Deploying Cloud-based HRM Applications: A Theoretical Insight
With technology evolving and vendors moving to the cloud, a question that pops up every now and then: Is cloud delivery model better than on-premises for human resource management (HRM) solutions? However, the answer to this is never exclusive as both models are practicable depending on which business it is employed in. Currently, IT departments are readily espousing cloud solutions based on numerous factors, such as a strategy to bring down IT resources, a cutback in hardware and servers, simplification of interfaces, empowerment of mobile technology, homogenization of a particular reporting/ analytical tool or streamlining application maintenance and upgrades. Focusing on these aspects, an enterprise can determine that cloud solutions have minimal impact on their existing resources, require close to zero maintenance, and at the same time, offer a wholesome application experience to the end users ultimately generating higher user adoption.
When it comes to HRM solutions, businesses must first survey their HRM cloud vendors in addition to their deployment partners. As they plot their move to HRM cloud, it is preferable that they build a prior HRM roadmap that includes change management, process re-engineering as well as application deployment. By identifying their HR business priorities, enterprises can single out vendors that can meet those demands. Furthermore, users must be keen on embracing the newest trends rather than clinging on to traditional processes which more often than not stand as a roadblock to progress. This is equally relevant to the implementation of cloud HRM applications. What enterprises can do at the most is present their top HR processes and let vendors come up with the best way to redefine those processes. This way, they will most likely gain an updated, thoroughly modern HR process which could have been distorted had they imposed existing processes on next-gen technology.
In the near future, cloud HRM applications are predicted to integrate with other systems, which is why enterprises must start referring to integration experts on how to merge everything into a single cluster. Integration specialists are also the go-to people for understanding the pros and cons related to connecting these systems. A downside, however, is that the cloud landscape is prone to change with time. As a result, applying on-premises software evaluation processes to cloud services will not be feasible. Companies might spend months putting together their request for proposal (RFP)—requirements documentations, outlines, and scenarios—for vendors to deal with. The reality, though, is that these scenarios are more often than not based on the current affairs of the company, rather than what it is going to pursue in the future.
While approaching any HRM vendor, businesses must do a thorough research on the vendor’s product roadmap, customer feedback processes, and partner ecosystem. Thereafter, they can leverage the information derived from the research to opt for the right vendor and invest in the befitting features. In this context, understanding the vendor’s partner ecosystem can turn out highly fruitful in determining their viability. An ideal ecosystem is one where partners have already had the experience of integrating products with the HRM vendor or have crafted tools to automate that process. This will help businesses save considerable time and money required to execute the same course of action.
As cloud-based HRM applications translate from anticipated innovations to real-life solutions, enterprises are now making rapid upgrades to their HR technology platforms. By the same token, HR leaders are being pressed to take on a greater role in helping organizations bend towards digital. Recent studies prove that more than 50 percent of companies today are revamping their HR programs to better utilize social and mobile tools, while another lot is resorting to artificial intelligence (AI) technology for augmenting HR service delivery. While HR practitioners need support to zero in on various software options, a glorious opportunity awaits those that do. The trick is to plan a course that enables the HR to collaborate with their existing software providers for investing in cloud solutions—those which deliver complete HRM processes, adaptive analytics, and exclusive customization necessary to engage the staff and add value to every aspect of employee management.
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