The Cloud HR Social ExperimentThings you should know about cloud HR solutionsRob Scott | Sydney | December 2012
Why we did the social experiment  10,000 hour                         Little focus onmantra : There is                    ...
How did we do it?• Planned objectives & approach• Product selection• Purchased Rypple®• Configured• Let it loose (cowboy s...
Areas we covered off               Observed and analysed 8 key areas                   4    3                         6   ...
Preface2012 has been a significant year for the HR Technology landscape. It will be recognised as the year in which cloud ...
8 Chapters6
8 Chapters             1   Ready..steady..go!                 Social is(n’t) the             2   driver                 It...
Document layout                                           Key learnings                  General write-up                 ...
Critical observations    Key learnings    Questions to ask9
1    Ready..steady..go!2                                                            The speed at which we configured the  ...
1     Social is(n’t) the2    driver                                                             Users who are natural cont...
12                                                             Users are attracted to the names of     It’s a game, but no...
12                                                          Individual users can become                                   ...
12                                          Key               Offering anonymous feedback to a3                           ...
12                                         Key               Users want to perform the same3                              ...
12                                                             The administrator role is fairly                           ...
12                                                           You can‟t force users to participate in                      ...
Go to:     www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions18
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Things you should know about cloud HR solutions

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To get the booklet go to www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
We are about to release our research booklet entitled "Things you should know about cloud HR solutions". It's a fascinating insight into 8 key areas to be aware of during a cloud HR solution implementation.

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Things you should know about cloud HR solutions

  1. 1. The Cloud HR Social ExperimentThings you should know about cloud HR solutionsRob Scott | Sydney | December 2012
  2. 2. Why we did the social experiment 10,000 hour Little focus onmantra : There is the people and not enough behaviours expertise out associated withthere – we need cloud HRto fast-track our implementations “expertise” To allow us to Wanted to adapt our emulate what a services off the client may back of some practically real experience experience2
  3. 3. How did we do it?• Planned objectives & approach• Product selection• Purchased Rypple®• Configured• Let it loose (cowboy style)• Observed & recorded• Analysed & reported3
  4. 4. Areas we covered off Observed and analysed 8 key areas 4 3 6 2 1 7 5 84
  5. 5. Preface2012 has been a significant year for the HR Technology landscape. It will be recognised as the year in which cloud HR vendors seriously beganoffering organisations alternatives to their on-premises software: easier, quicker and cheaper solutions around talent and core HR transactionmanagement.Major ERP players, SAP® and Oracle®, moved decisively to buy out established players in response to the growing appreciation andpositioning of Workday®, an HR solution built by the previous owner of PeopleSoft®, Dave Duffield. Duffield was clearly and effectivelychallenging the ERP players in their own backyard and winning over often frustrated clients. Cloud HR vendors continue to offer pricing modelsthat are enticing in a time that capital outlay is being curtailed.The end result? A significant shift in thinking: cloud-based HR solutions are inevitable!While there is an abundance of skill around the approach and implementation of ERP on-premises HR solutions, the same cannot be said forcloud-based products. The approach, choices, decisions, technical requirements and timing are different and for many organisations this is anarea of concern and risk. Coupled with this risk, social media tools and principles of gamification are adding layers of complexity to the cloud-based solutions. It‟s not as easy as deciding not to use these new layers, especially when the tool is fundamentally constructed around thesenew elements.Presence of IT - Human Capital Services division (HCS) recognised these risks and complexities and decided to run a social experiment with acloud-based HR solution so we can advise clients on implementing their own cloud HR products. We selected the Salesforce.com product calledRypple® (now part of Work.com) primarily because it had all the components we needed, was easy to purchase and would not be construed asa sales pitch for our other products. Rypple however, was not the focus. We wanted to understand and learn from the behaviours of people whowere included in the experiment. It was a real eye-opener and we have now transferred our learnings to our consulting staff.This paper is a summary of our learning and observations. We hope you enjoy the read.Dave Brookes Rob ScottManaging Director Practice Lead: Human Capital ServicesPresence of IT - Global Presence of IT - Global 5
  6. 6. 8 Chapters6
  7. 7. 8 Chapters 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 DNA7
  8. 8. Document layout Key learnings General write-up Critical observation Critical questions8
  9. 9. Critical observations Key learnings Questions to ask9
  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 Read all the observations, learnings and questions in our free booklet10
  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 Read all the observations, learnings and questions in our free booklet11
  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 to Key Learning users - there will be distinct differences5 you need to deal with6 Critical Question Which processes are impacted by recognition and badging?78 Read all the observations, learnings and questions in our free booklet12
  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 Read all the observations, learnings and questions in our free booklet13
  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 Read all the observations, learnings and questions in our free booklet14
  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 Read all the observations, learnings and questions in our free booklet15
  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 Read all the observations, learnings and questions in our free booklet16
  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 Read all the observations, learnings and questions in our free booklet17
  18. 18. Go to: www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions18

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