Advancement of Human Resource Management with Cloud Computing Shyam Nandan Kumar 1, Shyam Sunder Kumar 2 1 M.Tech. Computer Science and Engineering, LNCT, Indore, MP, India, shyamnandan.mec@gmail.com 2 MBA, Marketing,Oriental College of Management, Bhopal, MP, India, shyamfromgaya@gmail.com Abstract In Human Resource Management, Cloud Computing has been gaining momentum over the last few years. Today HR is more about strategic outcomes, performance measurement and management workforce planning, engagement and retention. In order to enhance the organization performance, this paper proposes Advancement of Human Resource Management with Cloud Computing. The proposed mechanism uses Cloud based model for human resource management to enable users to access resources depending on the predefined criteria. Making Human Resources more efficient with the Cloud, the proposed model dynamically select a computing resource by a service request and assists us in the complex and strategic process of managing the crucial enterprise functions. Keywords: Cloud Computing, Human Resource Management, SaaS. --------------------------------------------------------------------***---------------------------------------------------------------------- 1. INTRODUCTION Cloud computing is a model of network computing where a program or application runs on a connected server(s) rather than on a local computing device such as a PC, tablet or smartphone. The cloud computing model allows access to information and computer resources from anywhere that a network connection is available. Cloud services allow individuals and businesses to uses software and hardware that are managed by third parties at remote locations. Examples of cloud services include online file storage, social networking sites, webmail, and online business applications. The major models of cloud computing service are known as software as a service, platform as a service, and infrastructure as a service. These cloud services may be offered in a public, private or hybrid network [1]. Organizations are becoming more interested in the effects of cloud based services as sharing valuable information with and between organizations is made easier and the deployment of new technology based services is made simpler. The cloud also focuses on maximizing the effectiveness of the shared resources. Cloud resources are usually not only shared by multiple users but are also dynamically reallocated per demand. This can work for allocating resources to users. Human resource management (HRM or simply HR) is a function in organizations designed to maximize employee performance in service of their employer s strategic objectives [2]. HR is primarily concerned with how people are managed within organizations, focusing on policies and systems [3]. The role of HR managers in the present days is keep on changing with the new technology and changing policies with that technology. For any organization human resources is of paramount importance. Cloud computing in HR has met with success because of significant value adds in terms of scalability and flexibility. It s making HR more agile, affordable and most importantly extremely efficient, resulting in tremendous savings to organizations. Business implications aside, cloud computing is revitalizing traditional HR processes allowing managers to respond to critical issues with far greater accuracy. The cloud computing marketplace has taken off in the last few years expanding the options for both IT and HR to support HR service delivery because many Software-as-a- (SaaS) and cloud computing options cost less and are faster to implement than large enterprise systems. SaaS helps to transform HR at the most critical point of change the interaction of end users with HR services, such as recruitment, screening, predictive analytics, performance management, payroll, time, and attendance or workforce management. Enterprises with large-scale cloud implementations may require more robust cloud management tools that include specific characteristics, such as the ability to manage multiple platforms from a single point of reference, include intelligent analytics to automate processes like application lifecycle management. To improve the overall performance of the organization, the paper proposed cloud based HRM model for optimal selection of resources. Special Issue June-2014, Available @ http://www.ijretm.com Paper id - IJRETM-2014-SP-048 1
In this paper sections are organized as follows: Section 2 reviews some related works. Section 3 describes proposed protocol. In section 4analysis of proposed technique is presented. Section 5 concludes the paper and presents avenues for future work. 2. RELATED WORK In recent years, the research areas on use of Cloud Computing in Human Resource Management have gained more and more attention. Companies have new options for deployment models (public, private, and hybrid clouds),as well as for service models (SaaS, platform as a service, and infrastructure as a service). These options offer varying benefits in terms of efficiency, availability, scalability, and speed of deployment. A cloud management system is a combination of software and technologies designed to manage cloud environments [4]. Study of Datta, Islam AR, Mukharjee AK and Kander D [5] suggest a solution to Human Resource Management system based on cloud computing which try to simplify the web services rendering and based on the analysis of Human Resource Management and information system requirements for numerous enterprises. Scalability of efficient and dynamic workload distribution in autonomic cloud computing [6] was proposed by SK Sah, and SR Joshi. This concept was based on scale up the workload distribution dynamically and efficiently for cloud environment. They integrate autonomic computing principals for automatic workload distribution through distributed decision in cloud. Entire scenario was demonstrated based on cloud computing where individual resource allocated to the users (consumers) processes. Cloud model based developmental evaluation method for human resources [7] was given by Wu Hua-jian.It uses three digital characteristics of cloud to realize the transformation between qualitative concepts and quantitative expression. Peter Ross and Michael Blumenstein [8] analyze the impact of Cloud technologies on management practices and business strategies. It considers the role of human resource management (HRM) departments in supporting the organizational changes required for the introduction and integration of Cloud business strategies. It utilizes the resource view of the firm and transaction costs economics (TCE) to support the analysis. Cloud business models require organizations to focus on the nexus of business strategies and information and communication technology (ICT) capabilities. Anne Ozzimo and Jay Richey [9] suggests pros and cons of HR applications in the cloud which gives the idea about which applications and cloud delivery models make the most sense not just for the HR organization, but for the company s industry and business model also. While companies have made great efforts to streamline processes and technology, many times those efforts have not extended to the delivery of HR services. But now HR, business needs, and technology are converging to create a unique moment in the history of HR transformation. Business leaders need improved HR delivery models to enable better decisions and growth. In order to make the business more expendable, in the paper, inspired by above related work, we propose a novel approach for Human Resource Management where services are based on cloud. 3. THE PROPOSED SCHEME Cloud computing represents a potential paradigm shift in how organizations access and use information, communication and technology services. This paper attempts to fill this gap in the literature by examining HR issues related to managing IT workers within organizations adopting Cloud computing strategies. In this section, we establish Cloud based HRM model first. And then resource selection technique is given for optimal service management for Cloud based HRM model. 3.1Cloud based HRM Model Consider the Cloud based HRM model, which is shown in Fig. 1. The Agent will call or query for require service that is HRM Web through the HRM Web Portal and will submit the data. On successful data-submission, the HRM Web will respond on user s requirement and through Web Port will go to the Database where relevant information is kept.web Portal is not a service, it is an interface through which the users are performing the tasks and Web Port can be said as a Special Issue June-2014, Available @ http://www.ijretm.com Paper id - IJRETM-2014-SP-048 2
connectivity system. While pulling the data from Cloud Storage through Web Port and with the data feed by user, the Web service (HRM) performs the implementation and generate required report that are fetch by users. On the other side there is a Configuration Management web portal through which the configuration manger will be monitoring the data base (Cloud Storage) that stores the data and information of Human Resource Management. For example if there is a need to change or update the information or data for income tax or provident fund in data base, then it will be the work of configuration manager to do such operation. testing manager is required for the validation purposes; verification of data will be performed before the data are fetched or entered to the database completely, so that the probable for occurrences of error will be less. Our System Web Portal has four types of services like: HRM Web for implementation Validation for testing Configuration Management services HRM service for agents HRM Web Web Port Cloud Storage HRM Web Configuration Management Validation Agent Configuration Management Testing Manager Fig.-1: Cloud Based HRM Model 3.2 Resource Selection Technique In this section, we discuss the resource selection mechanism for optimal service by HRM as shown in Fig.-2.End-user s service request flows from cloud service abstraction layer to resource allocation layer as top-down approach. Here cloud service abstraction layer accepts the request from end-user and sends it to resource manager. The load of each resource is managed using typical load balancing or load sharing concepts of distributed network. Specific resources are selected as per thepredefined criteria. requests are generated by the end-users. 1) Cloud Portal: This module contains all the logic for receiving and assigning the user based requests.every service acts as a specific interface. Cloud services are arranged together in sub-systems based on semantic view of each service. 2) Resource Manager: It receives output from Cloud portal and allows system to analyze, monitor and anticipate the utilizations and performance of the cloud based HRM services. Manager handles cluster-specific resources. Resources are utilized in a cost-effective manner as per the requirement of users. 3) Configuration Management: This module manage all type of internal configuration and able to handle workload during cloud service. Special Issue June-2014, Available @ http://www.ijretm.com Paper id - IJRETM-2014-SP-048 3
4) Resource Handler: It is responsible for checking whether the resources are available or not. If yes, then selection is done based on available resources. Enterprises should recognize emerging cloud capabilities and take advantage of new service offerings, such as more nimble, flexible, and affordable architectures. Navigating the options, assessing the opportunities and risks, and migrating to the appropriate SaaS environment can enable organizations to position themselves for future adoption of additional HR capabilities. Cost savings from accelerated implementation are redirected to other elements of HR transformation The latest HR trend is to migrate myriad systems to a single, global HR solution that can help professionals better manage a widespread workforce. At the same time, HR professionals are laser-focused on selecting innovative approaches that go beyond the latest menu of faster and cheaper cloud-based options. End-User 1 End-User N Cloud Portal Resource Manager Configuration Management Resource Handler Resource 1.. Resource N Fig.-2: Resource Selection Technique 4. ANALYSIS OF PROPOSED TECHNIQUE There is no much empirical research on cloud computing. The present study is carried on with the help of few related studies and in the context of HR managers role in cloud computing but it contributes a accrued knowledge by studying different companies reports on cloud computing and its evolutions, contributions, implications, on different departments of the organization especially in HR section and its managers. Special Issue June-2014, Available @ http://www.ijretm.com Paper id - IJRETM-2014-SP-048 4
8 6 4 2 0 Advanced Medium lower Fig.-3: IT Cloud Survey Graph Competitive advantages gained by the HR managers in a Cloud implemented environment is shown in Fig.-3. The following competitive advantages can be gain by the companies with the use of cloud computing technology. Globalize of workforce on the cheap. People worldwide can access the cloud, provided they have an Internet connection. Reduction in capital costs. There s no need to spend big money on hardware, software or licensing fees. Increased Speed of Implementation and Updates. Cloud capabilities can often be implemented in a matter of days or weeks, instead of months. Streamline processes. Get more work done in less time with less people. Improve accessibility. You have access anytime, anywhere, making your life so much easier. Portability. Cloud computing opens up a wider range of options for working remotely and on-the-go. Home, a separate company location, jobsite, anywhere there is an internet connection becomes an office. Monitor projects more effectively. Stay within budget and ahead of completion cycle times. Productivity and Innovation. The ability to have the latest and greatest in software and technology, ease of collaboration with other employees and users, as well as the mobility to work anywhere at any time, the possibilities become limitless. Reduction in spending on technology infrastructure. Maintain easy access to information with minimal upfront spending.pay as weekly, quarterly or yearly based on demand. Find the right people and optimize their performance and secure the employee data with robust security tools. Reduce training time with software that is easy to use. Workforce Planning. Manage risks related to global talent shortages or an aging workforce. With the outcome of the study, HR managers would able to understand concept on could technology and in adoption in their organization and new things to existing literatures. 5. CONCLUSION AND FUTURE WORK Selection of best resource is one of the most important assets for every organization. Optimal HR Management is the guarantee to achieve competitive advantage for the organization. This paper provided Advancement of Human Resource Management with Cloud Computing. According to our proposed Cloud based HRM model, systems make the HR function more efficient, better informed and better able to accurately communicate how it adds value to the organization. The proposed system model performs tasks, calculations, accurate searches, and many other complex operations in optimal way. This paper attempts to fill this gap in the literature by examining HR issues related to managing IT workers within organizations adopting Cloud computing strategies. In the future, we can work on more business application based on Cloud. Special Issue June-2014, Available @ http://www.ijretm.com Paper id - IJRETM-2014-SP-048 5
6. REFERENCES [1]. "What is the Cloud?. University of Michigan. Retrieved 15 January 2014. [2]. Johnson, P. (2009). HRM in changing organizational contexts. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 19-37). London: Routledge. [3]. Collings, D. G., & Wood, G. (2009). Human resource management: A critical approach. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 1-16). London: Routledge. [4]. Definition: Cloud management, ITBusinessEdge/Webopedia. [5]. Datta, Islam AR, Mukharjee AK and Kander D, Cloud computing: A solution to Human Resource Management system Radar, Communication and Computing (ICRCC), 2012 International Conference onieee, 21-22 Dec. 2012, pp. 176 179. [6]. SK Sah, and SR Joshi, Scalability of efficient and dynamic workload distribution in autonomic cloud computing, IEEE Issues and Challenges in Intelligent Computing Techniques (ICICT), 2014 International Conference on, 7-8 Feb. 2014, pp. 12-18, Ghaziabad. [7]. Wu Hua-jian, Cloud model based developmental evaluation method for human resources, IEEE International Conference on Management Science and Engineering (ICMSE), 2012, pp. 1288 1294, Dallas, TX. [8]. Peter Ross and Michael Blumenstein, Cloud computing: the nexus of strategy and technology, DOI:10.1108/JBS-10-2012- 0061, Emerald Group Publishing Limited. [9]. Anne Ozzimo and Jay Richey, HR in the Cloud: Bringing Clarity to SaaS Myths and Manifestos,April 2011, an Oracle White Paper. Special Issue June-2014, Available @ http://www.ijretm.com Paper id - IJRETM-2014-SP-048 6