In an article featured in Information Week entitled “Why You Need A SaaS Strategy,” Michael Biddick writes: “Amid the lofty aspirations, few have noticed just how powerful and grounded a force software as a service has become. The impact that SaaS will have on [today’s] organizations is profound, and as business technology leaders, we need to ensure that our companies are ready for it.” As a human resources manager, you may already be using a SaaS-based architecture in some way, such as payroll administration, but did you know that there are a variety of ways to leverage a platform to grow your business?
How your HR leadership team can reimagine your business with a SaaS-based strategy
Biddick continues: “Three-fourths of companies using SaaS consider application services extremely or critically important to their organizations, according to our InformationWeek Analytics survey of 281 business technologists, including 131 who now use SaaS. About one-third describe their SaaS apps as mission critical.” Let’s take a closer look at how SaaS can streamline your HR department and your business landscape.
Not all SaaS vendors are created equal
Security, reliability, compliance and integration have been among some of the concerns of adopting a SaaS-based architecture. The truth is, adopting any new software solution is sure to trigger questions or concerns. With the right SaaS vendor, however, your CIO can rest easy. An experienced provider can ensure that the software adheres to your standards through actions such as hardening the software against security threats. When considering a SaaS vendor, ask these questions:
- Will the SaaS vendor be able to support your bottom line?
- Can you integrate the SaaS solution with other systems in your organization?
- Is it possible to configure the solution naturally within your workflow?
- How much does it cost, and can your organization afford to sustain it?
An effective solution comes with ongoing service and support.
“It’s estimated that 90 percent of Fortune 1000 companies plan to replace their human resources management software in the next four years,” writes John Moore of CIO. “Many are replacing these legacy on-premises systems–some of which date back to the 1960s–with cloud-based HR systems. On top of hardware savings, enterprises using SaaS HR say they spend less on support.” With ongoing service and technical support, you can ensure that any issues you experience with implementation or configuration are solved in a timely manner, so you can focus on providing value to other areas of your business.
Topics: Growing HR Leadership
0 Comments