Cloud is changing how companies do business, so how one can adapt? If the organization is struggling to make the most of the cloud, or hasn’t adopted it yet, it’s time to make the change for the good of the company and its people. Moving HR activities and processes into the cloud allowing it to be become more people-oriented as cloud based solution not only changes how HR operates but also the entire company. Centralized data on a platform that everyone can use company-wide empowers employees to collaborate in new ways as they take charge of their careers.
SAP faces enormous competition from Workday and Oracle to meet fast-growing demand for cloud-based human resources applications. At the same time, many SAP customers want to continue to run their core HR system on-premises while adding cloud-based edge apps such as talent management, recruiting, and learning management.
Recent news European Companies Select SAP and SuccessFactors to Simplify and Drive Future Growth make it very clear the over the popularity of SAP on Clouds specially in HR line of business.
For similar reasons it is always worth to visit the important event HR2015 for organization who is using SAP and SuccessFactors solution to drive their HR.
I have tried to mentioned here some of the discussions on Cloud for HR strategy, Customers and Technologies by some key people.
Ettling also discusses SAP’s role in delivering tools for on-premise and cloud integration, how SAP HANA and SAP Fiori fit into this move to the cloud, and the new perspective on service delivery for vendors in the cloud vs. the on-premise world. He also explain different approaches of Cloud options, future option in SuccessFactors with HANA and Fiori. And moreover importance of service delivery in terms of cloud approaches where he mentioned the challenges of Service delivery for Cloud which is more depend on outcome.
The future of HR is in the cloud, but not everyone is moving there at the same pace. To win the game, you have to make the right choices — avoid the snakes and find the ladders. That’s the idea behind the HR 2015 keynote address by Mike Ettling, President: HR Line of Business, SAP/SuccessFactors.
Ettling shared SAP’s solution strategy across cloud and on premise, including views on moving to the cloud and why rip/replace is not always the right answer for current SAP customers. Watch this keynote presentation as Ettling takes you through innovations relating to integration across your IT landscape, managing your entire workforce, including contingents, how you’ll benefit from SuccessFactors running on SAP HANA, and how SAP is taking user experience to new levels with SAP Fiori.
David Ludlow, Group Vice President, SAP Labs, shares insights from his discussions with SAP customers at HR 2015 on moving to the cloud, including:
- Understanding the least disruptive move to the cloud
- Evaluating the state of current HR solutions and how that impacts next steps
- Concerns about security and data privacy
- Taking a modular approach to cloud adoption
A couple of notable points from his interview from the conference in Las Vegas:
On cloud security:
Many customers have concerns about data privacy, security, all those different aspects of keeping that information secure. But if you think about it, the cloud has been around for a long time in HR, and it’s not just with HR vendors like SuccessFactors, but it’s in payroll outsourcing.… Payroll is really one of the most sensitive areas of all of HR data. Customers have been doing this … for a while…
This is one of the benefits, I think, that cloud brings to organizations in the HR area. We take responsibility as cloud vendors for data privacy, for security. We obviously have to maintain and deliver that security… on behalf of all of our customers. So in some ways, we are as good as any of our customers, if not better, because we’re having to do it for 4,000 customers we have in the cloud.
On a starting point for core SAP customers:
You can implement Performance Management without implementing Learning. You can implement Recruiting without implementing the core HR system called Employee Central. So it’s very modular, which means customers can start where they have the biggest pain points or need the fastest return, and then build up the longer-term blueprint for where they need to go and when they need to get there…
We can enable customers … to really look at that landscape: My core HR on-premise may be working absolutely fine, and that’s not my biggest pain point. I may be interested in Recruiting, I may be interested in Performance Management, Compensation, whatever it might be. That’s one of the unique things we offer is this ability to – especially for SAP customers – continue to leverage those typically very significant investments that they made in those on-premise solutions and get started with the cloud with, say,
Performance Management, Recruiting.
But once again, we give them the opportunity to start and focus on where they have the biggest pain point and need the fastest return.
View the entire interview for more insights from David Ludlow on his discussions with customers from HR 2015.
The four panelists shared their insights on cloud trends specifically for HR teams, with a special focus on analytics, compliance, forecasting, collaboration, mobility, and security for HR data.
The panel also offered tips for HR teams on making the business case for cloud innovation, where to look for ROI – particular in workforce analytics and talent management – and practical advice on tangible measures of savings and performance improvement. Learn from the panelists’ experience about drivers for cloud projects and adoption, how cloud projects are different from traditional HR implementations, concerns about cloud security, and changing IT and HR roles in cloud implementations.
The growing trend is for HCM functionality to be a much more integral part of a company’s strategy. It has been seen strong co-operation between IT, HR and finance and that would like to be continue. HCM will evolve into a more interconnected solution and will include a focus on connecting people to the data they need to make decisions. And overall, the model seems to work well and there is still plenty of opportunity for HR/IT and cloud suppliers to work closely together to improve the service for all.
But still one question will always knock on the door that How will HCM Cloud products evolve in coming years?