Cloud based HR solutions are inevitable, but what are the things you should be considering. Presence of IT have competed a 'social experiment' using a real cloud based HR product to determine the people related issues and business decisions required before and during an implementation. Our full booklet on the research can be obtained from our website at www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions

1. HR Horizons: Realities of the revolution
“It‟s life Jim, but not as we know it!”
Rob Scott | Melbourne | November 2012

2. As we journey into the unknown…
It‟s unlikely that you will only have 1 cloud in which you operate, even in the HR space.
We are quickly moving
Integration and data flow management will become a key risk areas and you‟ll need IT
from cloud to clouds
backing
Vendor buy-outs are
Smaller buy-outs will still occur in the short term, but they are likely to be discreet tools that
disconcerting, but
are integrated into the current offerings.
you'll be looked after
Your risk is not loosing Whilst data loss is increasingly lowering in risk owing to the size and sophistication of cloud
your data, but access operators, there are likely to be periodic breaks in service. Understanding who uses your
and who uses it “Indirect” data is important
Cloud HR tools have While at first glance the key functions may seem the same, the inclusion of other tools such
changed fundamentally as mobile, social and gamification layers require a fundamental shift in end-user involvement
Cloud HR value lies If you are moving into the cloud and want improved value from your HR solution, then you
with executive and need to challenge the hierarchical operating model – Who decides, who speaks and who acts
manager behavior need to reassessed
Is big data your next Using your HR data for analytic purposes is an important shift in how we operate, but careful
bottleneck? thought and insight needs to prevail
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3. There is a strong case to consider..
The realities are that development will follow money
• Cloud spend expected to be $13 billion by 2014
• SaaS will increase by 112% by 2013
• Reliable access
• More rapid “state-of-art” technology
• Lower cost of ownership
• Rapid time to production
• Predictability of costs
• Easy ability to scale
• Data load management better managed
by SaaS providers
3

4. “e”
Don‟t underestimate the
organisational changes
required to support a new
delivery model, the
culture impacts, the new
“talent war” and the time
warp!
”
2010 – top reasons for selecting SaaS
• Cost
• Rapid deployment
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5. “e”
Don‟t underestimate the
organisational changes
required to support a new
delivery model, the
culture impacts, the new
“talent war” and the time
warp!
”
2012 – top reasons for selecting SaaS
• “State-of-the-art” HR products • Faster access to innovation
• Cost • Higher response to customers
• Upgrades
5

6. “e”
Don‟t underestimate the
organisational changes
required to support a new
delivery model, the
culture impacts, the new
“talent war” and the time
warp!
”
Risks to take note of
• Data leakage through mobile tools
• Are SaaS providers aiming to become mini „Google's‟ ?
• Who owns your meta data
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7. “e”
Don‟t underestimate the
organisational changes
required to support a new
delivery model, the
culture impacts, the new
“talent war” and the time
warp!
”
You are not always on the current release
• Faster access to innovation
• You may be technically on the latest release, but not always functionally
• Higher response to customers
• With every update you need to consider process, procedures and change management
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8. The full research booklet will be available from our website at
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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9. The full research booklet will be available from our website at
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
1 Ready..steady..go!
Social is(n’t) the
2 driver
It’s a game, but not
3 as you know it
Who moved my
4 objective?
You’re a
5 (disa)STAR!
Anytime &
6 anywhere
Keeping it all
7 together
That’s who we
8 are…it’s our DNA
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10. 1 Ready..steady..go!
2
The speed at which we configured the
Key system created a false expectation
3 Observation that users would be as excited as the
config team
4 There are things that you can‟t change
in cloud solutions - test users‟ reaction
Key Learning more aggressively and formulate
5 responses
6 Critical
Question
How do the various software
components affect one another ?
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8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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11. 1
Social is(n’t) the
2 driver
Users who are natural content
Key generators emerge quickly and initiate
3 Observation many discussions and activities -
these key users are critical
4 Don‟t create „communication channel
Key Learning confusion‟ - users need to be clear on
the role of each communication tool
5
Is the organisation leadership prepared
6 Critical
Question
to change their style to support social
media?
7
8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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12. 1
2
Users are attracted to the names of
It’s a game, but not Key
3 as you know it Observation
badges more than the underlying
intention of the badge
4 Stratify your user groups by
age, hierarchical level and relationship
Key Learning to users - there will be distinct
5 differences you need to deal with
6 Critical
Question
Which processes are impacted by
recognition and badging?
7
8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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13. 1
2
Individual users can become
Key despondent when team members
3 Observation don‟t accept requests to support their
objectives
Who moved my
4 objective? Social objectives and goals require
Key Learning changes to management philosophy
and role definitions at all levels
5
6 Critical
Question
Will you allow staff to choose what
objectives they want to be part of?
7
8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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14. 1
2
Key Offering anonymous feedback to a
3 Observation
user creates a level of anxiety and
suspicion
4 Don‟t undermine system information
put forward by a user in defence of an
Key Learning issue(e.g. badges received) - this
You’re a
5 (disa)STAR!
undermines the tool
If performance management is
6 Critical
Question
currently not working, why will this be
different?
7
8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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15. 1
2
Key Users want to perform the same
3 Observation
functions on a mobile device as they
can on a PC browser version
4 Don‟t assume all mobile applications
Key Learning are intuitive - you may need to offer
training on the „not-so-obvious‟ features
5
Anytime &
6 anywhere
Critical
Question
Are there risks and safety issues that
mobile usage create?
7
8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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16. 1
2
The administrator role is fairly
Key straightforward in terms of typical
3 Observation tasks, and could be spread between a
number of individuals
4 Administrators are different from
Key Learning moderators who need to be generally
respected senior people
5
6 Critical
Question
What processes need to change to suit
the HR tool administration?
Keeping it all
7 together
8 Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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17. 1
2
You can‟t force users to participate in
Key all components of the tool, but this
3 Observation does create issues around
standardisation and efficiency
4 Ensure your users and managers
understand that participating on the
Key Learning social media layer is not an extension
5 of their line authority
6 Critical
Question
Will I compromise the effectiveness of
the tool without change?
7
That’s who we
8 are…it’s our DNA
Sample extract of findings. For the full research booklet go to
http://www.presenceofit.com.au/news-events/things-you-should-know-about-cloud-hr-solutions
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18. Questions
Rob.scott@presenceofit.com.au
0423 355 818
www.robertscott.com
Robscottinsyd
Booklet due for release in December 2012
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