Selecting HR software: what you need to know about technology

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1 Selecting HR software: what you need to know about technology

2 Selecting HR software: what you need to know about technology Rob Moss Editor Personnel Today David Brown David Brown Business Consultant Cezanne HR Business Consultant Cezanne HR Dr Richard Sykes Dr Richard Skykes Independent Strategic Cloud Advisor and Assurer Independent Strategic Cloud Advisor and Assurer

Business Consultant Cezanne HR Dr Richard Sykes Dr Richard Skykes Independent

3 The Cloud: Putting the Human back in Human Resource Management Dr Richard Sykes Independent Strategic Cloud Advisor and Assurer

4 The Cloud: New Freedoms for Action Not a technology agenda a human resources services agenda Services that can be designed from the way that people intuitively work consider social media! [and remember that the smart phone now Rules OK!] Services that can be designed to both meet the enterprise s need to manage its human resource effectively & efficiently while responding to the need of employees to be engaged, take personal responsibility Services that can both be inwardly focused as an integral part of the enterprise s management processes while also outwardly focused to enable effective human resource development & recruitment Selecting HR software: what you need to know about technology

] Services that can be designed to both meet the enterprise s need to manage its human resource effectively & efficiently while responding to the need of employees to be

5 The Cloud: New Freedoms for Action [With lower costs / lower costs of change] Not a technology agenda a cost competitive human resources services agenda Underlying operating costs significantly lower than those of previous generations of HR systems Real time integration with other enterprise back- and front-office systems straightforward to achieve Reshaping services to meet new requirements also straightforward: agility = lower costs of change Interactive front ends designed as both simple & intuitive, raising management & employee productivity Selecting HR software: what you need to know about technology

front-office systems straightforward to achieve Reshaping services to meet new requirements also straightforward: agility = lower costs of change

6 The Cloud: New Freedoms for Action [With integral security, privacy & compliance] Not a technology agenda a secure human resources services agenda Designed to operate with effective overall e-security/cybersecurity Designed to protect individual employee privacy while enabling their active involvement with HR Designed to fully meet data privacy regulatory requirements and best practice Selecting HR software: what you need to know about technology

Designed to protect individual employee privacy while enabling their active involvement with HR Designed to

7 The Cloud: New Freedoms for Action [and there is a technological agenda!] There is a technology agenda delivering this contemporary HR services agenda Advances in microchip technology endlessly reducing the unit cost of computing From the box in the broom cupboard to the large scale data centre The highly automated services factory the core of the Cloud The same revolution is impacting on telecoms, networks, devices.. Telecoms services (/Internet) reach & capacity endlessly on the up world of WiFi! Enabling the Laptop, the Tablet, the Smart Phone - the great mobility revolution The services factory: data storage, data processing, networking processes These underlying capabilities are Infrastructure: when delivered as a Service - IaaS Integration with i.e. cybersecurity: the Platform delivered as a Service - PaaS Selecting HR software: what you need to know about technology

large scale data centre The highly automated services factory the core of the Cloud The same revolution is impacting on telecoms, networks, devices.

8 The Cloud: New Freedoms for Action [technology transforming the commercial!] There is a technology agenda rewriting the commerce of contemporary HR services Practical applications written as Software and delivered as a Service - SaaS Apps on Smart Phones & Tablets? Computing on the phone, data out in the Cloud So how do you get your computing done? On-Premise - Your boxes (servers), and you manage them (and their security )! or Co-Locate rent servers in a services factory - that are yours alone or Source your computing services from a shared Public (multi-tenanted) factory or Run a blend of the above so-called hybrid And your software? Cloud native (specifically written for use in the Cloud!) delivers best performance In SaaS, all users are serviced simultaneously with the same base software code [which the Supplier seamlessly updates at regular intervals..] Built in tools for self configuration base code is not touched Selecting HR software: what you need to know about technology

Computing on the phone, data out in the Cloud So how do you get your computing done? On-Premise - Your boxes (servers), and you manage them (and their security )!

9 The Cloud: New Freedoms for Action [technology transforming the operational!] There is a technology agenda rewriting the commerce of contemporary HR services Software written specifically to be managed in the Cloud Cloud native to express the real experience of how things are done in practice Designed from the users point of view, with easy to use, responsive interfaces tools that allow you to configure interfaces to meet your specific needs Services factories where the expertise is in running the factory effectively & efficiently and securely, and meeting data privacy requirements Services paid for as sourced IP generally now charged in the service (vs. software licences) For core back office and front office services today s best practice lies in (Cloud Native) SaaS! Selecting HR software: what you need to know about technology

are done in practice Designed from the users point of view, with easy to use, responsive interfaces tools that allow you to configure interfaces to meet your specific needs Services factories where

10 Thank you! Dr Richard Sykes Independent Strategic Cloud Advisor and Assurer

11 SaaS, Mobile & Responsive Design David Brown Business Consultant at Cezanne HR

24 Pretender v Contender SaaS Pretender Significant upfront costs 10k or more Customised or configured by vendor Updated on request - usually infrequently Updates may require downtime and cost extra Customisations may be lost Offer on premise, private Cloud or public Cloud SaaS Contender Minimal set up costs sometimes zero Configured by customer and/or vendor Updated automatically - usually frequently No disruption to service, and no extra cost. Configurations always protected Only in the Cloud Copyright 2015 Cezanne HR Limited

29 The future of HR tech is here... but not everything is as it appears. Too many vendors today are seeing an opportunity to make big profits in software-as-a-service by taking advantage of client naiveté and simply rebranding older deployment models as SaaS, on-demand, or Cloud. These solutions inevitably fail to live up to customer expectations. Copyright 2015 Cezanne HR Limited

30 Selecting HR software: what you need to know about technology Rob Moss Editor Personnel Today David Brown David Brown Business Consultant Cezanne HR Business Consultant Cezanne HR Dr Richard Sykes Dr Richard Skykes Independent Strategic Cloud Advisor and Assurer Independent Strategic Cloud Advisor and Assurer

31 Questions?? Rob Moss Editor Personnel Today David Brown David Brown Business Consultant Cezanne HR Business Consultant Cezanne HR Dr Richard Sykes Dr Richard Skykes Independent Strategic Cloud Advisor and Assurer Independent Strategic Cloud Advisor and Assurer

Making HR Simpler. A Guide to HR Software in the Cloud

Making HR Simpler. A Guide to HR Software in the Cloud Making HR Simpler A Guide to HR Software in the Cloud Index Introduction 3 Everyone Wins 4 What is the Cloud and where does SaaS fit in? 4 What are the benefits? 5 Food For Thought 7 Questions to Ask 8