Back them there was "the" DBA, and few shops needed more than one DBA to manage all of the databases.
This all changed in the late '80s with the introduction on mini-computers.
Neither path is necessarily right or wrong as an approach, but the support and development related to each path should be analyzed from an organizational level and then a decision should be made.
In some circumstances, both approaches could be used for different reasons.
If you consolidate your databases and allow employees to log on to check their statuses, this could reduce your human resources and payroll division administration efforts up to 80 percent, according to Check Point HR.
Having more employees handle data input and other database management can increase the number of errors introduced into your administrative information.
The corporate structures of small businesses often include payroll and human resources divisions.
While these two divisions are usually separate from one another, some small businesses may consider integrating human resources and payroll into one department, or at least consolidating the databases that each department uses.
According to human resources website Check Point HR, when payroll and HR have more simplified data entry tasks, "companies have reported a drop of forty hours per week in administration duties," since integration leads to more streamlined duties.
The time savings allows more employees to focus on other tasks while they are on the clock.
Both alternatives have advantages and disadvantages, so what is the correct path? When considering migrating to SQL Server 2005 or 2008, should a consolidation effort be considered as well if we have a large number of SQL Servers are in scope for the project?