It is safe to say, “Cloud Computing” is the next BIG THING and has reached the point where it is time for demystification. Cloud technology is transforming the world at a greater pace. The technology has even made a remarkable entry in some of the renowned enterprises, and ended up with noticeable results. Let’s first understand what exactly “Cloud Computing” is, followed by the top benefits of Cloud Solutions in Human Capital Management.
There are still questions and doubts floating around in the minds of top talent acquisition leaders about “Cloud” adoption for their enterprise, and they are keen to understand how a cloud can bring value to their company. Although, the EARLY ADOPTERS in Human Resources are already scaling new heights with cloud whether it is a career site or data analytics.
What is Cloud Computing?
It is a computing resource delivered as a service over a network connection. It does not deploy any local or personal hardware and software, rather relies on sharing a pool of physical or/and virtual resources.
One of the primary characteristics of cloud computing is the FLEXIBILITY it offers through scalability. This refers to the ability of the system to scale and adapt to changes in workload. Cloud technology ensures that the level of available resources is as closely matched to present demand as possible.
With Cloud Solution, the end users pays only for the resource they uses and so sidesteps the expense and inefficiencies of any used capacity.
Cloud computing is primarily categorized into the following three categories based on the management and security required in cloud deployments:
1. Public Cloud
It is a cloud shared across their client base and accessed by them via “Public Network” as its infrastructure and services are hosted off-site by a cloud provider.
2. Private Cloud
Private Cloud is accessible for only ONE CLIENT. It uses pooled services, and infrastructure maintained and stored on a private network whether virtual or physical.
3. Hybrid Cloud
As the name suggests, it combines both private and public cloud elements. It allows organizations to segregate their cloud operations into public and private networks based on the sensitivity of the information.
Top 5 Reasons Why HR leaders must adopt Cloud Computing
For several Human Resource enterprises, the move to cloud technology is inevitable. Cloud is empowering HR to be more strategic and employees to be more productive. However, this does not imply that everyone fully comprehends its BENEFITS.
Cost is the most common reason that organizations look up to cloud-based Human Resource Management Systems (HRMS). The cloud computing model has the best ROI (Return on Investment) because of its efficiency, user-friendliness, and portability.
Human Resource Management in-the-cloud can help HR leaders to solve their requirements with One-Click solutions. Instead of spending a great deal of money and time on implementations of new features. Self-service add-ons and tools empower team administrators to adjust the software elements as needed.
HR leaders select from the features that they need as the cloud SaaS (Software as a Service) offers up a customized approach. This means companies can put behind all the severe limitations of single implementation that they experienced in past.
Comprehensive Reporting is an essential feature included in cloud-based HRM solutions. Efficiently organize all HR data for better analysis, future references, and decision making. It is an excellent visual tool for communicating the trends and progress in your HR department.
An impeccable cloud Human Resource Management System is the one that can flawlessly “talk to other typical applications and processes”. A well-built HRM offers seamless integration with existing HR systems.
In past three years, the cloud-based HRMS strategy became more widely adopted. The rapid evolution of cloud technology is clasping, even more, Human Resource activities than conventional models, leaving recruitment leaders to spend a majority of time on consulting and advising executives on people-related strategies.