Why use CLOUD technology for your HRIS? What are the advantages ?
SaaS (Software as a Service) provides access to a complete range of services, delivered by a supplier, accessible via a simple Internet connection. This technology brings real flexibility to the HRIS and allows you to increase the performance of your HR teams.
With cloud technology, HR data can be processed via any medium connected to the Internet.
According to this McKinsey diagram, there are 12 "disruptive" technologies.
Most companies that have implemented one or more of these technologies at the heart of their processes are experiencing strong growth (much higher than normal).
Some figures from IDC on the dynamics of SaaS from 2016 to 2020 :
By adapting to societal changes, organizations are differentiating themselves and becoming more competitive. These transformations are not limited to large companies, SMBs can also implement these new technologies..
The SaaS HRIS is a booming market. According to the HRIS Observatory: "HRIS continues to evolve and the arrival in force of new themes around SaaS is confirmed. Not a single day goes by without talk of Core HR, repositories in SaaS mode, etc."
SaaS allows all employees located on different sites to exchange information and responds to the problems that can arise in telecommuting.
By freeing themselves from technical constraints, your HR teams can fully focus on their core business.
Implementing a solution in SaaS mode in the Cloud within the HRIS allows to :
- Reduce time and costs
- Minimize maintenance actions
- Be able to use a professional work environment, accessible by all employees, without physical constraints (whether for talent management, compensation, training, administrative management, etc.)
- Strengthen the security of its resources (avoid the loss of documents, better response to malicious attacks, etc.)
Succeed in your HRIS transition to Cloud technology
In order to implement Cloud technology at the heart of your HRIS, it is advisable to take a step back to visualize the implementation of this solution in optimal conditions.
You can start by reviewing your current processes (personnel management, recruitment, talent management, etc.) to identify those that pose the most problems, whether in terms of cost, time, organization, complexity, etc.
By listing the processes to be improved by priority, you will more easily determine the ideal type of SaaS for your HR teams.
When you select your solution, take the time to compare them. Write a list of questions that address your most pressing issues, to highlight the unique benefits of each solution.
Here's an example of questions you can ask yourself :
- How quickly is SaaS deployed?
- Which companies is it aimed at?
- What are its main advantages ? What are its drawbacks ?
- Is it adapted to the needs of my HR employees?
- What are the implementation and licensing costs?
- What is the scope of configuration ?
- Is the implementation modular ?
- Is the data secure ?
Once you have decided on the solution to adopt, you then need to focus on managing the project, by scoping, configuring, accepting and deploying it, not forgetting the support of employees over time. This last phase is vital to the success of your Cloud transition.
What are the reasons why organizations are using Cloud / SaaS technology in their HR processes?
According to this PwC study, companies broke down as follows :
- 64% (of them): wanted to have less dependency on the IT department
- 63%: wanted to reduce their property costs
- 45%: wanted to accelerate all their business processes with SaaS
- 33% : aimed to access all their business processes on mobile
- 29% : aspired to have some sort of catalyst for change in the form of SaaS
We hope this article has given you some insight into SaaS HRIS, and a better understanding of the value of using cloud technology in this environment. Have you already deployed this type of HR software in your company ? Or are you about to do so ? Feel free to share your experiences and questions in the comments !
