How to spot when it’s time to move to a cloud HR system: 6 signs HR leaders may recognize
The tornado of a year that was 2020 has certainly ripped up the rulebook for how we all work, and left business leaders grappling with how to effectively manage a remote workforce with flexibility and agility in today’s shifting world of work.
For HR leaders and their teams, it’s been far from plain sailing as a result of all this change, and HR leaders have found themselves dealing with an increase in both admin and strategic work. In fact, 60% of HR leaders told us workloads have increased dramatically, in our latest research report ‘HR in the moment: Changing perceptions and expectations of HR’.
However, 59% of c-suite and HR leaders also told us they’re even more focused on digital transformation, as a result of the pandemic. HR technologies like cloud, mobile, self-service and automation have never been more mission critical, freeing up HR teams’ time from admin, to concentrate on the things that really matter – like your people, and building great experiences for them.
A cloud HR system, specifically, not only enables businesses to manage and engage their workforces remotely, but automates time-consuming HR admin, and provides actionable insights from People analytics, so that HR and People leaders can support the business to make decisions quickly.
Many organizations have already moved to cloud HR. For those who haven’t, however, here’s six tell-tale signs that you’re ready to embrace a cloud HR system, and the benefits implementing one can bring your organization.
1. Spreadsheets aren’t meeting your needs
Are the tools you’re using holding you back? While spreadsheets may have served you well in the past, over time, the data contained in them becomes overly complex, outdated, and open to data breaches. Compiling reports can take hours, if not days, eating into time you could be spent on other tasks, thanks to having to pull together data from multiple spreadsheets. With such a heavy reliance on manual inputting, mistakes are easily made.
A cloud HR system creates one central system of record, automating manual data entry, meaning your records are accurate and up-to-the-minute, giving you real insights at your fingertips in an instant – and the peace of mind that your data is stored securely and compliantly.
2. You need a HR system that can be accessed remotely
Even before the crisis, on-premise technology struggled to cope with managing a mobile, social, and global workforce. Given that the majority of desk-based employees work from home now – at least several days of the week – having an HR system that can only be accessed when in the office is no longer going to cut it.
Cloud HR systems are accessed via a web browser of choice, instead of being installed and maintained through company hard drives on premises. It means that your cloud HR system is secure, flexible and can be used across all your territories, as well as on mobile and on-demand. Wherever you and your employees are based, you’ll all have 24-7 access to your system, no matter where you are.
3. Your HR workload is too admin heavy
With increased demands being placed on HR’s time, freeing your team up from time-consuming admin is a no brainer.
A cloud HR system automates core HR processes and workflows, massively reducing the amount of time spent on HR admin, and allowing HR to move away from being a purely transactional function, towards being more of a strategic people-focused team.
4. You’re going international
45% of businesses are looking to expand internationally, despite the pandemic. Yet, keeping pace as your organization expands globally presents a challenge for HR and People leaders.
The difficulties and complexities of global and local employment policies can take up a lot of HR’s time. From Working Time Regulations and sick leave, to data compliance, pensions and health care, the laws, regulations, and policies all vary country by country. HR and People leaders need a solution that allows you to effortlessly manage and maintain global practices and local rules.
5. HR analytics: You can’t report on what you need
A reliance on outdated on-premise software, can make compiling reports and analyzing the data an impossible and thankless task.
A cloud HR system enables you to reel off any people management figures the c-suite requires in just a few clicks. It acts as one source of truth for collecting, reporting, and analyzing People data, enabling you to track and predict trends. With access to the data you need, when you need it, you can provide reliable workforce insights to help inform swift business decisions.
6. You want to drive better experiences and give managers more autonomy
Your people are your biggest asset, so building great workforce experiences that keep employees engaged, motivated and enhances their wellbeing is vital.
A cloud HR system lets you create employee self-service portals where your workforce can access and manage their own data, as well as submit requests such as vacation leave or expenses – taking it off your HR team’s plate to free up their time to focus on more strategic tasks. It also gives managers autonomy, by enabling them to directly sign-off on their team members’ requests and create a portal for managing employee appraisals and feedback all in one place.
Technology is mission-critical than ever
A whopping 67% of HR leaders told us they plan to invest more in HR tech in the future – but over a third also admitted a lack of the right HR tech in their company is also holding them back from bringing their organization into the new world of work.
This needs to be addressed urgently. Investment in self-service and automation is the only way HR can reduce unnecessary admin, and cloud and mobile enabled organizations to manage and engage their remote workforce effectively. Actionable insights from People analytics means HR leaders are equipped to make decisions based on data quickly, so they can react to changes at the right time and even make predictions about the future.
Recent events have shown if you’re behind in driving digital transformation, it’s time to put the pedal to the metal.
How to take your first step
However, acknowledging a need for HR tech investment is simply the first step. It then requires securing all important buy-in and budget —and we know that’s not always easy to achieve. Over a third (36%) of HR leaders say a lack of HR investment is a barrier to success.
The smoothest way to get buy-in is with a clear and demonstrable ROI. Our ‘10 step guide to building a compelling business case’ is packed with tangible steps you can take to get that all-important buy in and investment for HR technology to get started today.
Want to know how to pitch a strong case for cloud HR? Read our 10-step guide for building a compelling business case for HR tech investment.
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