Cloud computing has a lot to offer commercial enterprises, but it might not have been as quick to appeal as much to human resources (HR) as some other branches of business.
However – this trend might be changing, as an increasing number of organisations switch onto the benefits of HR systems which are cloud-based. In this blog, we nail down a definition of cloud computing, discuss its impact on HR, and run through some of the main cloud computing benefits which are appealing to HR departments. Read on!
What is cloud computing?
Cloud computing facilitates the delivery of various services via the web. Resources can include applications and tools; from software and networking to servers and databases. Cloud base storage is an alternative to storing files on a hard drive or storage device, allowing users to save items to a remote database. This means that files can be accessed from anywhere, so long as there is web access.
Cloud computing and HR
Cloud computing is enhancing general processes in HR, helping professionals to fill vacancies within their company, and fulfil duties related to existing employees at an organisation. But how exactly is cloud computing benefitting HR in 2020? Let’s go into more detail on the various advantages cloud is offering HR.
– Flexibility and agility
Organisations looking to improve their adaptability can benefit from the added flexibility which is offered by the cloud. We live in an age of mobile communications, and so giving users the option to access a system from anywhere can be a major step forward, leading to increased productivity and efficiency. Cloud can also be effective in negating the need for mountains of paperwork which are needed for standard HR tasks. This can save an HR department time, and enhance their performance by making them more responsive. Requests from the workforce can be managed faster, and from anywhere a web connection can be accessed.
– A security concern?
One drawback which can be linked to cloud computing is a perceived security risk. After all, it is HR departments which typically hold a large volume of personal information relating to employees. Thankfully, the cloud has come a long way in that regard. There are now many industry-standard security practices which make the information stored by HR teams on the cloud safer, including the ability to manage user access, the use of Multi-Factor Authentication (MFA), and the way in which managers of a cloud system are now able to log and monitor user activities using automated solutions, allowing them to detect intruders.
– Keeping up with innovation
The cloud allows companies and their HR departments to update to the latest software much more easily than with fully implemented in house systems. This makes keeping tabs on innovations possible, without the need for major investment. As and when updates become available, HR teams can select the advancements which they wish to implement. Many HR cloud solutions are available in convenient Software-as-a-Service (SaaS) packages, which make it easy to scale up or down according to an organisation’s requirements. These packages typically include a customer support function offering a wealth of technical support, advice and resources; such as SAS Support.
– Easy to implement
Setting up cloud solutions can be far easier than other types of HR systems. This is because all that’s needed in many cases is an installation and migration process, which can be done in a matter of minutes. Everything from payroll to benefits and recruitment can be moved to the cloud and managed simply.
– Cost counts
Because the cloud is so scalable, HR departments only pay for what they need. That means there are cost savings to be had. Services can typically be bought for a fraction of the pricing attached to a fully implemented GR system, and in many cases, you can find that it costs little or nothing to take advantage of updates which become available.
Top for training
It is typically the responsibility of HR teams to oversee training and learning programmes, as well as staff communication related to them. The cloud provides the ideal base for a portal of learning materials; including audio and video files, documents and presentations, which employees can access from anywhere.
– Make recruitment simple
Recruitment is one of the key roles carried out by recruitment, and it is also one of the most complex, relying on cross-departmental collaboration and a multi-stage process. The recruitment software available via the cloud has proven highly effective in streamlining recruitment, accounting for every single element of the process. Whether it is screening candidates, assessing applications or ‘onboarding’ new employees – you can find that HR software makes the hiring process more straightforward.
– Huge time saver
How is cloud computing able to save so much time? It’s because of the repetitive tasks which it is able to simplify. HR is a data-heavy department, and the software which is available on the cloud is excellent at breaking down this data simply – enabling its collection and organisation, as well as making it easier to access. Many tasks which were previously intensive manual jobs can now be done in a fraction of the time.
Among the laborious processes which HR automation via the cloud can handle particularly well are scheduling appointments and interviews, screening a large volume of job applications for the inclusion of a skill, and sending out email batches externally or internally. So what’s the end result of a time-saving HR automation solution? Not only are tasks done faster and more efficiently, but HR departments are then free to devote their precious time to other duties.
With cloud communication, HR has been transformed. Tasks have been simplified, insights are being gained, and companies can reduce the risk of being left behind by outdated systems. HR departments can increasingly make use of the large amounts of data which their organisations typically generate in the digital era, feeding into a smarter decision making process.
But perhaps the most beautiful thing about cloud HR is the way that the model can offer improvements to both large and small organisations, allowing growing companies to use the same technology as the ‘big boys’.