X

Trends, Product and Industry Insights to Help Create Your HR Tomorrow, Today.

3 Tips When Moving Your HR Systems to the Cloud

Thinking of moving your HR systems to the cloud? You’re not alone. Sierra-Cedar's 18th Annual HR Systems Survey indicates the tipping point predicted last year has been hit. Fifty percent of organizations that purchased an HRMS said it was a cloud core HRMS.

The future of enterprise software is in the cloud, and it’s no longer a question of if, but when…how…and with which vendor. While the destination is the same, your journey to the cloud will be uniquely yours.  Whichever vendor you choose, whether you do it all at once or piece by piece, here are 3 tips to consider when you make the move.

Recognize the Full Value of Cloud Solutions

Some organizations start their journey to the cloud by mapping out the business processes they currently have in their customized on-premise systems and then look for a vendor that can replicate them in the cloud. But ask yourself, is that why you are moving to the cloud? To run the same processes, just hosted somewhere else? If all you’re doing is taking what you have today and putting in the cloud, you’re missing an opportunity. Sure you’ll be able to cut costs through reduced infrastructure, staffing, upgrades, and maintenance, as compared to running these systems on-premise, but that’s only part of the value of cloud computing.

Standardizing your business processes around industry leading best practices reduces costs and allows you to run a more streamlined and efficient business. Of course, many will argue that a single best practice for any business process is a myth, and that the only true best practice will be unique to your organization. That’s why it’s critical to choose a cloud vendor that offers configuration options to tightly align your HR delivery to the needs of your business. But standardization, combined with flexible configuration not only allows for more streamlined and efficient operations, it alleviates one of the biggest challenges of customized on-premise systems…lengthy and costly upgrades. By standardizing your processes around best practices, you dramatically increase your ability to adopt the latest innovations, keeping your business agile, modern, and supporting continued growth.

And if you do need functionality unique to our organization, above and beyond what configurations allow, make sure your cloud solution allows you to add it on your own in a way that does not inhibit your ability to easily accept upgrades across the rest of your system. To learn more about how you can do this, check out: What is PaaS? And Why Should HR Care?

Focus on Value, Not Features

When it comes to vendor selection, there is a common misconception the best solution is the one with the most features. If that were true, each market would only have one vendor. The vendor with the most features would always win because why would anyone buy from the vendor with the second most features?

But we all know that’s not reality. It’s not about which vendor offers the most features, but rather which vendor can help you solve your business challenges and meet your strategic goals, today, and in the future. When you stop counting and comparing features, you can instead evaluate which vendor’s solution will help you get to the cloud securely and on-budget, while helping you reduce costs and support the growth of your business.

Here are some questions you should be asking your vendors:

  • - Will you be able to sustain long-term investment in innovation?
  • - Do you provide other enterprise cloud solutions in addition to HCM, like ERP? Learn more: Finance and HR: Intimately Connected End-to-End Processes
  • - How strong is your data security model?
  • - Can I move to the cloud in pieces, or am I forced to do it all at once?
  • - Do I have flexibility in upgrade timing?
  • - Do you provide a platform where I can extend functionality?

Learn more: Questions You Should Ask Your Cloud Provider

Prioritize Employee Experience

Your HR system is unique from others in that every single employee will interact with it. With talent shortages gripping most industries, providing great candidate and employee experiences is even more critical now than ever. They help you stand out from the competition and better attract and retain top talent. Make sure your move to the cloud meets the expectations of your employees. The hard part…expectations continue to rise.

Shifts in consumer experience have led to shifts in workplace expectations. Outside work, people are constantly immersed in consumer experiences designed to be simple, personalized and engaging. When at work, they don't forget how they were treated as consumers. Employees now expect a modern experience, mirroring the one they get as empowered consumers. They want to be treated as individuals, yet able to seamlessly interact and collaborate with their peers. Office applications now need to be fast, simple and socially enabled while being available anytime, anywhere, on multiple devices. Expectations are now that completing work transactions or collaborating with colleagues should be as easy as buying a book on Amazon or posting messages to Facebook.

But it’s not just about a pretty user interface, or social and mobile capabilities. The best applications have evolved from just automating standard HR processes to become strategic tools for managing talent and helping talent balance their professional and personal lives. Learn more: Innovative Work Life Solutions Help Employees Balance Their Professional and Personal Lives

More on this topic:

Value is Found in What Others Have to Say. What Makes Oracle HCM Cloud Valuable? 

________________________________ 

wow

Mike Vilimek is an experienced technology professional and an active blogger and presenter on topics including recruiting and HR technology. At Oracle he is responsible for global positioning, messaging, and go-to-market strategies for Oracle HCM Cloud solutions. Prior to joining Oracle, Mike led the product marketing teams at Talemetry, a recruiting technology provider, and data analytics provider ACL Services. Mike graduated from Simon Fraser University with a degree in Marketing and International Business and was a member of the SFU Football team. Following graduation, Mike had a 7-year professional football career in the Canadian Football League (CFL). Follow him on Twitter: @MikeVilimek

 

Be the first to comment

Comments ( 0 )
Please enter your name.Please provide a valid email address.Please enter a comment.CAPTCHA challenge response provided was incorrect. Please try again.