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The Cloud’s Business Impact on HR
- 1. The Cloud’s Business Impact on HR
- 2. KYLE TUDOR REGIONAL SALES MANAGER O: 310.658.5782 M: 269.806.7107 ktudor@hrcloud.com @hrcloud www.hrcloud.com
- 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”
- 6. Infrastructure-as-a-Service (IaaS) Platform-as-a-Service (PaaS) Software-as-a-Service (SaaS) Cloud Service Models 5 Reference: http://blog.appcore.com/blog/bid/168247/3- Types-of-Cloud-Service-Models
- 7. Scalability Security Performance Customization Connectivity Benefits of the Cloud 6 Reference: http://blog.appcore.com/blog/bid/174815/Virtual-Private- Cloud-The-Benefits-it-Holds-for-Your-Business
- 8. Performance Automation Flexibility Agility Cost Savings Improving service The Cloud and HRMS/HRIS Systems 7 Reference: http://www.deloitte.com/assets/Dcom- Australia/Local%20Assets/Documents/Services/Consulting /Human%20Capital/Deloitte_HR_in_the_Cloud_Deloitte_ 16Apr2012.pdf
- 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
- 11. Value? Launch time? Return on investment? Service? Key Questions 10 Reference: http://www.deloitte.com/assets/Dcom- Australia/Local%20Assets/Documents/Services/Consulting/ Human%20Capital/Deloitte_HR_in_the_Cloud_Deloitte_16A pr2012.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
- 13. Security Service Levels Integration Addressing Concerns 12 Reference: http://www.deloitte.com/assets/Dcom- Australia/Local%20Assets/Documents/Services/Consulting/Human%20Cap ital/Deloitte_HR_in_the_Cloud_Deloitte_16Apr2012.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
- 19. “Clearing the 90 day Hurdle” Case Study #1 Sparkbase 18
- 20. Case Study #2 Walther Farms 19 “Performance Management Disaster”
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- 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.
- 27. KYLE TUDOR REGIONAL SALES MANAGER O: 310.658.5782 M: 269.806.7107 ktudor@hrcloud.com @hrcloud www.hrcloud.com Q & A
Hinweis der Redaktion
- 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!