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HR in the Cloud
- 1. HR In The Cloud Driving Business Results through Effective Human Resources Cloud Computing Presented By: Michelle Ganuelas and Zoe Mitchell, HR Consultants Drake International WELCOME For audio, it is recommended you call in Dial In: 1-877-668-4493 Event Password: 1234 Access code: 935 446 497 Webex Support: 1-866-863-3910
- 2. Key Take-Aways 1. The benefits of transferring your HR into the cloud 2. Best practices in the industry 3. Future trends – HR in the cloud 4. Special Offer for Webinar attendees only
- 3. Cloud Computing What is Cloud Computing? What does it mean for your organization?
- 4. Cloud Computing Saas: Software as a Service Paas: Platform as a Service Iaas: Infrastructure as a Service
- 5. History HR In the Cloud is not a new concept
- 6. Evolution of HR • Technologically Advanced: • Mobility / Remote capability • Strategic: • Mergers & Acquisitions / Talent Management • Administrative: • Payroll / Timesheets
- 7. What goes to the cloud? Q:What HR functions in your organization would you like to see in the Cloud? • Grievance tracking/Employment law/ Labor relations • Recruitment and Selection • Training, Onboarding & Orientation • Performance Management • Compensation & Benefits • Learning and Development • Succession Planning
- 8. Technologies • TMS • LMS • Advisory Service • Psychometric Assessments • Skills Testing • Remote Management
- 9. Research • 84 % of surveyed companies are either transforming or planning to transform how they handle human resources functions. • Use of cloud applications can reduce costs 50% to 90% • IT resource subscription pilot saw 28% cost savings
- 10. Why Outsource? Major benefits: •Cost Effective •Time Savings •User Friendly •Real Time Updates •Scalable •On Demand Self- Service and Mobile
- 12. Common Concerns Cloud Concerns Include: •Loss of human touch • Online security • Loss of control
- 13. Be Aware
- 14. Be Aware Know Your Rights: •Where is your data being stored? • Right to obtain data back / deleted • Security checks
- 15. 10 Steps to Getting to the Cloud Step 1: Step 6: Map Out Your “As-Is” Go to Market Step 2: Step 7: HR Health Check Choose Your SME Step 3: Step 8: Cost It Out! Purchase & Implement Step 4: Step 9: Build Your Business Case Change Management Step 5: Step 10: Educate Yourself Staying On Track
- 16. 10 Steps to Getting to the Cloud Step 1: Map process throughout the entire employee lifecycle
- 17. 10 Steps to Getting to the Cloud Step 2: Complete an HR “Health Check” Identify areas within your human resources department that are inefficient and too expensive that would benefit from being in the cloud.
- 18. 10 Steps to Getting to the Cloud Step 3: Cost These Areas Out in Actual $ Add the Following Factors: • Cost of HR FT wage • Cost of HR Inefficiencies: • Project a 5% improvement (be conservative!) Compare this to the cost of outsourcing HR
- 19. 10 Steps to Getting to the Cloud Step 4: Build Your Business Case: • Assess your current situation • Make projections • Perform a cost-benefit analysis
- 20. 10 Steps to Getting to the Cloud Step 5: Educate Yourself • Attend webinars • Attend seminars • Research (online/offline) • Talk to your network • Find and Speak to Subject Matter Experts
- 21. 10 Steps to Getting to the Cloud
- 22. 10 Steps to Getting to the Cloud Step 7: Find the Right Subject Matter Expert Evaluate using the following criteria: • Experience with HR Information Systems • Experience in their specialized HR function or industry • Analytical competence (ability to map systems and processes, identify gaps and suggest solutions) • Number of successful implementations • Scope of successful implementations • Client testimonials
- 23. 10 Steps to Getting to the Cloud Step 8: Purchase & Implement Together with your provider: 1. Create project plan including • Timelines (what-by-when) • Resource allocation (by-whom) • Communication / feedback strategy 2. Regular project review meetings, corrective actions
- 24. 10 Steps to Getting to the Cloud Step 9: Change Management 1. Clear communication to all stakeholders 2. Dealing with stakeholder concerns 3. Senior leadership to champion the change and become early adopters 4. Incentive, reward and penalty system in place to promote compliance
- 25. 10 Steps to Getting to the Cloud Step 10: The Continuing Relationship • Continuous measurement • Performance management of vendor • Ensure improvements are achieved
- 26. Future trends Don’t fall behind…
- 27. Special Offer 1 month free access to Drake’s HR Help Line • We help only where you need it Or • No obligation • Call for a free 3 Months free access to consultation Drake’s TMS Zoe Mitchell 416-216-1093 zmitchell@na.drakeintl.com
- 28. Q&A HR in the Cloud With Zoe Mitchell and Michelle Ganuelas, HR Consultants, Drake International If you have any technical problems or questions, please call WebEx Support toll -free at 1-866-863-3910
Notes de l'éditeur
- Zoe
- ZoeNational Institute of Standards and Technology (NIST)definition of cloud computing published October 7,2009:“Cloud computing is a model for enablingconvenient, on-demand network access to ashared pool of configurable computing resources(e.g., networks, servers, storage, applications,and services) that can be rapidly provisionedand released with minimal management effort orservice provider interaction.”Cloud computing comes into focus only when you think about what IT always needs: a way to increase capacity or add capabilities on the fly without investing in new infrastructure, training new personnel, or licensing new software. Cloud computing encompasses any subscription-based or pay-per-use service that, in real time over the Internet, extends IT's existing capabilities.So why do businesses delay the adoption of a privatecloud? Change can be difficult for any organization,but some executives may have concerns that thework needed to automate their environment mighteclipse any gains made by automation. Or they maybelieve they need to further standardize their currentenvironment to truly take advantage of automation.But the truth is that today, the effort needed to get thecloud is much, much less. Great strides have beenmade by such firms as HP to build the automationand integration tools needed for fast development ofprivate clouds. True, if an organization has alreadyadopted virtualization technology, that’s a majorstep toward internal cloud computing. But, in fact,it’s no longer necessary to take the stairs to the cloudby first adopting virtualization, then building onthat technology, and finally moving tentatively to anembryonic cloud environment. Today you can take theelevator.Alignment between IT and HRWhat’s driving this trend? http://www.deloitte.com/view/en_US/us/Services/consulting/all-offerings/hot-topics/human-capital-trends-2011/d28a180c2b27f210VgnVCM1000001a56f00aRCRD.htmRecent Deloitte research shows that 84 percent of surveyed companies are either transforming or planning to transform how they handle human resources functions. Chief motivators are cost savings (85 percent) and greater effectiveness (75 percent).1 And while business and HR leaders appreciate the long-term value of HR transformation, the journey toward obtaining such value can seem too long. SaaS is an efficient way to accelerate HR transformation and capture value faster.What does CLOUD offer? http://www.astcorporation.com/images/PDFs/Presentations/Oracle%20Apps%20and%20Cloud%20Computing.pdfAgility rapid, inexpensive re-provisioning of resourcesIndependence of Device and locationMulti tendency sharing resources and costs across large pool of usersReliability improves through use of multiple redundant sitesScalability via dynamic (“on-demand”) provisioning of resourcesSaaS - Software as a servicePaaS- Platform as a serviceIaas- Infrastructure as a servicehttp://www.deloitte.com/view/en_US/us/Services/consulting/all-offerings/hot-topics/human-capital-trends-2011/d28a180c2b27f210VgnVCM1000001a56f00aRCRD.htmSimultaneous maturation of SaaS and HR. While companies have made great efforts to streamline processes and technology, many times those efforts haven’t extended to the delivery of HR services. But now HR, 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.HR, he says, is now being asked to support revenue growth, and when certain companies have to reinvent themselves, globalization is clearly something that HR needs to be ready and able to deliver on."They need to tell top management where their people are, who their people are and what skills they need to succeed," Malikowski says.
- ZoeNational Institute of Standards and Technology (NIST)definition of cloud computing published October 7,2009:“Cloud computing is a model for enablingconvenient, on-demand network access to ashared pool of configurable computing resources(e.g., networks, servers, storage, applications,and services) that can be rapidly provisionedand released with minimal management effort orservice provider interaction.”Cloud computing comes into focus only when you think about what IT always needs: a way to increase capacity or add capabilities on the fly without investing in new infrastructure, training new personnel, or licensing new software. Cloud computing encompasses any subscription-based or pay-per-use service that, in real time over the Internet, extends IT's existing capabilities.So why do businesses delay the adoption of a privatecloud? Change can be difficult for any organization,but some executives may have concerns that thework needed to automate their environment mighteclipse any gains made by automation. Or they maybelieve they need to further standardize their currentenvironment to truly take advantage of automation.But the truth is that today, the effort needed to get thecloud is much, much less. Great strides have beenmade by such firms as HP to build the automationand integration tools needed for fast development ofprivate clouds. True, if an organization has alreadyadopted virtualization technology, that’s a majorstep toward internal cloud computing. But, in fact,it’s no longer necessary to take the stairs to the cloudby first adopting virtualization, then building onthat technology, and finally moving tentatively to anembryonic cloud environment. Today you can take theelevator.Alignment between IT and HRWhat’s driving this trend? http://www.deloitte.com/view/en_US/us/Services/consulting/all-offerings/hot-topics/human-capital-trends-2011/d28a180c2b27f210VgnVCM1000001a56f00aRCRD.htmRecent Deloitte research shows that 84 percent of surveyed companies are either transforming or planning to transform how they handle human resources functions. Chief motivators are cost savings (85 percent) and greater effectiveness (75 percent).1 And while business and HR leaders appreciate the long-term value of HR transformation, the journey toward obtaining such value can seem too long. SaaS is an efficient way to accelerate HR transformation and capture value faster.What does CLOUD offer? http://www.astcorporation.com/images/PDFs/Presentations/Oracle%20Apps%20and%20Cloud%20Computing.pdfAgility rapid, inexpensive re-provisioning of resourcesIndependence of Device and locationMulti tendency sharing resources and costs across large pool of usersReliability improves through use of multiple redundant sitesScalability via dynamic (“on-demand”) provisioning of resourcesSaaS - Software as a servicePaaS- Platform as a serviceIaas- Infrastructure as a servicehttp://www.deloitte.com/view/en_US/us/Services/consulting/all-offerings/hot-topics/human-capital-trends-2011/d28a180c2b27f210VgnVCM1000001a56f00aRCRD.htmSimultaneous maturation of SaaS and HR. While companies have made great efforts to streamline processes and technology, many times those efforts haven’t extended to the delivery of HR services. But now HR, 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.HR, he says, is now being asked to support revenue growth, and when certain companies have to reinvent themselves, globalization is clearly something that HR needs to be ready and able to deliver on."They need to tell top management where their people are, who their people are and what skills they need to succeed," Malikowski says.
- ZoeHR Outsourcing is not a new conceptIn 1999, Multinational Oil and Gas conglomerate British Petroliym made the epic decicsion to outsource almost all of its HR processes. Thus began the human resources outsourcing revolution. Over a decade later, the HR process outsourcing revolution had grown swiftly, adopted not justr by large companies but also be mid sized operationsGeneral business process outsourcingAccounting/Legal/PayrollMay not have the capacity – same could apply for HR
- Michelle*Diagram of the evolution Winston: please Winstify the flow of arrowsThe evolution of HR is on the up and up… literally it is now marching the cloud…SO the question is…is this an Opportunity or Risk?Change is a crucial element to success like the evolution of man, there also needs to be an evolution of processes and technology.According to this diagram, you can see where HR has been and where HR is going.HR started off in the administrative world. This is where the HR received its reputation for tedious work like payroll, time sheets, grievance reporting, benefits….HR then evolved into being more a strategic partner by participating in strategic initiates like mergers and acquisitions, talent management, succession planning, industrial relations, diversity and inclusion.Now, with the evolution of technology, HR has also evolved to be technologically saavy. HR isn`t the only one that`s evolved to the cloud. Other sectors of businesses are moving into the cloud as well. It only makes perfect sense. It`s convenient and available on demand.
- Michelle(MG-see TMS functionality, employee life cycle- what do we want to sell here?)Talk about – intention is not to take HR out of the company – just the technology-Grievance tracking/Employment law/ labour relations (HR Help Line/TMS) -In our experience here at Drake, compliance tracking is a significant part of what our clients deem as time consuming and tedious.-Recruitment and Selection (ATS-TMS) - If your company needs to fill positions, your hiring manager will have to keep track of all of the candidates for all the open positions across the job board. Good talent can get lost in this process. You want to make this process as easy as possible by using an applicant tracking system.-Onboarding & Orientation (LMS)- After a new hire enters the company, you want to make sure that you are getting your new hire acquainted with the rules and processes as quickly as possible. A good way to do so is by integrating a good training program and also by being able to track your learning with an LMS.-Performance Management (TMS)- Measuring performance and setting metrics is a best practice applied in all organizations. Performance is an ongoing initiative and progress should be tracked along the way.-Compensation & Benefits (Payroll/ document library)- Payroll is a very tedious HR function. Mistakes and miscalculations can occur if you are still doing payroll the old fashioned way. If I am referring to you, please do yourself a favour and find yourself a good system. I can’t stress enough how much time and energy you will save yourself by doing so. You will also find yourself avoided human error by doing it manually.-Learning and Development (Survey-LMS)- How do you ensure that your staff is getting the development that they need to succeed in their job? Track your employees learning by implementing an LMS system. You can ensure that formalities are being met and you can hold your employees accountable for their performance.-Succession Planning (P3) – There is a war for talent out there and you want to make sure that you have all your angles covered if you are anticipating a retirement or anticipating any open crucial positions for that matter. Get your organization ready for any kind of change to ensure that there is a smooth transition.
- Michelle-here are some of the most popular technologies that are “cloud” based.With a TMS you can actually track your:Grievance tracking/Employment law/ labour relations (HR Help Line/TMS) Recruitment and Selection (ATS-TMS) Performance Management (TMS)Compensation & Benefits (Payroll/ document library)-With and LMS you can track:Onboarding and Orientation of new hiresTraining and development of post hiresYou can hold your employees accountable for new and updated processes, procedures and expectationsYou can manage your employee’s learning and curriculum. -With an Advisory Service: -Your can get sound advice around compliance at the convenience of sending an e-mail or by picking up the phone. -With Psycometric Assessments and Skills Testing:-You can easily access these tests on the fly anywhere with internet access.What is the commonality between all these technologies listed here?Remote Management!You don’t need to be tied down to your desktop at work to gain accessibility. With cloud computing, you can remotely manage your HR.Or..The most attractive feature about putting your HR processes in the cloud, is that you can access your documents and your systems remotely with internet access or a telephone!
- Michelle1. Let`s go over some Research. I found a passage from an article called Cloud Computing- HR Secret for Success article stating:“As technology and social media takes over the world, companies would be at a loss and would be regarded as being “Backward” if they do not take advantage of this current trends and platforms to benefit their business. Hence companies should shift their mindset towards embracing the business’ efficiency and profits-or otherwise.” http://lavaprotocols.com/main/wp-content/uploads/2011/11/HR-Asia-2008.pdf2. Another very interesting fact that I found:“Recent Deloitte research shows that 84 percent of surveyed companies are either transforming or planning to transform how they handle human resources functions. Chief motivators are cost savings (85 percent) and greater effectiveness (75 percent).1 And while business and HR leaders appreciate the long-term value of HR transformation, the journey toward obtaining such value can seem too long. SaaS is an efficient way to accelerate HR transformation and capture value faster.”http://www.itbusiness.ca/it/client/en/home/news.asp?id=642103. Another interesting fact is that…HR managers are buying into the cloudOver half polled in global survey are already using or plan to implement SaaS this year to manage everything from recruiting to benefits. 4.Head-hunters are heading for the cloud.“Over half of human resource managers polled in a new global survey are using or plan to adopt software as a service (SaaS) this year, according to a study by Towers Watson, an international HR and benefits consulting firm based in New York. The company polled 444 HR managers in Canada, the U.S., Europe, Africa and Asia-Pacific.http://www.itbusiness.ca/it/client/en/home/news.asp?id=642105.Cloud Economics Estimates vary widely on possible cost savings: 1. “ If you move your data center to a cloud provider, it will cost a tenth of the cost.” – Brian Gammage, Gartner Fellow2. “ Use of cloud applications can reduce costs 50% to 90%” - CTO of Washington D.C. 3. “ IT resource subscription pilot saw 28% cost savings” - Alchemy Plus (backing from Microsoft) Preferred Hotel Traditional: $210k server refresh and $10k/month Cloud: $10k implementation and $16k/monthhttp://www.slideshare.net/richardteed/cloud-computing-for-human-resources
- Michelle1. Putting your HR in the cloud is cost effective. Identify what your company needs, and find a provider that will service that particular need. Stop paying for extra services that you don’t’ need. Putting your HR functions in the cloud will save you the cost of having a full time employee.2. Putting your HR in the cloud is a Time Saver: Your IT provider will host services for multiple companies, sharing complex infrastructure allows you to pay only for what you actually use.3. HR in the cloud is User Friendly: Putting your HR in the Cloud is quick and easy to implement and upscale. You can skip the process of buying or upgrading hardware. You can have accessibility at your fingertips and is easy to use.4. Real time Updates: Cloud computing allows you to be completely up-to-date. Updating software and adding new features on the fly is important. Processes and procedure must be updated repeatedly, by putting them in the cloud, using an LMS for example, this will ensure accountability. 5. Cloud computing is easily scalable. If your business is growing fast or has seasonal spikes, you can go large quickly because cloud systems are built to cope with sharp increases in workload.6. On demand self service and Mobile: Cloud computing enables a truly mobile workforce. Your staff will have access to most of your systems on the go. Perfect for companies looking to expand into other regions.http://worksucks.co.za/2702/reward/hr-payroll-in-the-cloud
- ZoeOverwhelmingConcerns – heres why its okOff shoring v outsourcingLoosing the personal touch – face to face relationships Actually gaining – Take away the administrative thing allows you to focus on strategicConfidential info outside copany firewall. – how safe??? Aware extremely safe – online banking – same security cloud companys are using Company’s – this is their jobLoss of control – Level of change management – different way of thinking – utilizing other experts – improving on your processesReliveing – spend more tie being strategice – implementing hr plans which affect people more directly.Wellness plan LMS – CAPABILITIESWorry of renting room/facilitatorBenefits of havingAssigning trainingReview how far alongPrompt Admin if someone is behind?Testing – retention of informationIn this virtual world – international accessible from anywhere – nightmares of assigning training with employees in 10 locationsPeople work from home Workshops and services for private cloudsuccess: To help your organization fully realize thebusiness promise of private cloud computing, HPoffers a series of targeted workshops that focus onkey areas of concern such as change management,process re-engineering, and virtualizationtechnologies.
- Michelle1. Putting your HR in the cloud is cost effective. Identify what your company needs, and find a provider that will service that particular need. Stop paying for extra services that you don’t’ need. Putting your HR functions in the cloud will save you the cost of having a full time employee.2. Putting your HR in the cloud is a Time Saver: Your IT provider will host services for multiple companies, sharing complex infrastructure allows you to pay only for what you actually use.3. HR in the cloud is User Friendly: Putting your HR in the Cloud is quick and easy to implement and upscale. You can skip the process of buying or upgrading hardware. You can have accessibility at your fingertips and is easy to use.4. Real time Updates: Cloud computing allows you to be completely up-to-date. Updating software and adding new features on the fly is important. Processes and procedure must be updated repeatedly, by putting them in the cloud, using an LMS for example, this will ensure accountability. 5. Cloud computing is easily scalable. If your business is growing fast or has seasonal spikes, you can go large quickly because cloud systems are built to cope with sharp increases in workload.6. On demand self service and Mobile: Cloud computing enables a truly mobile workforce. Your staff will have access to most of your systems on the go. Perfect for companies looking to expand into other regions.http://worksucks.co.za/2702/reward/hr-payroll-in-the-cloud
- ZoeAs HR departments realize the true strategic value of HCM suites and realize deploying SaaS technologies is wholly different from implementing ERP, or on-premise software, HCM suite deployments will become the responsibility of HR, not IT (Hull, B. The End of the HR World. (2012, January). Talent Management Magazine, 8, 32-35.http://www.hreonline.com/HRE/story.jsp?storyId=533339055According to Malikowski, those things include the rapid deployment of pre-conjgured technology and service-delivery solutions; cost savings from accelerated implementation that can be redirected to other elements of HR transformation; and the achievement of true integration by "connecting" various HR initiatives and technology across the enterprise, including strategy, technology, service delivery, HR organizational design and portals."SaaS helps transform HR at the most critical point of change -- the interaction of end users with HR services, such as recruitment, screening, predictive analytics, performance management, payroll, time, and attendance or workforce management," he says.Opinion: Cloud computing can bring many advantages, including cost savings for businesses. But this rapidly increasing method of data storage is creating a number of legal issues which as yet remain unresolved. “Shrink wrap” cloud vending can provide very cheap data storage, however the consumer risks losing ownership of their data and having their data stored in overseas locations. If the cloud vendor terminates the contract or where they go out of business, that data may never be seen again. Many customers simply click “I agree” on contractual terms without reading the fine print. Had their lawyers first looked over the terms, many would turn grey-haired upon reading those terms. Essentially, many of these contracts provide that once data is in the cloud, there is no obligation on the cloud vendor to hand it back, or even keep it secure. The lesson in this is that if a business is considering outsourcing data storage to the cloud, then there are some questions that should be asked of the cloud vendor before handing over their data. First, where is the data being stored? The user should insist upon data being stored within Australia, that Australian laws will apply to the contract and that Australian law will apply to any dispute between the parties. Secondly, the user should insist that they retain the right to obtain their data back at any time, and once returned the cloud vendor deletes the data from their own systems. Thirdly, the user needs to check the security around the systems upon which data is stored. Larger organisations may insist upon an audit of the vendor’s security systems, including penetration testing. Of course, having a contract which is negotiated more in the user’s favour will arguably cost more than simply clicking on “I agree”, entering a credit card number and copying files with a vendor. However, cheap services should not mean that the consumer is being unfairly disadvantaged. Therefore, does this pave the way for some standards among this emerging industry? Should vendors comply with minimum standards which protect user’s interests? Such consumer protection legislation can be seen in other industries, so perhaps it is only a matter of time before cloud computing comes under the radar. It is certainly a case of “watch this space”.
- Michelle1. Putting your HR in the cloud is cost effective. Identify what your company needs, and find a provider that will service that particular need. Stop paying for extra services that you don’t’ need. Putting your HR functions in the cloud will save you the cost of having a full time employee.2. Putting your HR in the cloud is a Time Saver: Your IT provider will host services for multiple companies, sharing complex infrastructure allows you to pay only for what you actually use.3. HR in the cloud is User Friendly: Putting your HR in the Cloud is quick and easy to implement and upscale. You can skip the process of buying or upgrading hardware. You can have accessibility at your fingertips and is easy to use.4. Real time Updates: Cloud computing allows you to be completely up-to-date. Updating software and adding new features on the fly is important. Processes and procedure must be updated repeatedly, by putting them in the cloud, using an LMS for example, this will ensure accountability. 5. Cloud computing is easily scalable. If your business is growing fast or has seasonal spikes, you can go large quickly because cloud systems are built to cope with sharp increases in workload.6. On demand self service and Mobile: Cloud computing enables a truly mobile workforce. Your staff will have access to most of your systems on the go. Perfect for companies looking to expand into other regions.http://worksucks.co.za/2702/reward/hr-payroll-in-the-cloud
- Michelleorganizationsare evolving to the cloud at markedly different speeds;that is, they have varying degrees of “cloud maturity.”Today the best measure of that maturity is the degreeof virtualization within an enterprise or a company.An organization just beginning to adopt virtualizationis, in general, not ready for a private cloud. At thesame time, one that has already virtualized significantparts of its infrastructure is likely the most prepared fora private cloud environment—and perhaps a hybridcloud is not far off.Yet, data from analysts
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- ZoeWorkshops and services for private cloudsuccess: To help your organization fully realize thebusiness promise of private cloud computing, HPoffers a series of targeted workshops that focus onkey areas of concern such as change management,process re-engineering, and virtualizationtechnologies.
- ZoeThe most important issue in hiring a human resources outsourcing firm is to know exactly what you are getting. Ask for specific details about service offerings and contract obligations. Consider how the service will fulfill your needs and how it will fit in with any other services that you may currently have or expect to adopt in the future.Create a partnershipA true partnership is based on trust. Mentally accepting the partner has the best interests of your business in mind will kick off the engagement to a great start. When people and technology are involved, it can sometimes be a bumpy road. Address each bump with a spirit of teamwork, expecting your partner will take full responsibility for successful smoothing of bumps. A partner knows the solution is its responsibility. Support the staff of your partner as they attempt to solve problems and accept a familiarity period as the engagement begins.
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- Michelle – the end of hr world/IT trends articlehttp://www.slideshare.net/richardteed/cloud-computing-for-human-resourcesPossible Effects of Cloud Computing Small enterprises use SaaS and public clouds minimize growth of data centers Large enterprises data centers evolve to act as private clouds use hybrid clouds to leverage both internal and public clouds Public clouds may adopt standards in order to run workloads from competing hybrid cloud infrastructureshttp://hrfuturist.com/future-of-hr/hrpredictions/YOU DON’T WANT TO FALL BEHIND.If you are not restructuring and re-visioning, you will fall behind 5 years for every 1 year you wait. New software is designed so that 99% of the software is user friendly. Are you delivering value in every screen and capability to the employee and manager – in their terms? Not in that of HR. Are you thinking about content, knowledge, HR intranets, which are a mess, analytics at the time of the transaction, the transaction. Are you ready for the consumerization of the application? Are you designing for the employee and the manager so that it is BYOD – brining your own device to work, to complete those transactions. (Jason Averbrook, Knowledge Infusion)http://www.hrreporter.com/articleview/11414-hr-techs-future-and-present-in-the-cloudIt’s expected organizations will spend in excess of US$112 billion on cloud computing and related technologies in the next four years, according to Gartner, a technology research firm.Cloud computing is defined as an IT delivery model in which computing resources can scale dynamically to provide services on demand to consumers, predominately over the Internet. There are three main segments that define cloud computer services:http://www.astcorporation.com/images/PDFs/Presentations/Oracle%20Apps%20and%20Cloud%20Computing.pdfPredictions (increases):$150 billion by 2013 /3.2% of U.S. small business/ Small business spending 36.2%
- Zoe or Michelle??? Together???
- Zoe or Michelle??? Together???