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Cloud HR: clear flying or congested chaos?

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Cloud based HR solutions are inevitable, but what are the things you should be considering. Presence of IT have competed a 'social experiment' using a real cloud based HR product to determine the people related issues and business decisions required before and during an implementation. Our full booklet on the research can be obtained from our website at www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions

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Cloud HR: clear flying or congested chaos?

  1. 1. HR Horizons: Realities of the revolution“It‟s life Jim, but not as we know it!”Rob Scott | Melbourne | November 2012
  2. 2. As we journey into the unknown… It‟s unlikely that you will only have 1 cloud in which you operate, even in the HR space. We are quickly moving Integration and data flow management will become a key risk areas and you‟ll need IT from cloud to clouds backing Vendor buy-outs are Smaller buy-outs will still occur in the short term, but they are likely to be discreet tools that disconcerting, but are integrated into the current offerings. youll be looked after Your risk is not loosing Whilst data loss is increasingly lowering in risk owing to the size and sophistication of cloud your data, but access operators, there are likely to be periodic breaks in service. Understanding who uses your and who uses it “Indirect” data is important Cloud HR tools have While at first glance the key functions may seem the same, the inclusion of other tools such changed fundamentally as mobile, social and gamification layers require a fundamental shift in end-user involvement Cloud HR value lies If you are moving into the cloud and want improved value from your HR solution, then you with executive and need to challenge the hierarchical operating model – Who decides, who speaks and who acts manager behavior need to reassessed Is big data your next Using your HR data for analytic purposes is an important shift in how we operate, but careful bottleneck? thought and insight needs to prevail2
  3. 3. There is a strong case to consider.. The realities are that development will follow money • Cloud spend expected to be $13 billion by 2014 • SaaS will increase by 112% by 2013• Reliable access• More rapid “state-of-art” technology• Lower cost of ownership• Rapid time to production• Predictability of costs• Easy ability to scale• Data load management better managed by SaaS providers 3
  4. 4. “e” Don‟t underestimate the organisational changes required to support a new delivery model, the culture impacts, the new “talent war” and the time warp! ”2010 – top reasons for selecting SaaS • Cost • Rapid deployment 4
  5. 5. “e” Don‟t underestimate the organisational changes required to support a new delivery model, the culture impacts, the new “talent war” and the time warp! ”2012 – top reasons for selecting SaaS • “State-of-the-art” HR products • Faster access to innovation • Cost • Higher response to customers • Upgrades 5
  6. 6. “e” Don‟t underestimate the organisational changes required to support a new delivery model, the culture impacts, the new “talent war” and the time warp! ”Risks to take note of • Data leakage through mobile tools • Are SaaS providers aiming to become mini „Googles‟ ? • Who owns your meta data 6
  7. 7. “e” Don‟t underestimate the organisational changes required to support a new delivery model, the culture impacts, the new “talent war” and the time warp! ”You are not always on the current release • Faster access to innovation • You may be technically on the latest release, but not always functionally • Higher response to customers • With every update you need to consider process, procedures and change management 7
  8. 8. The full research booklet will be available from our website athttp://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions 8
  9. 9. The full research booklet will be available from our website athttp://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions 1 Ready..steady..go! Social is(n’t) the 2 driver It’s a game, but not 3 as you know it Who moved my 4 objective? You’re a 5 (disa)STAR! Anytime & 6 anywhere Keeping it all 7 together That’s who we 8 are…it’s our DNA 9
  10. 10. 1 Ready..steady..go!2 The speed at which we configured the Key system created a false expectation3 Observation that users would be as excited as the config team4 There are things that you can‟t change in cloud solutions - test users‟ reaction Key Learning more aggressively and formulate5 responses6 Critical Question How do the various software components affect one another ?78 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions10
  11. 11. 1 Social is(n’t) the2 driver Users who are natural content Key generators emerge quickly and initiate3 Observation many discussions and activities - these key users are critical4 Don‟t create „communication channel Key Learning confusion‟ - users need to be clear on the role of each communication tool5 Is the organisation leadership prepared6 Critical Question to change their style to support social media?78 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions11
  12. 12. 12 Users are attracted to the names of It’s a game, but not Key3 as you know it Observation badges more than the underlying intention of the badge4 Stratify your user groups by age, hierarchical level and relationship Key Learning to users - there will be distinct5 differences you need to deal with6 Critical Question Which processes are impacted by recognition and badging?78 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions12
  13. 13. 12 Individual users can become Key despondent when team members3 Observation don‟t accept requests to support their objectives Who moved my4 objective? Social objectives and goals require Key Learning changes to management philosophy and role definitions at all levels56 Critical Question Will you allow staff to choose what objectives they want to be part of?78 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions13
  14. 14. 12 Key Offering anonymous feedback to a3 Observation user creates a level of anxiety and suspicion4 Don‟t undermine system information put forward by a user in defence of an Key Learning issue(e.g. badges received) - this You’re a5 (disa)STAR! undermines the tool If performance management is6 Critical Question currently not working, why will this be different?78 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions14
  15. 15. 12 Key Users want to perform the same3 Observation functions on a mobile device as they can on a PC browser version4 Don‟t assume all mobile applications Key Learning are intuitive - you may need to offer training on the „not-so-obvious‟ features5 Anytime &6 anywhere Critical Question Are there risks and safety issues that mobile usage create?78 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions15
  16. 16. 12 The administrator role is fairly Key straightforward in terms of typical3 Observation tasks, and could be spread between a number of individuals4 Administrators are different from Key Learning moderators who need to be generally respected senior people56 Critical Question What processes need to change to suit the HR tool administration? Keeping it all7 together8 Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions16
  17. 17. 12 You can‟t force users to participate in Key all components of the tool, but this3 Observation does create issues around standardisation and efficiency4 Ensure your users and managers understand that participating on the Key Learning social media layer is not an extension5 of their line authority6 Critical Question Will I compromise the effectiveness of the tool without change?7 That’s who we8 are…it’s our DNA Sample extract of findings. For the full research booklet go to http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions17
  18. 18. Questions Rob.scott@presenceofit.com.au 0423 355 818 www.robertscott.com Robscottinsyd Booklet due for release in December 201218

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