The document discusses how cloud computing and software-as-a-service (SaaS) are changing human resource management. SaaS allows HR professionals to access HR systems from any device while also improving performance, flexibility, and reducing costs. Case studies show how companies have benefited from cloud-based HR systems, such as faster implementation times and improved performance management. The presentation concludes with an overview of HRcloud, a cloud-based HR management solution, and a question and answer session.
RPO: Reduce Hiring Costs and Improve Efficiency in Your HR DepartmentMAU Workforce Solutions
What could be more important than your role as gatekeeper of the culture and soul of your company? Determining how to attract and hire the finest talent is one of the most critical business decisions you’ll ever make. Yet, regardless of the hiring process you adopt, its greatest value to your company occurs only during the final interviewing phase, when you and your team can look candidates square in the eye and ultimately decide whether they are the right fit for your company. The rest of the process is simply a means to an end. Learn how you can reduce your recruiting costs by 15-40% and transform recruiting from a staff function to a strategic advantage by thinking outside the box in your recruiting process.
Managing Cloud Business Solutions for Salisbury/Modbury Digital Enterprise Pr...Vanguard Visions
Using web-based business solutions in the Cloud offers your business greater efficiency, the ability to expand without the up-front costs, while being able to work from anywhere.
But:
what Cloud business solutions will best suit your business?
what Cloud security considerations should you be thinking about?
This interactive workshop will help you with implementing Cloud business solutions in your business.
This workshop will provide you with the top tips of protecting your online business operations through a few simple and effective cyber-safety steps.
The Cloud's Business Impact on Human ResourcesFrankHolman
HR professionals are often faced with challenging questions about cloud-based technology. For example, how can HR professionals ensure that a cloud-based system provides security and can be trusted to protect data? How should service levels and formal service agreements be analyzed to guarantee that they are sufficient to handle organizational needs? How will incorporating cloud-based technology with other applications impact areas such as payroll and benefits. This presentation will explore these questions about cloud-based technology, preparing HR professionals to respond to challenging questions about security, service, and integration. Participants will also learn how cloud-based technology provides an efficient means to make data driven decisions based on the measurement of goals and human capital costs.
Head in the Clouds - intro to cloud - CHC Resources ConferenceDavid Terrar
The document discusses cloud computing, defining it as enabling on-demand access to shared computing resources over the internet. It notes that cloud models have five essential characteristics and three service models. The document outlines several benefits of cloud computing, including flexibility, lower costs, and facilitating collaboration. It also provides various references and links for further information on cloud adoption trends and the cloud industry.
How develop a specification for a new software and/or App.
We remember how to collaborate with stakeholders, define types of requirements and examine a structure of the IEEE SWEBOK SRS template.
How develop a specification for a new software and/or App.
We remember how to collaborate with stakeholders, define types of requirements and examine a structure of the IEEE SWEBOK SRS template.
How can you convince decision-makers to take new initiatives to the cloud? In this session we will consider how the low cost, high scalability and high reliability of the cloud make it a valuable option for any enterprise. We will discuss the business benefits of PaaS/IaaS, rapid prototyping, security, business continuity, disaster recovery, and hybrid connectivity.
We will also discuss the psychology behind change and how to make it happen.
A presentation from Benchmark Consulting describing the role Business Architecture can play in achieving Digital Government transformation through legacy modernization.
RPO: Reduce Hiring Costs and Improve Efficiency in Your HR DepartmentMAU Workforce Solutions
What could be more important than your role as gatekeeper of the culture and soul of your company? Determining how to attract and hire the finest talent is one of the most critical business decisions you’ll ever make. Yet, regardless of the hiring process you adopt, its greatest value to your company occurs only during the final interviewing phase, when you and your team can look candidates square in the eye and ultimately decide whether they are the right fit for your company. The rest of the process is simply a means to an end. Learn how you can reduce your recruiting costs by 15-40% and transform recruiting from a staff function to a strategic advantage by thinking outside the box in your recruiting process.
Managing Cloud Business Solutions for Salisbury/Modbury Digital Enterprise Pr...Vanguard Visions
Using web-based business solutions in the Cloud offers your business greater efficiency, the ability to expand without the up-front costs, while being able to work from anywhere.
But:
what Cloud business solutions will best suit your business?
what Cloud security considerations should you be thinking about?
This interactive workshop will help you with implementing Cloud business solutions in your business.
This workshop will provide you with the top tips of protecting your online business operations through a few simple and effective cyber-safety steps.
The Cloud's Business Impact on Human ResourcesFrankHolman
HR professionals are often faced with challenging questions about cloud-based technology. For example, how can HR professionals ensure that a cloud-based system provides security and can be trusted to protect data? How should service levels and formal service agreements be analyzed to guarantee that they are sufficient to handle organizational needs? How will incorporating cloud-based technology with other applications impact areas such as payroll and benefits. This presentation will explore these questions about cloud-based technology, preparing HR professionals to respond to challenging questions about security, service, and integration. Participants will also learn how cloud-based technology provides an efficient means to make data driven decisions based on the measurement of goals and human capital costs.
Head in the Clouds - intro to cloud - CHC Resources ConferenceDavid Terrar
The document discusses cloud computing, defining it as enabling on-demand access to shared computing resources over the internet. It notes that cloud models have five essential characteristics and three service models. The document outlines several benefits of cloud computing, including flexibility, lower costs, and facilitating collaboration. It also provides various references and links for further information on cloud adoption trends and the cloud industry.
How develop a specification for a new software and/or App.
We remember how to collaborate with stakeholders, define types of requirements and examine a structure of the IEEE SWEBOK SRS template.
How develop a specification for a new software and/or App.
We remember how to collaborate with stakeholders, define types of requirements and examine a structure of the IEEE SWEBOK SRS template.
How can you convince decision-makers to take new initiatives to the cloud? In this session we will consider how the low cost, high scalability and high reliability of the cloud make it a valuable option for any enterprise. We will discuss the business benefits of PaaS/IaaS, rapid prototyping, security, business continuity, disaster recovery, and hybrid connectivity.
We will also discuss the psychology behind change and how to make it happen.
A presentation from Benchmark Consulting describing the role Business Architecture can play in achieving Digital Government transformation through legacy modernization.
This document discusses a presentation on virtualization and cloud computing essentials from an auditor's perspective. It begins with an introduction of the presenter and their qualifications. It then provides definitions and descriptions of key cloud concepts like virtualization, cloud models of SaaS, PaaS and IaaS. The document outlines some of the business benefits of virtualization including cost reductions, maintenance improvements, security risks, user experience and flexibility. It also discusses some common risks associated with virtualized infrastructure and networks.
Cloud watch on hrms solutions q2 2013_final_10072013 pre-readRonald van den Berg
The document provides an overview of leading HR solution providers that offer software as a service (SaaS) functionality for human resource management systems (HRMS). It identifies major players in areas like core HR, workforce management, talent management, learning management, recruitment management, and compensation & benefits. It also outlines key trends in the HR SaaS industry, including increased adoption of mobile solutions, partnerships and consolidation among vendors, and a growing preference for SaaS over on-premise licensed software. The document aims to serve as a single source of information on available HR SaaS solutions, focusing on the European market.
The document provides an overview of the human capital management (HCM) cloud solutions market. It discusses objectives, approach, context and contents of the report. It then provides a sneak peek at the HCM cloud market, highlighting vendor developments, partnerships and acquisitions, analyst reports, and upcoming events. It also shares lessons learned and pitfalls from Capgemini's experience implementing HCM cloud solutions. The document aims to be a single source of information on leading HR solution providers and their HCM SaaS functionalities.
The People Pillar of Cloud Adoption: Developing Your Workforce & Building Dig...Amazon Web Services
A successful cloud-transformation journey incorporates three pillars: people, process, and technology. Far too often, organisations focus on process improvements and technology implementation, but ignore the human aspect. Many leaders acknowledge that the first two are easy to modify, while influencing culture is more difficult. This session covers best-practice methods meant to empower customers to address this challenge. Learn about roles and responsibilities germane to the transition and post-cloud adoption phase. Assess your organisation’s gaps among the requisite skills and competencies, build effective training models, and shape an effective DevOps culture.
This document discusses trends in the digitization of human resources (HR) functions. It notes that HR is becoming more digital as cloud-based HR systems replace on-premise legacy systems. This allows HR to gain greater ownership over technology and focus more on strategic activities like data analytics rather than administrative tasks. When HR systems are deployed, they decentralize HR activities by empowering employees and managers with self-service capabilities. This reduces the size of HR teams and allows them to add more value to the business. The document provides examples of how digital HR systems have helped organizations reduce costs, improve hiring and retention, and give HR a more strategic role in the business.
An Executive View on Cloud Service Brokers - Cloud Solutions in a CSB Model C...Chad Lawler
The document discusses the need for cloud service brokers to help organizations manage multi-cloud environments. It describes how cloud service brokers can act as an intermediary between cloud consumers and providers, providing aggregation, customization, and governance of multiple cloud services. The presentation also outlines some of the business value cloud service brokers can provide organizations, such as removing complexity, consolidating interfaces, and enabling governance and cost control of multiple cloud environments through a single point of management and visibility.
This document discusses project management strategies for cloud computing projects. It begins by defining cloud computing and its various models like IaaS, PaaS, and SaaS. It then discusses common causes of failure for cloud projects, such as undefined success criteria, unquantified advantages, lack of accountability, and failure to manage applications and costs. The document recommends addressing these risks through effective scoping, change management, and an agile project methodology. Defining strategies, requirements, and risks upfront can help boost success rates for cloud computing projects.
The document provides a roadmap for successfully migrating applications to public cloud services. It outlines 6 key steps: 1) Assess applications and workloads for cloud readiness, 2) Build a business case, 3) Develop a technical approach, 4) Adopt a flexible integration model, 5) Address security and privacy requirements, and 6) Manage the migration. Each step provides guidance on important considerations and best practices for a strategic application migration to public cloud computing.
This document provides an overview of IT/Network Operations concepts and strategies to improve cloud production. It begins with Joe Dietz introducing himself as a Network Security Professional and listing his current certifications. It then discusses various local user groups and events related to cloud security. The document covers topics such as selecting public vs private clouds, choosing cloud providers and applications, operational considerations, and approaches to connecting networks to the cloud such as extending datacenters or enabling edge services. It emphasizes that moving to the cloud still requires planning and not all applications are good candidates. The summary concludes by mentioning related reading on hybrid cloud services and tools.
This new usage model guides the creation of a business strategy enabled by cloud-based services. Attend this session to learn the key considerations that should be taken into account when developing a business strategy for cloud adoption and business transformation.
Webinar presentation March 3, 2016.
The CSCC deliverable, Practical Guide to Hybrid Cloud Computing, contains prescriptive guidance for the successful deployment of hybrid cloud computing. The whitepaper outlines the key considerations that customers must take into account as they adopt hybrid cloud computing and covers the strategic and tactical activities for decision makers implementing hybrid cloud solutions as well as technical considerations for deployment.
Download the deliverable: http://www.cloud-council.org/resource-hub
PMs Role supporting Cloud Acquisition and associated ChallengesMichael Torres
Over the last 10 years, Federal CIOs' portfolios are gradually evolving from primarily "Owned" Technology Commodities (aka HW & SW Assets) to primarily "Leased" Service Capabilities (aka X-as-a-Service). As a result, CIOs have also evolved their IT Business model to be less Blackbox IT Management and more Cloud Service Management. However, the struggle still lies with the fact that we are still using blackbox acquisitions. In this discussion, we will review the PM's role in Service Capability Acquisition and review some of the methods and unique factors that require a more agile acquisition mindset.
Future Proofing Your Office 365 & SharePoint StrategyRichard Harbridge
Having an effective Office 365 and SharePoint strategy is essential to getting the full value out of your platform investment. But how do you create an effective strategy and where do you start?
Office 365 and SharePoint are constantly evolving as a platform so once you have a strategy, how do you ensure it will be successful over time?
Join Richard Harbridge as he discusses the importance of effective Office 365 strategies and outlines real-world best practices in the industry.
The document discusses 10 top IT initiatives for businesses in 2016 according to a survey conducted by Peak 10. The top initiatives are:
1) Security, with a focus on adaptive security approaches
2) Disaster recovery, with an emphasis on testing DR plans regularly
3) Cloud computing, with advice to pursue a hybrid cloud strategy
4) Consolidation by communicating changes and collaborating across teams
5) Cost control through outsourcing non-core functions to reduce costs
6) Backups by understanding options to select the best approach for needs
7) Business growth by enhancing the customer experience with technology
8) Application management and starting outsourcing relationships the right way
9) Automation while considering
5 key challenges for the cloud isv cto and how to beat them!David Terrar
The 5 key challenges facing an ISV CTO when moving from on from premise software to SaaS and the Cloud. Part of Ciklum's ISV and the Cloud event at Radisson Blu Portman, London, April 26, 2012
CloudHesive is a cloud consulting firm founded in 2014 that is headquartered in Fort Lauderdale, FL with additional offices across the Americas. They offer business solutions and managed services that integrate AWS services like Amazon Connect, WorkSpaces, and Media Services. CloudHesive also has its own SaaS platforms like DextrFlex and Centricity that enhance AWS functionality. They help customers launch and scale their businesses in the cloud through quick wins, assessments, migrations, and managed services. Common segments they work with include contact centers, professional services, research, and compliance workloads.
Cloud, the Enterprise, and the Enterprise ArchitectElisabeth Stahl
The document discusses the role of enterprise architects in cloud adoption. It provides examples of how enterprise architects helped two clients leverage cloud computing to improve user experiences and enable rapid business transformation. The key takeaways are that enterprise architects should utilize their expertise in enterprise architecture domains to support cloud adoption and lead enterprise-wide transformation initiatives involving cloud. Architects need skills in business processes, business cases, ROI analysis and technical architecture definition to effectively guide organizations' cloud strategies.
Microservices: Decomposing Applications for Deployability and Scalability (ja...Chris Richardson
Today, there are several trends that are forcing application architectures to evolve. Users expect a rich, interactive and dynamic user experience on a wide variety of clients including mobile devices. Applications must be highly scalable, highly available and run on cloud environments. Organizations often want to frequently roll out updates, even multiple times a day. Consequently, it's no longer adequate to develop simple, monolithic web applications that serve up HTML to desktop browsers.In this talk we describe the limitations of a monolithic architecture. You will learn how to use the scale cube to decompose your application into a set of narrowly focused, independently deployable services. We will also discuss how an event-based approach addresses the key challenges of developing applications with this architecture.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
This document discusses a presentation on virtualization and cloud computing essentials from an auditor's perspective. It begins with an introduction of the presenter and their qualifications. It then provides definitions and descriptions of key cloud concepts like virtualization, cloud models of SaaS, PaaS and IaaS. The document outlines some of the business benefits of virtualization including cost reductions, maintenance improvements, security risks, user experience and flexibility. It also discusses some common risks associated with virtualized infrastructure and networks.
Cloud watch on hrms solutions q2 2013_final_10072013 pre-readRonald van den Berg
The document provides an overview of leading HR solution providers that offer software as a service (SaaS) functionality for human resource management systems (HRMS). It identifies major players in areas like core HR, workforce management, talent management, learning management, recruitment management, and compensation & benefits. It also outlines key trends in the HR SaaS industry, including increased adoption of mobile solutions, partnerships and consolidation among vendors, and a growing preference for SaaS over on-premise licensed software. The document aims to serve as a single source of information on available HR SaaS solutions, focusing on the European market.
The document provides an overview of the human capital management (HCM) cloud solutions market. It discusses objectives, approach, context and contents of the report. It then provides a sneak peek at the HCM cloud market, highlighting vendor developments, partnerships and acquisitions, analyst reports, and upcoming events. It also shares lessons learned and pitfalls from Capgemini's experience implementing HCM cloud solutions. The document aims to be a single source of information on leading HR solution providers and their HCM SaaS functionalities.
The People Pillar of Cloud Adoption: Developing Your Workforce & Building Dig...Amazon Web Services
A successful cloud-transformation journey incorporates three pillars: people, process, and technology. Far too often, organisations focus on process improvements and technology implementation, but ignore the human aspect. Many leaders acknowledge that the first two are easy to modify, while influencing culture is more difficult. This session covers best-practice methods meant to empower customers to address this challenge. Learn about roles and responsibilities germane to the transition and post-cloud adoption phase. Assess your organisation’s gaps among the requisite skills and competencies, build effective training models, and shape an effective DevOps culture.
This document discusses trends in the digitization of human resources (HR) functions. It notes that HR is becoming more digital as cloud-based HR systems replace on-premise legacy systems. This allows HR to gain greater ownership over technology and focus more on strategic activities like data analytics rather than administrative tasks. When HR systems are deployed, they decentralize HR activities by empowering employees and managers with self-service capabilities. This reduces the size of HR teams and allows them to add more value to the business. The document provides examples of how digital HR systems have helped organizations reduce costs, improve hiring and retention, and give HR a more strategic role in the business.
An Executive View on Cloud Service Brokers - Cloud Solutions in a CSB Model C...Chad Lawler
The document discusses the need for cloud service brokers to help organizations manage multi-cloud environments. It describes how cloud service brokers can act as an intermediary between cloud consumers and providers, providing aggregation, customization, and governance of multiple cloud services. The presentation also outlines some of the business value cloud service brokers can provide organizations, such as removing complexity, consolidating interfaces, and enabling governance and cost control of multiple cloud environments through a single point of management and visibility.
This document discusses project management strategies for cloud computing projects. It begins by defining cloud computing and its various models like IaaS, PaaS, and SaaS. It then discusses common causes of failure for cloud projects, such as undefined success criteria, unquantified advantages, lack of accountability, and failure to manage applications and costs. The document recommends addressing these risks through effective scoping, change management, and an agile project methodology. Defining strategies, requirements, and risks upfront can help boost success rates for cloud computing projects.
The document provides a roadmap for successfully migrating applications to public cloud services. It outlines 6 key steps: 1) Assess applications and workloads for cloud readiness, 2) Build a business case, 3) Develop a technical approach, 4) Adopt a flexible integration model, 5) Address security and privacy requirements, and 6) Manage the migration. Each step provides guidance on important considerations and best practices for a strategic application migration to public cloud computing.
This document provides an overview of IT/Network Operations concepts and strategies to improve cloud production. It begins with Joe Dietz introducing himself as a Network Security Professional and listing his current certifications. It then discusses various local user groups and events related to cloud security. The document covers topics such as selecting public vs private clouds, choosing cloud providers and applications, operational considerations, and approaches to connecting networks to the cloud such as extending datacenters or enabling edge services. It emphasizes that moving to the cloud still requires planning and not all applications are good candidates. The summary concludes by mentioning related reading on hybrid cloud services and tools.
This new usage model guides the creation of a business strategy enabled by cloud-based services. Attend this session to learn the key considerations that should be taken into account when developing a business strategy for cloud adoption and business transformation.
Webinar presentation March 3, 2016.
The CSCC deliverable, Practical Guide to Hybrid Cloud Computing, contains prescriptive guidance for the successful deployment of hybrid cloud computing. The whitepaper outlines the key considerations that customers must take into account as they adopt hybrid cloud computing and covers the strategic and tactical activities for decision makers implementing hybrid cloud solutions as well as technical considerations for deployment.
Download the deliverable: http://www.cloud-council.org/resource-hub
PMs Role supporting Cloud Acquisition and associated ChallengesMichael Torres
Over the last 10 years, Federal CIOs' portfolios are gradually evolving from primarily "Owned" Technology Commodities (aka HW & SW Assets) to primarily "Leased" Service Capabilities (aka X-as-a-Service). As a result, CIOs have also evolved their IT Business model to be less Blackbox IT Management and more Cloud Service Management. However, the struggle still lies with the fact that we are still using blackbox acquisitions. In this discussion, we will review the PM's role in Service Capability Acquisition and review some of the methods and unique factors that require a more agile acquisition mindset.
Future Proofing Your Office 365 & SharePoint StrategyRichard Harbridge
Having an effective Office 365 and SharePoint strategy is essential to getting the full value out of your platform investment. But how do you create an effective strategy and where do you start?
Office 365 and SharePoint are constantly evolving as a platform so once you have a strategy, how do you ensure it will be successful over time?
Join Richard Harbridge as he discusses the importance of effective Office 365 strategies and outlines real-world best practices in the industry.
The document discusses 10 top IT initiatives for businesses in 2016 according to a survey conducted by Peak 10. The top initiatives are:
1) Security, with a focus on adaptive security approaches
2) Disaster recovery, with an emphasis on testing DR plans regularly
3) Cloud computing, with advice to pursue a hybrid cloud strategy
4) Consolidation by communicating changes and collaborating across teams
5) Cost control through outsourcing non-core functions to reduce costs
6) Backups by understanding options to select the best approach for needs
7) Business growth by enhancing the customer experience with technology
8) Application management and starting outsourcing relationships the right way
9) Automation while considering
5 key challenges for the cloud isv cto and how to beat them!David Terrar
The 5 key challenges facing an ISV CTO when moving from on from premise software to SaaS and the Cloud. Part of Ciklum's ISV and the Cloud event at Radisson Blu Portman, London, April 26, 2012
CloudHesive is a cloud consulting firm founded in 2014 that is headquartered in Fort Lauderdale, FL with additional offices across the Americas. They offer business solutions and managed services that integrate AWS services like Amazon Connect, WorkSpaces, and Media Services. CloudHesive also has its own SaaS platforms like DextrFlex and Centricity that enhance AWS functionality. They help customers launch and scale their businesses in the cloud through quick wins, assessments, migrations, and managed services. Common segments they work with include contact centers, professional services, research, and compliance workloads.
Cloud, the Enterprise, and the Enterprise ArchitectElisabeth Stahl
The document discusses the role of enterprise architects in cloud adoption. It provides examples of how enterprise architects helped two clients leverage cloud computing to improve user experiences and enable rapid business transformation. The key takeaways are that enterprise architects should utilize their expertise in enterprise architecture domains to support cloud adoption and lead enterprise-wide transformation initiatives involving cloud. Architects need skills in business processes, business cases, ROI analysis and technical architecture definition to effectively guide organizations' cloud strategies.
Microservices: Decomposing Applications for Deployability and Scalability (ja...Chris Richardson
Today, there are several trends that are forcing application architectures to evolve. Users expect a rich, interactive and dynamic user experience on a wide variety of clients including mobile devices. Applications must be highly scalable, highly available and run on cloud environments. Organizations often want to frequently roll out updates, even multiple times a day. Consequently, it's no longer adequate to develop simple, monolithic web applications that serve up HTML to desktop browsers.In this talk we describe the limitations of a monolithic architecture. You will learn how to use the scale cube to decompose your application into a set of narrowly focused, independently deployable services. We will also discuss how an event-based approach addresses the key challenges of developing applications with this architecture.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
3. AGENDA
2
• Define The Cloud
• Explore the Cloud
• Benefits of Cloud (SaaS)
• HRIS & HRMS -Changing the Face of HR
• Cloud’s Impact on YOUR HR Department
• Case Studies
• HRcloud Overview
• Q&A Session – 15 mins.
5. What is the Cloud?
4
Webster’s Definition – “A distribution of network based environments that share
services delivered from external systems which can be stored, accessed, and managed
from various devices.
My Definition – “The Internet”
9. Speed
Variety of Options
ROI Requirements
Why the move to
SaaS?
8
Reference: http://www.deloitte.com/assets/Dcom-
Australia/Local%20Assets/Documents/Services/Consu
lting/Human%20Capital/Deloitte_HR_in_the_Cloud_
Deloitte_16Apr2012.pdf
10. Trustworthy and Reliable Cloud based
HRMS Systems
Scalability and Affordability
SaaS and HR: All Grown Up
9
Reference: http://www.deloitte.com/assets/Dcom-
Australia/Local%20Assets/Documents/Services/Consu
lting/Human%20Capital/Deloitte_HR_in_the_Cloud_
Deloitte_16Apr2012.pdf
12. ERP upgrade with legacy HR platforms
SaaS Technology Already in Use
Company Growth
Paper/Manual Processes
The Right Timing
11
Reference: http://www.deloitte.com/assets/Dcom-
Australia/Local%20Assets/Documents/Services/Consulting/H
uman%20Capital/Deloitte_HR_in_the_Cloud_Deloitte_16Apr
2012.pdf
14. 1. HR Professionals can incorporate
their organization’s values and ethics
into performance management
programs.
SaaS and HR Benefits
13
Reference: http://www.deloitte.com/assets/Dcom-
UnitedStates/Local%20Assets/Documents/us_consul
ting_HCMSuccessFactorsandSAP_060412.PDF
15. 2. HR Professionals can forecast and
develop metrics in order to measure
human capital.
SaaS and HR
Benefits
14
Reference: http://www.deloitte.com/assets/Dcom-
UnitedStates/Local%20Assets/Documents/us_consulting_
HCMSuccessFactorsandSAP_060412.PDF
16. 3. HR Professionals can perform audits
of HR Policies and practices and
develop a plan to mitigate risks to their
org.
SaaS and HR Benefits
15
Reference: http://www.deloitte.com/assets/Dcom-
UnitedStates/Local%20Assets/Documents/us_consulting_HCMSuccess
FactorsandSAP_060412.PDF
17. 4. HR Professionals can demonstrate
improved HR functionality through use of
a third party provider.
SaaS and HR Benefits
16
Reference: http://www.deloitte.com/assets/Dcom-
UnitedStates/Local%20Assets/Documents/us_consulting
_HCMSuccessFactorsandSAP_060412.PDF
18. 5. HR professionals can engage
employees through social aspects of
HRMS.
SaaS and HR Benefits
17
Reference: http://www.deloitte.com/assets/Dcom-
UnitedStates/Local%20Assets/Documents/us_consulting_HC
MSuccessFactorsandSAP_060412.PDF
26. RECAP
25
• Define The Cloud
• Explore the Cloud
• Benefits of Cloud (SaaS)
• HRIS & HRMS -Changing the Face of HR
• Cloud’s Impact on YOUR HR Department
• Case Studies
• HRcloud Overview
• Q&A Session – 15 mins.
Thank you for the kind introduction, Jill.I truly believe education is the foundation of ourfuture. And I was delighted when Ms. Parker asked me to come and educate you folks on just what the heck this cloud thing is. So as she said, my name is Kyle Tudor. I actually graduated NW about 150 miles from here at Ferris State University, who, someone told me this morning, was voted to have the Best Mascot in Michigan? 2 Years working HR as a generalist, 2 years working for HR Cloud in Los Angeles, CA who develop HRMS Cloud-based workforce management software for the private sector. But we’re not here to talk about me, today we’re talking about the Cloud, and it’s Business Impact on HR.
Before we start talking about the cloud, I want to share a quick video, some of you may have seen this, but I think it will demonstrate the importance for the cloud.
QUESTION: By a show of hands, who in here has used the Cloud before?When you’re in the cloud, your computer or smart-phone or Ipad is using a HUGE network of Internet servers to share data. Some are designed for storage, while others use computing power to run applications. Internet computingNetwork access that is on-demandShared collection of configurable resources
Cloud Service Models:Infrastructure-as-a-Service is the initial layer and base of cloud computing. IaaS users are usually those who need additional processing power and data space from time to time. Under this model resources are only paid for when they are used. Some of the names you'll recognize in this model include Amazon, Microsoft, VMWare, and Redhat. The Platform-as-a-Service model is often considered a secondary layer. In this model, users are in control of their applications and data but the cloud vendor handles all other components. Businesses benefit because staff is not needed to maintain such systems.Another perk of the Platform-as-a-Service model is that it’s upgradable. An example of the Platform-as-a-Service model that I'm sure you are all familiar with is the Google app engine.The Software-as-a-Service model or Saas is the last level of the cloud services model and the model that we'll be most focused on for the purpose of this discussion. Software as a Service, can be described as renting online software instead of buying it. In this model the processing and files takes place on the Internet, with users accessing their tools and documents using a web browser. SaaS gives your business the advantage of running programs in the cloud where everything is managed by the cloud vendor. With SaaS users have no compatibility issues since the same software is used throughout the company. There are no additional licensing fees and new users can easily be added. Examples that you use every day include Gmail and Salesforce and HRMS such as HR Cloud.
Benefits of the CloudScalability – You can add or delete resources as needed as work demands change. (unlike a physical server or filing cabinet)Security – With the cloud users can ensure stability and reliability by running within a single platform solution. Traffic is held within the corporate firewall without crossing the Internet. Also managers can set policies to determine which users are allowed to access cloud resources. Performance –resources are available on-demand allowing users of cloud based systems.. 99.999% uptimeCustomization - Users can tailor cloud platforms to meet their needs. Connectivity - Cloud platforms allow companies and employees to collaborate using built-in social and mobile tools.
So what does the Cloud, in particular, SaaS, have to do with HR? Cloud computing and SaaS are changing the way that companies across the world operate. This is particularly true for human resources professionals. For example, Cloud based HR systems have had a major impact on businesses' ability to measure performance. Companies can now measure competencies and automate employees' review process with a full-featured employee performance management solution. Cloud based systems also enable businesses to automate the entire screening and hiring process with comprehensive applicant tracking solutions. Also, onboarding has experienced much needed improvements with Cloud-based HR systems. Web-based I9, W4 and other forms provide new hires with a positive onboarding experience while reducing costs and showing 5x ROI over paper/manual processes – mail, stamps, printing, delayed uptime. Capabilities such as these are transforming businesses giving them added flexibility, cost savings, and agility--all attributes needed for companies responding to an economy that is beginning to pick up steam after the recession. In today's economic climate, businesses are beginning to rebound from the widespread impact of the economic downturn by expanding business and bringing on new hires. SaaS offers a quick and effective way for businesses to respond to HR needs by improving service, and implementing new business models--all while controlling costs. Improving service and controlling costs are not the only way SaaS can improve HR processes. SaaS is also a contributing factor in making organizations more competitive. But are these factors really what's driving businesses to change the way they perform human resource functions?
According to recent Deloitte research 84 percent of surveyed companies are either transforming or planning to transform how they handle human resources functions with chief motivators indicated as cost savings (85 percent).Speed is another key factor driving businesses to invest in SaaS for their HR needs. SaaS can be implemented quickly compared to other models enabling businesses to gain value more quickly. Variety of OptionsBusinesses now have a plethora of choices when it comes to meeting their HR needs with Cloud-based options. Options such as public, private, or hybrid clouds are offered. Service models that we discussed earlier include SaaS, PaaS, and IaaS. Businesses can explore these choices and base their decision on which route to choose based on features, customization, implementation time, and efficiency. ROI RequirementsIn the past companies have made massive investments in human resources infrastructure. These decisions have been met with varied results. With effects of the great recession, executives analyze any big infrastructure investments with cautiousness. More than ever before technology investments need to demonstrate improved effectiveness and documented results.
SaaS and HR: All Grown UpInvestment in technology is a must for companies that want to remain competitive. Unfortunately, too often those tech investments haven't extended to the HR dept. But now, according to an article from Deloitte, "business needs, and technology are converging to create a unique moment in the history of HR transformation. Business leaders need improved HR delivery models to enable better decisions and growth. At the same time, SaaS HR technology is providing new and affordable tools. The timing couldn’t be better,"Trustworthy and Reliable Cloud based HRMS SystemsCloud based HRMS technology has far surpassed the threshold of being "experimental". Advances in technology have led to tested and trustworthy products that can be incorporated with and streamlined with other systems that companies have in place. 34% of US businesses are using HRMS tools.Scalability and Affordability SaaS and Cloud based HR systems are more affordable and quicker to employ than large enterprise systems. New SaaS products can go heads up with any on site systems. What's more, is SaaS systems are scalable giving HR depts flexibility to increase or decrease capacity as they choose depending on growth or downsizing.
Now that we've established the relationship between HR and the cloud, we want to know if a Cloud based HRMS is right for your organization. Let's go over some key areas and questions you should ask. First, you'll want to know about the value of the system. Value. Will the system make your department more or less dependent on IT? Can the system be configured by the HR team or will it have to be customized by the manufacturer? How will it impact service levels? And to what degree? Launch Time. Can the system be used right away? If not, how long does it take to get up and running? How fast after implementation can users begin using the system? Is training required? How extensive is the training? Is the system updated automatically? If not, how time-consuming are updates? Return on Investment. How much does it cost to implement the system? Can initial costs be recouped through decreased operational costs? What impact does the purchase have on cash flow? Service. Is the system easy to learn? Is it intuitive? Is there a lot of training required? What kind of training does the vendor offer?
After you've asked key questions about Cloud based HRMS and are convinced the option is right for you, you'll want to consider timing. If you’re involved in any of these three activities, a SaaS solution could be an effective strategy to consider:Upgrade from legacy HR platformsIf you’re using an old, outdated technology,SaaS would be a strong solution as a replacement for your HR platform. SaaS Technology Already in Use If your IT dept understands the benefits of the SaaS model, it makes adopting SaaS for HR an easy next step.Company Growth Companies that are growing through M&A or internationally will experience benefits from implementing a SaaS solution. Paper ProcessIf you have a filing cabinet, or still spend hours thumbing through resumes and searching through excel and word documents.
SaaS technology is now well developed and trusted; however some people within an organization may still have concerns about the following:•Security- While SaaS has demonstrated security and can be trusted to protect data, some companies have difficulty trusting anything outside their in-house data centers. •Service levels. Some vendors lack formal service agreements.•Integration. Incorporating SaaS with other applications is an issue for some companies. Payroll, Benefits carriers, CRM tools. Salesforce. Etc.
1. HR Professionals can incorporate their orgs values and ethics into performance management programs.* Cloud-based HRMS systems provide the ability to assign what specific competencies and goals employees are measured on. Employees know right away what competencies and what proficiency levels they need for their position. They also know what they will need to develop in the future to advance their career. Organizations know which people have which skills. * Cloud-based HRMS systems provide the ability to assign sections, weights and rating scales to employees or templates. This feature gives the ability to rate differently based on position and proficiency levels expected for a particular position. * Cloud-based HRMS systems feature evaluation templates to ensure that evaluations are consistent across specific departments, groups or classifications. The benefit of this feature is that appraisals are done using approved HR forms, keeping everything consistent.
HR Professionals can forecast and develop metrics in order to measure human capital.* Cloud-based HRMS systems provide the ability to view skills and skill gaps by employee and department and/or team. The benefit of this feature is that organizations know their strengths and skill gaps. They know how deep their bench is. They also know where they need to invest for training and growing internal employees for succession planning.* Ability to view who is accountable for what goals across the organization and how they tie in with the organizational goals. Benefit: Provides additional layer of accountability as everyone sees how their tasks and goal accomplishments contribute to the overall performance of the organization.* Cloud based HRMS systems give notifications to ensure that managers and employees are completing evaluations on time. Benefit: Nothing falls through the cracks. HRMS ensures that managers are completing evaluations on time via an approved template. Also, it ensures that evaluations have been properly approved and signed.
. HR Professionals can perform audits of HR Policies and practices and develop a plan to mitigate risks to their org.* With Cloud-based HRMS systems employees can clearly see how their performance impacts the organization's goals. Benefit: Motivates and engages employees into the organizational success. Makes everyone more accountable.
HR Professionals can demonstrate improved HR functionality through use of a third party provider.* With Cloud-based HRMS employees can clearly see what skill set they need to develop to be successful and get promoted within the organization. Benefit: Employees know what skills and proficiency levels they need to be successful in their current position as well as the future positions that fit into their career path.
5. HR professionals can engage employees through social aspects of HRMS.Social technologies can help establish and build strong connections between employees and between customers. Social data can help HR gauge employee productivity and connectivity.
Marketing and Agency company out of Ohio who came to HRcloud with a 63% turnover ratio. That’s a PROBLEM. They couldn’t retain new talent. New hires would show up Day 1 excited to start their career, and after 90 days – they were gone. Sparkbase determined their archaic paper processes and disorganization Day 1, made them look incompetent. THE SOLUTION – Engaging the employee with a self service portal, organizing checklists, and allowing that new hire to complete all their paperwork online before they ever showed up day 1. Appeals to Millennials and the new wave of tech savy graduates.
Walther Farms is one of our agriculture customs, right out of Three Rivers in this great state. We met them at a SHRM event similar to this one, their HR Director came up to me looking for a better way to evaluate their employees. Evals were completed on excel documents, emailed around to the raters, back to HR, printed out, manually scored. Then after the manager/employee meeting, nothing else happened. Almost like they were just doing the evals to do them… or because they had been doing them for so long. SOLUTION – Walther Farms quickly implemented Hrcloud as an online automated tool for employees and managers to complete Performance Evaluations. HR found with automated reminders, employees were more timely with turning their evals in on time. And after the completion, with the ability to set up development plans, assinging goals and competancies, were able to constatlyimporve effectiveness of employees.
HRcloud is a fully automated, configurable HRMS. We work one on one with HR Departments to customize solutions around your processes for your needs.
Keep all employee data centralized and secure online.
FOR ON - Welcome Employees with customizaeable splash pages… assign checklists, and complete forms 100% online paperless.
Complete eval templates 100% online, assign multi raters, with strategic goals and competencies specific to each employee.
Automated reports are generated to make your processes more efficient.
Thanks again to Ms. Jill Parker and the GAASHRM for inviting me here today. I know technology can be confusing and difficult to grasp, so I wanted to leave 10-15 minutes here at the end for questions. GREAT – Well, I’ve put this entire presentation in to a white paper, so please contact me if you want more information or have additional questions. Also, if you think based on what you’ve heard today, you think your organization would be a good fit for Hrcloud’s services, please contact me and I’ll be happy to schedule a more in depth demonstration of our products for you to explore. THANKS GUYS!