Human capital management (HCM) software has evolved considerably in recent years. Early tools focused on basic human resource management (HRM) functions and administrative support while today’s technology utilizes more sophisticated programs that assist in overall corporate strategy and maximizing employees’ economic value to an organization. Workday and Oracle PeopleSoft are two commonly used HCM solutions. While David Duffield invented both, they are two separate companies, each battling for their piece of the healthcare HR management solutions market.

PeopleSoft, founded in 1987, was the first client-server HR system. It was acquired by Oracle in 2005 to become part of the world’s second largest application software company. Duffield went on to start Workday Human Capital Management (HCM) that same year with its cloud-based (through IBM) HR management solutions that include compensation, payroll, shift scheduling, time tracking and more.

Workday and PeopleSoft market share and deployment options

PeopleSoft and Workday control 37% of the HRM market. Currently, Workday has 22.3% market share, while Oracle PeopleSoft has 14.5%.

Choosing which application to utilize, or switch to, is often based on cost and functionality. One of the key differences between these two applications is their deployment options.

• Workday is on the cloud, which may mean a lower total cost of ownership over other applications since on-prem hardware nor infrastructure is required.
• PeopleSoft can be deployed to the cloud or on-premises. It is marketed for its intuitive user experience, customizable configurations, and ability to deliver actionable insights.

To determine which tool is the best fit, healthcare organizations must assess many factors including their own availability of IT and specialized support staff who may be needed to create and maintain a customized solution.

Replacing HR software tips-off a need for legacy data management.

After determining which solution works best with your ERP or HR strategy, it is time to determine how much data to convert into the new system when replacing PeopleSoft or Workday, and what to do with the legacy records.

That’s where data archiving comes in. Think of data archiving like the side car to your go-forward application after replacing an HR system, providing access to legacy HR/HCM data with secure, Single Sign-On from the active new system.

Cost savings and ongoing access to employee and business records are leading benefits of archiving.

An archive supports compliance with record retention requirements from the IRS, Fair Labor Standards Act (FLSA) and the U.S. Equal Employment Opportunity Commission (EEOC) and other state level organizations. There are HCM requirements to retain records such as:

• Payroll (time and attendance)
• Personnel files
• Medical records
• FMLA documentation
• Tax records
• Hiring records
• Performance appraisals
• Overtime hours
• Job applications
• I-9s

An archive helps ensure ongoing access to records and provides cost savings from removing legacy vendor licensing fees and maintenance contracts.  There are also soft costs to consider such as the time and effort it takes to maintain multiple applications in the portfolio.

Ready to have a conversation about your HCM data migration project?

Our team is equipped and ready.

We specialize in legacy record storage and release and have migrated and archived data from PeopleSoft, Workday and more than 700 other software brands for providers nationwide. Harmony Healthcare IT consistently ranks as a standout for archiving the largest and most complex clinical and financial software systems. We also received all A’s in the six customer experience pillars of culture, loyalty, operations, product, relationship, and value. These achievements underscore our steadfast commitment to keeping patient, employee, and business records accessible, usable, interoperable, secure and compliant for decades to come.

Let’s connect.

This blog has been updated from the previous version published June 21, 2023.

Patients See AI as a Tool for Better Access and Smarter Care

What Patients Want: 24/7 Access, Faster Diagnoses, and More Face Time with Doctors

Tech-Savvy Patients Want AI at the Center of Care

Nearly 1 in 3 Americans Have Used AI as a Form of Therapy

Patients Still Value a Human, Personal Touch

• Losing the personal touch (60%)
• Data privacy breaches (56%)
• AI hallucinations leading to dangerous decisions (45%)

• Emergency decision-making (81%)
• Symptom analysis and diagnosis (79%)
• Creating personalized treatment plans (75%)
• Interpreting medical imaging like CT scans or X-rays (68%)
  

Balancing Technical Advances with Doctor Care

New Research on Gen Z Mental Health & Workplace Impact

Shaped by a global pandemic, economic instability, and relentless digital comparison, Gen Z is confronting unprecedented mental health challenges. While many grapple with anxiety and other conditions, they are also actively seeking solutions—turning to therapy, prioritizing well-being, and redefining what career success means.

46% of Gen Z Has Been Diagnosed with a Mental Health Condition

Mental health challenges are widespread among Gen Z, with nearly half (46%) having already received a formal diagnosis and more than a third (37%) believing they have an undiagnosed condition. Anxiety leads as the most common diagnosis, followed by depression and ADHD.

In response to these challenges, many Gen Zers are seeking pharmaceutical solutions. Over a third (34%) are currently taking prescription medication for their mental health, while an additional 19% report turning to non-prescribed drugs (such as cannabis) to manage their symptoms. The growing popularity of telemedicine may be a factor—our study on telehealth usage found that 60% of Gen Z prefers virtual care over in-person visits.

Why are they facing mental health struggles? When we asked Gen Z about the biggest negative impacts on their generation’s mental health, they reported:

1. Social media comparison – 39%
2. Uncertain future / career instability – 22%
3. Poor economy – 11%

Mental Health’s Impact on Daily Life

Anxiety, depression, and other conditions can be exhausting, taking a toll on daily life and productivity. Over half of Gen Z (53%) report changing sleep patterns tied to their mental health, while 49% struggle to concentrate and 45% even skip social events.

Gen Z Anxiety Sources

It’s no surprise that anxiety is a top diagnosis for Gen Z – many of them are concerned about how they will function in adult society. More than 2 in 5 believe their generation isn’t set up for success, and 19% of those without jobs feel unprepared to join the workforce. Furthermore, 65% don’t feel financially stable.

While fear of the future is a primary source of anxiety, social media also plays a role. Nearly 4 in 5 (78%) admit they’ve felt addicted to their phone or social media. Our study on phone use found that Gen Z spends an average of 6 hours 27 minutes per day on their phones (the most of any generation).

Despite Diagnoses, Gen Z’s Mental Wellness is on the Rise

While much of Gen Z being diagnosed with mental health conditions, the outlook is positive – data finds that they are successfully managing their mental health struggles. Over half (54%) report having mostly good mental health days  – a 21% increase since our post-Covid survey in 2022. Additionally, only 10% report having mostly bad mental health days – a 21% decrease from 2022 research.

Coping Through Therapy and Self Help

The improvement in happiness could be largely due to therapy. Over 2 in 5 (42%) of Gen Z reports going to therapy, which is a 22% increase from 2022. Additionally, 77% report doing self-help, which includes books, journaling, and podcasts.

Gen Z reported the following methods as the most helpful for their mental health:

1. Therapy – 24%
2. Lifestyle factors (diet, exercise, sleep) – 22%
3. More time with family and friends – 19%

Many have turned to new age coping mechanisms in addition to (or replacement of) traditional practices. Nearly 7 in 10 (68%) have taken a social media break for their mental health. Others tried unconventional methods such as manifesting (37%), wellness influencer advice (36%), shopping for comfort (35%), and creating vision boards (24%).

57% of Gen Z Disapproves of the 40-Hour Work Week for Mental Health

Gen Z has a unique outlook on the workday, prioritizing rest and flexibility over the 9 to 5 grind. They may, at times, feel like a fish out of water in rigid work cultures. Of employed Gen Zers, 2 in 5 say that work negatively impacts their mental health. Over half (57%) believe the 40-hour work week is not mentally healthy. On average, they work 37 hours per week.

Why is Gen Z Burnt Out at Work?

The vast majority of Gen Z (86%) reports being burnt out at work. While they are seemingly unhappy with the traditional work week structure, the top burnout factors include other aspects: high-pressure situations (51%), difficult people (37%), and fast pace/tight deadlines (35%).

When asked about the top benefit that would improve mental health, 41% responded with remote flexibility as their preferred perk.

Career Goals and Future Plans

The corporate dream is changing: only 4% of Gen Z aspires to reach the C-suite. Instead, they are reshaping the career ladder, prioritizing mental well-being and sustainable success over status and salary.

A striking 89% believe it’s possible to have both a high-earning career and a healthy work-life balance, and nearly half (47%) say they’d accept lower pay if it meant better balance.

Top career goals for Gen Z include:

1. Entrepreneurship – 34%
2. Holding an enjoyable job that pays the bills – 29%
3. Holding a manager-level role – 26%

Is Gen Z shying away from leadership roles out of fear? Over a third (34%) report feeling anxious about taking on leadership roles due to pressure to deliver results, navigating difficult interpersonal dynamics, and speaking in front of large groups of people.

Gen Z is facing serious mental health challenges—but they’re also taking proactive steps to manage them. From therapy and lifestyle changes to rethinking traditional career paths, this generation is prioritizing well-being in ways that could reshape the future of work and wellness.

Harmony Healthcare IT partners with healthcare organizations to manage legacy data through a consultative approach. We identify what data to migrate into new systems and securely archive the rest using HealthData Archiver^®, AR Manager^®, or our cold storage solution, HealthData Locker^™.

Methodology

In May 2025, we surveyed 1,010 Gen Z Americans to ask them about their mental health. 40% were men, 57% were women, and 3% were nonbinary. Respondents ranged in age from 18 to 28 with an average age of 24.

For media inquiries, please contact media@digitalthirdcoast.net.

Fair Use

When using this data and research, please attribute by linking to this study and citing https://www.harmonyhit.com/.

1. Involve the Data Governance team – Determine the organization’s overall IT goals for the M&A. Identify the scope of IT management, procedures, and policies. Create a clear strategic vision that outlines guiding principles and a strategy.
2. Review data sources/systems – Take a thorough look at all the data sources and systems involved. Take a look at both organizations’ inventories which should include a solid document of what data sources exist, where the data sources are stored and more.
3. Plan for data integration – One of the biggest challenges in an M&A scenario is integrating different IT systems. The complexity is compounded when the merging organizations have different EHR platforms. It is vital to develop a plan that includes an IT integration timeline with time built in to review and test any data that is migrated to a new system. Keep an eye on the master patient index as that often presents the most challenges. Expect this step to be time-consuming and have the potential for data quality issues.
4. Review cybersecurity and compliance – Different IT infrastructures can have varying security measures. It is important to take the time to assess the risks and create a security plan that considers the best practices for encryption, access and other security protocols. Consider penetration testing for mergers and acquisitions which can uncover vulnerabilities.
5. Include archiving in M&A planning – It is helpful to include legacy data planning upfront during M&A discussions instead of after the fact. There likely will be several legacy applications that can be decommissioned with the data stored in the archive to maintain compliance with regulatory and organizational requirements.
6. Consider an Archive Steering Committee. This is an internal team charged with keeping the archive project implementation moving smoothly. This group could be a subset of the Data Governance team and should include representatives from across the enterprise such as legal, finance, IT, clinical, etc.
7. Have a dedicated internal project manager – Another key role to assign is a project manager to help get the archive project up and running. It is important to have an internal resource focused on tracking the application inventory. This person can help eliminate roadblocks to keep project plans on track.
8. Plan for application rationalization – Mergers and acquisitions often come with redundant applications that require application rationalization and standardization. This step involves eliminating outdated or duplicate systems as they create inefficiencies, patient safety concerns, increase costs and lack interoperability. There are large and small decisions to be made about which applications need to be kept and which can be decommissioned. Aside from the go-forward EHR, 94 percent of CIOs at healthcare provider organizations report they still are operating with legacy applications. In fact, the average hospital uses 10 EHRs and health systems use as many as 18 different EHRs.
9. Engage an active archive solution – With the application rationalization strategy as a guide, the next step is a legacy data management strategy that includes a plan for the complete lifecycle for clinical, financial and administrative data from both organizations that can be decommissioned. The data that needs to be retained for legal and compliance purposes can be stored in a secure solution such as HealthData Platform^™
10. Plan for the future – Think ahead with a goal of developing a repeatable, scalable lifecycle data management process that will serve the organization for long-term success. About 60 percent of healthcare providers currently have scalable processes for data management. This signals that there is work ahead to be better positioned with a sustainable plan that accommodates long-term growth.

• Operational disruptions. The thought of disrupting patient care due to IT system issues can be daunting. The best offense is to develop a comprehensive plan that involves research, design, and scope with special attention to minimizing business impacts.
• Cultural challenges. Resistance to change can be a challenge throughout both organizations during M&A. From an IT and applications perspective, it can be helpful to communicate (with support from the Governance Team and C-suite) to help inform the clinical, HIM and business team members about the goals, strategy, and timelines. Keep an option open for questions and plan on training staff in new applications or processes.
• Workflow changes. It is likely that the clinical workflows of each organization are very different. This can include different ways of charting, different note templates, etc. It is helpful to get clinician buy-in as early as possible to support minimal frustration.

• Mental health problems (anxiety, depression, etc.)
• Substance use problems
• Behaviors that contribute to chronic health conditions (e.g., asthma, diabetes, high blood pressure) ― stressful life situations or crises
• Stress-related physical symptoms
• Opportunity to communicate to the patient the benefits of regular use of primary healthcare while avoiding unnecessary emergency department or urgent care visits or hospital use

1. Make sure behavioral health screening tools are integrated and accessible in the EHR.
2. Put triggers in place that can set off medical support that integrates behavioral health and primary care. This action may require additional best practices such as “break-the-glass” audit feature that could allow clinicians emergency access to certain behavioral/mental health information.
3. Make documentation better to help link behavioral health and primary care.
4. Ensure secure and collaborative information sharing.
5. Set up EHRs so that patient information sharing is consistent with regulations, policies and patient requests. This means enabling EHRs to segment patient information for exchange that meets all regulations and requirements.

• Diagnosis
• Symptoms
• Functional status
• Treatment plans
• Prognosis
• Progress to date
• Session start and stop times
• Test results
• The modalities and frequencies of treatment furnished
• Medication prescription and monitoring

77% Say Telehealth is the Future of Healthcare

Telehealth Offered by Brick and Mortar Medical Offices

• Virtual appointments: 71%
• Portal communications: 41%
• Text messaging: 36%
• Remote monitoring: 23%

Convenience is a Top Driver of Telehealth

1. In-home convenience
2. Faster service/ease of scheduling
3. Privacy

Avoiding Face-to-Face Embarrassment

Do Telehealth Doctors Over-Prescribe to Patients?

1. Therapy/mental health (42%)
2. One-off ailment (32%)
3. Sexual health (30%)
4. Birth control (29%)
5. Weight loss prescription (24%)

1. Through their doctors (42%)
2. Teladoc Health (23%)
3. GoodRx (29%)
4. BetterHelp (18%)
5. Hims & Hers’ Health (12%)

54% Only Feel Comfortable with Their Own Doctor’s Telehealth Care

Top Telehealth Concerns

Telehealth and Insurance

Does the Convenience of Telehealth Outweigh Quality Concerns?

Three main tenants of the Cures Act – Patient Access, Protection and Choice:

1. Ease of access to their records – The Cures Act supports a patient’s control of their health care and their medical record through smartphones and modern software apps.
2. Protecting patient privacy and security – The rule supports secure patient access to their electronic medical record data. Patients will be able to use applications they authorize to receive data from their medical records. OAuth2 is used to authorize applications – the same highly secure protocol used on travel and banking apps.
3. Promoting the ability to shop for care and manage costs – The final rule expands patient and payer choice by increasing data availability that supports insights about care quality and costs. This is similar in how apps have increased transparency in other industries such as online shopping, travel and banking to deliver information to patients and payers to assist in decision making.

Ease of Access and Information Blocking

There are many key dates related to the Information Blocking Rules

How to determine if information is ePHI: 

1. Is individually identifiable health information that is maintained in electronic media or transmitted by electronic media
2. And would be included in one of the following groups of records:
   a. medical records and billing records of a provider about individuals;
   b. enrollment, payment, claims adjudication, and case or medical management record systems maintained by or for a health plan;
   c. records used in whole or in part, to make decisions about individuals
3.  And is not excluded from the EHI definition

If the answer to the three questions above is “yes,” then it is EHI.

What is not EHI?

• Psychotherapy notes as defined in 45 CFR 164.501
• Information compiled in reasonable anticipation of, or for use in, a civil, criminal, or administrative action or proceeding
• Individually identifiable health information in education records covered by the Family Educational Rights and Privacy Act, as amended, 20 U.S.C. 1232g
• Individually identifiable health information in records described at 20 U.S.C. 1232g(a)(4)(B)(iv)
• Individually identifiable health information in employment records held by a covered entity in its role as employer
• Individually identifiable health information regarding a person who has been deceased for more than 50 years
• De-identified protected health information as defined under 45 CFR 164.514

1. Exceptions that involve not fulfilling requests to access, exchange or use EHI, and
2. Exceptions that involve procedures for fulfilling requests to access, exchange, or use EHI.

Switching EHRs shouldn’t mean a disruption in a provider’s access to their data.

Speaking of competitive advantages, let’s talk about the long game.

What to do if a vendor organization is keeping you from your health data:

1. Familiarize yourself with the HIPAA Covered Entity portion of the gov website for additional information on how the vendor may be in violation of the HIPAA Privacy Rule.
2. Formally communicate to the vendor that they are legally required to provide access to your ePHI in a reasonable and usable format.