HR Focus 2015 #4: Cloud Fuels BPO
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.
While cloud systems come fully equipped with self-service functionality including mobile and social support, leading to an increased user experience in line with expectations of the modern workforce, not every HR process can be handled in self-service. Some processes occur not often enough for users to make sense as a self-service option (new hire administration or a reorganization) or require a certain level of expertise (expat support).
And, while in principle, cloud vendors shoulder the burden of updates and new functionalities. In reality new versions and features must be tested before being put in production and added functionality must be maintained. Cloud vendors are becoming like software vendors: they develop, host and operate the generic software, where anything specific to a company will be covered through a 3rd party service provider. These service providers will manage, maintain, and integrate the cloud solution on behalf of the customer company and govern the relationship with the cloud vendor as well as guard the contractual agreement. They will also be able to run the business processing that run on top of the cloud solution
In 2015, we see more companies turn to cloud AMO (application maintenance outsourcing) where service providers introduce BPO contracts to take over end-to-end processes including the cloud solution. This is in line with NGA’s earlier predictions around BPAAS – Business Process As A Service. Companies will also want to ascertain that the cloud is as secure and private as vendors claim it to be – to avoid public data breaches – and enlist the help of 3rd parties to ensure the security and integrity of data as well as compliance with legal obligations.
NGA’s Application Management Services
NGA helps companies to improve the performance of their HR Information Systems while optimizing their cost base and ensuring country-specific legislative compliance. We assist organizations to focus on increased performance, industrialized maintenance, and a fully compliant environment, both OnPremise and in the Cloud.
Download our leaflet to learn more about NGA’s capabilities.
For part 1 of this post please visit: HR Focus 2015 #1: What will 2015 bring for HR Technology?
For part 2 of this post please visit: HR Focus 2015 #2: Hybrid Leads the Charge
For part 3 of this post please visit: HR Focus 2015 #3: Integration is Back, with a Vengeance