Cloud is now revolutionizing the way recruitment works. It is taking businesses across the globe by storm and at times it becomes difficult for startups to sail across rough seas. According to report by Forrester Research in 2014, the public cloud market is expected to upscale to $191-billion by 2020.
An effectively implemented HR system with a technical base in cloud computing can ease and simplify workflow processes within an organisation. It enables significant improvements in the efficiency and productivity of the organisation.
Why should organizations consider moving to a cloud-based HR system?
There are numerous advantages over the disadvantages (to be considered as well) before an organization makes a choice to move to the cloud. Cloud offers:
As you shift to the cloud, you can start with moving portion of your HR activities to the cloud and harness on its ability to access work-related processes anywhere and at any point of time.
Adopting a cloud-based HR system will empower employees to keep things simple, plan effectively, avoid huge stack of paperwork to deal with, while bringing in more room for flexibility to focus time and efforts on productivity.
On a cloud-based system, employees can easily access data anywhere; request for leaves and HRs can access all details about the employee saved on the provider server anywhere.
An effectively deployed cloud-based HR system easily integrates with many applications already in use. Also implementation is hassle-free and less stressful, without disrupting day-to-day activities of a business. Additionally moving to cloud, saves on time and costs involved – related to system updates and upgrades to stay in sync with the trends.
Most organisations still do not find shifting sensitive HR data to the cloud, completely safe. But considering the advantages offered by the cloud-based HR system, is this move worth the risk involvement?
According to a cloud survey report reflecting on the perspectives of more than 500 global business leaders, privacy risks and intellectual property theft pose a significant challenge on cloud. In such cases, due diligence helps to ensure that the cloud-service provider’s security is in line with the organisation standards, before you enter into a contract and look to the sky.
See also: Why is Big Data Important to HR professionals?
Are we ready to embrace the new age HR trend?
Not to be ignored, a significant part of the new age HR involves sharing relevant information within employee groups, rather than restricting its access to managers and few knowledgeable staff. The aim should be to create a flat organization, devoid of hierarchical diktats and create a level playing field for employees to learn, share and grow as a team.
The cloud-based HR system comprises of a component called analytics that plays a pivotal role during recruitment, training and performance monitoring of employees, by maintaining track record of their achievements, tenure, and leaves at work.
The career journey of an employee within an organization gets automated and all data is stored on the cloud, which when further analyzed helps understand the motivational aspects for an employee growth.
Companies are still not able accept centralisation of big, sensitive data on cloud as a welcome move owing to legacy hassles involved. Despite these implementation concerns, there seems to an evolving need for clear metrics and tools to evaluate and accurately predict business outcomes, as well as generate business insights regarding employee engagement, duration and retention.
Also read: 10 Major Trends in 2015 Every HR Professional Should Know
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