant and often incomplete. This quickly leads to a drift in information accuracy as the information in the systems are inevitably not maintained in the same way and same time. 

2. The data is sensitive to store and access 

Employee information is inherently sensitive and private, whether it is medical, financial, phone numbers, personal email, or home address. Employees expect a certain level of privacy in the way their information is handled by their employer. If the data is not stored and shared properly, this can lead to an unhappy employee at best and a legal and financial issue at worst.  

3. No Single Group Owns Employee Information 

Like a lot of information of other types within a company, no one completely “owns” employee information. HR is the logical owner of a lot of employee information, but IT is usually information security so it owns employee credentials to all or most systems and applications within the company. Similarly, finance also maintains sensitive stock ownership information that logically belongs with them. This creates complexity in how and where employee data is maintained. Mobile numbers and personal emails, for instance, are typically stored in every system that asks for employee information. When conflicts inevitably arise, which data is correct? 

4. Employee information changes rapidly 

Every time an employee moves, changes banks, changes their personal email, works on a new customer, gains a new certification or skill – their information changes. As employees come and go from a company, their information needs to be added and removed also. The number of small changes per employee and across all employees adds up quickly and different systems get of out sync rapidly. Traditional approaches create multiple portals or web forms for “Change of Address”, “Bank Change”, “Password change” – employees get overwhelmed with too many places to update the same information and usually only update what is easy and necessary. 

5. Regulations and compliance are tough to navigate 

There are a number of other regulations that govern employee data including the Health Insurance Portability and Accountability Act (HIPAA), the Americans with Disabilities Act, the Fair and Accurate Credit Transactions Act (FACT Act) and the Fair Credit Reporting Act (FCRA). Most people think of General Data Privacy Regulation (GDPR) and California Consumer Privacy Act (CCPA) are privacy regulations for consumer data but they apply to employee data also. There are also regulations covering employee data privacy that are in the law-making process in state governments across the U.S. Tracking these regulations and implementing the information systems that follow the regulations puts tremendous pressure on updating all the disparate systems and services used by a company. 

What to do? 

Companies need to declare an owner of the employee information repository and the rules for which groups have access to what parts of the repository data. This reduces the cost complexity of maintaining the information and can enable the ROI of applications that are important but hard to justify – such as an employee mass notification system. 

Technically, implementing a hybrid integration layer (HIL) that consolidates data and applies dynamic transformations and security policies provides the basic infrastructure needed to put the company policies and processes into operation. An effective implementation includes connectors to all the systems used by HR, IT, finance, and any other group using the employee information. It also should provide the capability for employees to review and update their own information, while also enabling others within the company to securely and privately access data to enable better collaboration and information sharing across the company. 

Montra Ranked #48 in 2021 NextGen 101 Managed Service Providers To Watch

NextGen 101 Honors Montra as an Industry Leading Managed Services and Technology Provider 

 NextGen Honors 101 Industry Leading Managed Services and Technology Providers. Selected from 2021 Channel Futures MSP 501 

ATLANTA, September 30, 2021 — Montra has been named as one of the world’s premier managed service providers on the prestigious Channel Futures 2021 NextGen 101 rankings. 

 The 2021 NextGen 101 winners were selected from applications submitted for the 2021 Channel Futures MSP 501. Channel Futures is pleased to name Montra Solutions as number 48 on the 2021 NextGen 101 list 

For the 2nd year running, MSPs from around the globe completed an exhaustive survey and application this spring to self-report product offerings, annual total and recurring revenues, profits, revenue mix, growth opportunities and company and customer demographic information. The NextGen 101 list recognizes MSPs with annual recurring revenues under 20% of total revenue. While these partners offer managed services, they’re also resellers, system integrators, and shops that do project work. 

“We are pleased to be included again in this prestigious group. It is a great confirmation that the work our team has done to serve our customers. Montra is providing unique and much needed software to automate critical IT processes,” said Scott Ryan, CEO, Montra Solutions. “And we are excited to bring this innovation to our customers to help them utilize technology the way they have been promised they can.” 

“The NextGen 101 is designed specifically to honor partners dedicating resources to building out their practices — all while maintaining the integrity of their core businesses”, said Allison Francis, editor and content producer at Channel Partners and Channel Futures. “Given that these companies represent the future of the technology channel and IT industry, the Channel Futures NextGen 101 are the most-watched of all organizations in the channel today”. 

The NextGen 101 list honors industry-leading managed services providers who have shown promise through the leading-edge information technology solutions they offer. Many of the honorees business models place emphasis on generating revenue from the cloud, security, devices, unified employee communication, among others. 

The complete 2021 NextGen 101 List is available at Channel Futures.  



The 2021 NextGen 101 list is based on data collected by Channel Futures. Data was collected online from March 1 through May 24th 2021. The MSP 501 list recognizes top managed service providers based on metrics including recurring revenue, profit margin, and other factors.  The NextGen 101 list honors industry-leading managed services and technology providers who are driving a new wave of growth through the innovative solutions they deliver for customers. 

 About Montra Solutions 

Montra Solutions is a managed IT services provider that has developed modern software to deliver enterprise-grade services to businesses of any size. Montra simplifies complex IT operations with software that securely manages modern systems and data – in the cloud, at the edge, or wherever your business takes you. Montra is based in Atlanta with offices in Tampa and Seattle and customers worldwide. For more information please us at www.montra.io or contact us at info@montra.io 

 About Channel Futures 

Channel Futures is a media and events platform serving companies in the IT channel industry with insights, industry analysis, peer engagement, business information, and in-person events. Every year, they welcome 7,400+ subscribers to their research, more than 3.8 million unique visitors a month to our digital communities, 18,200+ students to their training programs, and 225,000 delegates to their events. 

Grace FitzGerald 

Marketing Coordinator