When working on a Cloud solution, your saved data is not stored locally but is typically held in a Cloud server accessed entirely through the HR Cloud software. However, one of the benefits of Cloud HR solutions is downloading data at will.
Some of the tasks that HR Cloud computing software allows you to handle online include managing employee data, payroll processing, and benefits administrative tasks. Business owners will enjoy managing and tracking absences, time tracking, shift planning, recruitment, a performance management system, and goal setting.
A wide range of HCM (human capital management) processes can be moved directly to the Cloud and are especially user-friendly.
Cloud-based HR systems allow you to take all of the core HR needs and processes that your HR departments do on-premises and enable them to do it online with actionable insight. These processes include performance management, employee management, and assessing the employee experience better.
HR and business leaders can perform these tasks by accessing the Cloud solution software through specific login details tied to your account and all of your data.
Pros and Cons of HR Cloud Software
Hopefully, you now have a good idea of what, exactly, HR Cloud software is and the kind of tools that it allows you to access online. However, you may be wondering what, exactly, the benefits of Cloud HR systems are for mid-sized and large companies.
Anyone running a business or managing a team wants to ensure that they will get a return on investment if they subscribe to new technologies. As such, here we're going to look at the advantages that a Cloud HR solution has to offer, as well as some drawbacks you might want to consider.
The nature of an HR Cloud-based system makes it much more functional than a standard HR system for various reasons. It allows your team to access a whole suite of different human resources tools, including payroll, absence management, shift planning, and much more in one interface.
The shift from paper-based and localized HR reporting to an all-in-one HR suite allows people leaders to complete work without as much waste. It also allows them to access and update data on the fly, wherever and whenever the situation demands it.
This people strategy can be helpful for, as an example, updating performance assessments on the job or assessing compliance risk.
A good Cloud HRMS suite will have innovative features that your on-premises systems do not and will be much more suited to modern working needs than most pen-and-paper manual processes. This intuitive user interface includes payroll and scheduling, performance reviews, onboarding process, applicant tracking, and much more.
One of the significant innovations of Cloud HR management software is how it allows your team to automate the manual processes that contribute directly towards their goals. As such, they can spend more time on work that makes a more significant difference and make their workflow much more efficient while lessening tedious HR processes.
However, a Cloud HR solution isn't more innovative than on-premises software by any set degree. It is infinitely more resourceful as any changes or updates made to the system do not have to be downloaded in patches or added on as new modules.
When new employee systems are added, they are installed on the developer's side, and you have instant access to them the next time you use that workforce management software.
One employee performance problem that many businesses are likely to run into at some point or another is connectivity issues. You're suddenly unable to access the software your team needs to get their job done because your hardware is down or you have lost access to the internet.
Cloud HR software is much more reliable because your team can simply switch devices, or device locations, connecting to them from another network. So long as they have the correct login details and authorization, they can access the same employee record tools they use and the same data they have been working with.
HR Cloud software is inherently flexible, allowing you to access only the employee self-service tools that you need, adapting to your current employees as they use them. One of the ways they do this is by providing scalability. Many of the top HR Cloud software suite providers give you the option of choosing packages that suit employee systems.
When your needs change, you don't need to change providers or reduce your workforce productivity. When you select a new package, you gain access to the new modules or features while still keeping all your data and the tools you and your engaged workforce are already used to.
The working world is changing, as is employee relations management, and the way remote teams do their jobs is as flexible as the new mobile workforce wishes it to be. As such, companies must meet the needs of employees who are not accessing their work in the same way.
Accessibility is key to the HR Cloud software approach. It allows remote teams to access the work they need to do from any supported device, from any location, and on any connection, so long as they have the login details and are authorized by the account manager. As such, whether they work from home, on the road, or elsewhere, they can get their job done.
This accessibility is key to some of the HR processes your team needs to take care of, allowing you to improve employee engagement and the employee experience while reducing the potential for human error. Employees can use this software to manage the entire employee lifecycle.
Interfaces & Integration
HR Cloud software is built to be accessed through the net, meaning that its design typically benefits from the user interface expertise that makes it as easy to use as possible.
Furthermore, many businesses use various tools that transmit and share data, eliminating the need for manual data entry as the process is automated. HR Cloud software is regularly updated with new integrations to ensure it integrates with the tools you are already using.
You can even enjoy an integrated payroll and health insurance system if your Cloud-based HRIS caters to such services. Having a flexible payroll and automated health insurance benefits at hand makes midsize businesses' operations smoother.
Switching over to this intuitive user interface is then much easier.
Of course, the bottom line always has to be considered when investing in new technologies or modalities of work. As such, cost-effectiveness is built into Cloud HCM software. It's a far less costly process using HR Cloud software on a subscription than paying for expensive software download licenses.
What's more, when you work with on-premises software, you generate many company documents that typically have to be saved locally, which becomes quite a costly process.
These tedious HR processes can increase the expenses associated with storage hardware, such as hard drives. This traditional aspect of people management is just one example of the additional costs of increased on-premises software.
Of course, there are drawbacks to any change in technologies or workforce productivity. Training and onboarding to work with Cloud software may be necessary for your human resources team, which can take some time and investment.
Teams Must Always Stay Connected
Connectivity issues might not be a common issue in the modern working world. But suppose you're working in an area where you don't have access to the internet. In that case, you aren't going to have access to the tools or company documents on the Cloud or any advanced employee performance management services, for that matter.
A mobile workforce that travels often will have to preempt any potential connectivity issues.
Unforeseen Subscription Circumstances
One unexpected company news update when using an all-in-one HR suite would be a hardware overhaul due to an HRIS system's upgrades. Service providers might also decide to increase the subscription fees of their cloud-based HR systems.
One way to manage potential extra costs is to go for one-time subscription payments for your Cloud-based system of choice.
You might find that your traditional software is incompatible with some Cloud-based HR systems. A larger business typically uses many different software as a service (SaaS). Even midsize businesses must ensure that a typical app for employees can be integrated with the overall Cloud-based system.
This accessibility extends to mobile apps too. Mid-sized and large companies must select the most comprehensive Cloud-based HR software.
Then there are the recruitment process concerns. Midsize businesses will often work with third-party recruitment firms whose software might not integrate your own, and their distinct user sets might clash with yours.
Lastly, you must make an extra effort to ensure that your data is safe when using Cloud-based software.
Reputable developers will have many security measures in place, but you need to ensure that your entire employee lifecycle consists of secure devices and networks.
For instance, it's not recommended that employees access sensitive data through Cloud software if they are on a public network or don't have security features like anti-malware and firewalls installed.
Managers should not hesitate to spend as much money as needed for a foolproof security system. Modern hackers have become lethally capable and insidious in their means, and you never know when your business and employees might be taken advantage of.
How Saas HR Services Lighten The Admin Load
While talent management and employee satisfaction are important considerations when using a SaaS HR service, its specific toolkit benefits administration needs the most.
This Cloud-based solution ensures that processes like ordering job applicants and attendance tracking have the best automated support possible. We know by now that automated HR processes make employee management tasks less of a strategic burden, but what about boosting employee skills and managing employee turnover?