One of my favourite picks for large scale cloud adoption. The HR space offers the maximum potential for cloud computing to add serious value. Find out why the underlying factors aid cloud adoption and how the HR organizations have to adapt and lead the change.

1. Human
Resources
Priorities, trends and the
indispensability inevitability of
cloud computing

2. The workplace is changing
The new employee is
Flexible Freelance Collaborative
Connected SocialQ Informed
Tech-native Global Dynamic
Prosperous Choice Mobile
Woman Power
They have drastically different
notions on
„Job security‟ „9 to 5‟ „Annual
Increments‟ „Employee Loyalty‟
„Growth‟ „life work balance‟
„Heirarchy‟ „workspace‟ „career
ladder‟

3. New forces at work, coming out of our
blind spot
Cloud Computing
• Agility Considerations
• Economic Considerations
• Best in class benchmarks
Social Technology
• Connecting employees across
Globe
• Employee Social Networks
• Activity Streams
Enterprise Gamification
• Gamification Elements
• Motivation and Productivity
Mobility & Smart Devices
• Next generation User
Experiences
• Consumerization of IT
All new, all
rapidly evolving

4. Time to treat employees like you treat
customers
http://blog.appirio.com/2012/09/the-future-of-work-empoyees-as-customers.html
• Exploit the power of social..
• Broad base administration of HR..
• Encourage mobility and spontaneity
Customer
Employee
• Social Monitoring
• Social Campaigns
• Marketing
• Lead & Opportunity
Management
• Social sourcing
• Engagement
Campaigns
• Recruiting Events
• Screening & Recruiting
• Order Management
• Fulfillment
• Invoicing
• Customer Master
• Offer Management
• Onboarding
• Payroll/benefits
• Employee Master
• Customer Service
• Customer Community
• Feedback
• Surveys
• Workforce Support
• Internal Communities
• Social Performance
Management
• Performance
Management
Find Onboard Retain

5. HR has to lead the change
(manage is a bad word)
Focus
Structure
Governance
Scope
• Internal
• Program centric
• Cost center mentality (run lean)
• Competencies based
• External
• Cross functional
• Competitive Advantage
• Results based
Traditional HR The “New” HR
• Aligned internally around HR
programs (stove-piped)
• Solid line within corporate function
• Oversight and compliance
• Command and Control
• Single, formal executive steering
committee for budget/financial
management
• Broad scope - Full set of HR
disciplines
• Responsibility for ops and
transactions
• Virtual teams aligned to
solutions
• Cross-functional service-based
teams with dotted lines to
business
• Facilitate culture and drive
change
• Engage talent with business
• Prioritize & provide quality
resources
• Defined scope - around
results, culture and change
• Ops and transactions
increasingly outsourced or
federated

6. Destroy the inefficiencies
of enterprise systems
 Inherently flawed multi year rollouts – time
lag between ideation and execution
 Heavily dependent on IT capability
 Investment centric, difficult ROI
 One size fits all mentality

7. So how does Cloud help all of
this
 Capex to Opex cost transfer
 Lower upfront costs means better ROI
 Rapid, by definition
 Best in class, by definition
 Cross industry best practice adoption
 Frees HR from the grasp of IT
 Easy in, easy out

8. You will be a leader, but not alone
Forrester Survey on SaaS adoption - 2012
• HR is one of the key priorities areas for Cloud adoption
* 48% of Global 2000
Organizations either use or
plan to use cloud based HR
solutions

9. “Anand Ramachandran Fantain”
@andrcdn
anand@fantain.com
THANK YOU