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The cloud-based services help HR executives, HR information systems (HRIS) departments, and company owners track who's who, where they're based, what they're doing, and how they're doing .HR software solutions cover a handful of basics including maintaining an employee database, archiving personnel records, and producing directories and organizational charts. It can be used to analyze vital workforce metrics. such as staffing allocations, Packages, compensation costs, and turnover.
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For many Human Resources (HR) organizations, the move to cloud-based software delivery is inevitable. Cloud is already living up to its promise at many companies, empowering HR to be more strategic and employees to be more productive. However, that doesn’t necessarily mean everyone fully understands its benefits, or isn’t concerned about the risks inherent to change. Conversations between companies and vendors are cutting through the hype, hope and fears to discover the practical value cloud can bring.
Benefit 1: Fast access to innovation
According to David Ludlow, Group Vice President of HR Line of Business atSuccessFactors/SAP, the benefit of cloud is first and foremost about access to innovation. Unlike on-premise software, cloud delivery allows companies to provide software release updates to HR departments and employees company-wide automatically, on a regular basis throughout the year.
“In cloud, you have much faster access to innovation than you could ever get in the on-premise world so customers can actually use much more effectively and easily what the vendor delivers,” said Ludlow.
Benefit 2: Simple user experience
Coming off a 15-year run as part of SAP’s on-premise Human Capital Management software group, Ludlow is now deeply involved with the company’s entire HCM portfolio, including cloud-based solutions. He thinks people can learn a lot from on-premise software experiences, and he shared some lessons learned during a recent broadcast of the video series, “Firing Line with Bill Kutik.”
At the top of Ludlow’s list was the importance of user experience. He recounted how SAP rolled out its on-premise manager self-service tool some years ago, only to realize that it had given existing, complex HR processes to managers with the expectation that they would become HR professionals. “We hadn’t really put ourselves in the shoes of the end-user.”
That’s all changed with the advent of cloud software. I recently talked with Bill Kutikwho shared his thoughts on how cloud computing is impacting HR. Kutik is also an HR Technology Columnist for Human Resource Executive magazine and host of The Bill Kutik Radio Show.
Benefit 3: Stay current
Ludlow believes that HR departments not moving to cloud-based delivery today run the risk of falling farther and farther behind. With the availability of new technologies, Kutik sees some traditional objections to cloud quickly going away.
“With cloud, you’ll soon have the same flexibility and capability as on-premise software,” he said. “Most SaaS vendors have long had custom objects, processes and fields. SAP is now offering extensibility with S/4HANA that will allow companies to write new code that will be protected when the next cloud rewrite happens.”
Cloud-based HR is by definition focused on technology, but its impact on businesses and the people who run them is profound. Some organizations are held back by inertia, fear of the unknown or a desire to protect current investments – all valid concerns. But the biggest risk is missing out on the innovation cloud offers to HR and the entire organization.
it is meaning it is online u can login and access and not required server in your co. or high requirement for hardware
but i didn't like this way because any perfect hacker can login and take all my data or damage it
I agree with Ms. Ghada full answer
Miss GHADA you are awesome and brilliant answer.
I apologize for the answer, I leave the answer to experts specialists in this field that's not my specialty field
Thanks for invitation
I am apologies to answer this question because it's not my specialist field
Manage data and create consistent employee reports.
Help your team connect with each other and build friendships. Make interactions more personal and support teamwork.
Let your culture thriveCompany culture is made of people. Reinforce your culture by letting employees showcase their stories
Very well written by Krupa K Atluri.
Definitely Cloud is the future of the computing software. Yes there are threats for data security but it is as safe as the funds in the bank. We trust the banks and use their online portals for many small and big money transactions so why not for HR.
HCM on Cloud has given the mobility to access the data from anywhere of our choice using the login credentials. Previously desktop installed HCM softwares were used by only HR staff without any real inputs from other departments. Today cloud HCM has added more choices to interact with employees off all departments. Therefore data collected through Cloud HCM is more efficient and provides 360 degree view. It is cheaper and cost effective.
Today both SAP and Oracle are leaders in HCM and both offer cloud solutions. Choice between each depends upon the organizational requirements and need of the solution.
Halogen software also provides HCM solutions but i am not familiar with user experience.
The idea revolves around a virtualized data center that utilizes multiple servers to provide users with access to an HR platform via a web browser and apps. Rather than having to install software locally, everything is done remotely so employees can log into the platform from nearly any location with Internet access. In addition to PCs, most Cloud systems can also be used on mobile devices like tablets and smartphones so tasks can be performed on the go.
1. The biggest is a quick implementation time. Instead of installing software, a new user can immediately be configured and begin using an HR platform.
2. It’s scalable, so it can fit the needs of businesses both large and small. If your company experiences sudden growth or seasonal peaks, you can make the necessary adjustments to accommodate that growth.
3. It tends to be more cost effective than computer-based software. Because you aren’t required to install updates or purchase new software, you can save a significant amount of money over time. You also only have to pay for the server space your business needs.
In terms of drawbacks, perhaps the most significant is that you can experience downtime if your Internet provider goes down. This can disrupt daily operations and make you look unprofessional to customers. Another issue is that Cloud-based solutions could prove problematic to businesses in rural locations, where Internet access may be slow or limited.
HR software should help in automating tasks, keeping records and staying compliant. It should also give HR staff the tools to discover and retain talent. While services vary from vendor to vendor, most of the following products offer a mix of the following features:
· Employee self-service
· Payroll and benefits administration
· Performance management
· Time/attendance tracking
· Reporting/analytics
· Applicant tracking and onboarding
· Compensation and succession planning
· Applicant screenings
· Social recruiting
· Collaboration tools (such as messaging)
· Mobile access
There are three types of cloud-based HR systems: core, strategic and integrated.
Core HR systems carry out the base functions of looking after the workforce - payroll, benefits administration, time and attendance tracking, workforce planning, and regulatory compliance. Strategic HR systems focus on hiring, retaining and developing talent, also known as "talent management". These look at recruiting, performance management, training and development. Integrated HR suites offer full service across all areas of HR, which is an amalgam of the first two described above. Some suites are offered to purchase on a modular basis, according to the needs of the organisation.
Many wonderful answers from specialty Leaders, nothing to add more.
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