As the workforce gets younger, it gets more mobile. Millennials see jobs more as tours of duty than long-term career opportunities. The outcome is that any time where it makes sense for them to move jobs, it will be at least a consideration.
fTo succeed on their path towards digital transformation, a company must have a platform and solution strategy as well as service strategy. As companies rush to adopt cloud systems for core HR, they are faced with dependencies on local HR processes like time, payroll, and benefits. Packaged integration solutions between cloud technology providers and BPO services players mitigate the risks stemming from these dependencies, benefiting both the adoption of core HR systems in the cloud and payroll/benefits outsourcing.
The abundance of new cloud systems means that organizations once again are looking at best of breed: Core HR and Talent, Benefits outsourcing, Recruitment process and Learning administration outsourcing. No single cloud provider is good enough (yet) to cover all HR needs an organization has. Different HR departments favor different solutions: the Recruitment Center of Expertise needs more tailored functionality than an HR cloud system offers and the same goes for Learning & Development.
While smaller organizations can move to the cloud swiftly, in reality, enterprises will see cloud on-premise and outsourced services co-exist. Companies that have invested heavily in HR ERP solutions will not move to the cloud for the sake of change, as this is not a financially attractive scenario. On-premise systems are usually licensed with long-term contracts, and leaving them prematurely does not save money – still an important topic. Why fix what isn’t broke?