Transforming HR service delivery: Next steps on the journey

Once you’ve made the leap to the cloud, leveraging existing technology can further propel you toward true High-Impact HR.


Posted by Derek Polzien and Shira Bortniker on September 20, 2018.

Transitioning HR’s system of record from legacy, on-premises technology to a cloud solution is a giant leap forward in transforming HR to better serve the business and employees. But why stop there if you can keep the momentum going and unlock more value? Let’s look at some ways to increase HR effectiveness and build on previous transformation efforts—without undoing or redoing what’s been accomplished so far.

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Could an HCM cloud solution be a hidden value driver in divestitures?


Posted by Tom Joseph, David Futterman, and Andrew Kuhn on August 30, 2018.

As robust M&A (mergers & acquisitions) activity continues in the market, many business leaders in the process of completing a divestiture or acquisition find themselves operating organizations through states of high disruption and ambiguity. During these times, emphasis on speed and the day-to-day activity needed to complete a divestiture or acquisition often hides opportunities to unlock value and position an organization for strategic growth. One example of these potential value drivers: implementing an HCM (human capital management) cloud solution.

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SaaS sustainability starts with a solid business case

Posted by Gary Cole, Tauna Jecmen, Christa Manning, and Marty Marchetti on May 25, 2018.

Moving from on-premises solutions to SaaS in the cloud is supposed to remove much of the burden of keeping up with the latest technological advancements, while benefiting from continuous innovation. The business case for moving to SaaS has typically been that organizations save money, time, and headcount because the SaaS provider does the heavy lifting of managing the infrastructure and upgrades. But is that how it actually pans out in practice? The answer could depend on how thoroughly the business case was prepared before making the SaaS decision.

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Heading to the cloud? Learn from this company’s speedy trip

Posted by Tim Ely, on June 8, 2016.

The potential benefits of moving from on-premises systems to cloud-based systems are well-documented, including lower up-front investment, reduced ongoing maintenance and costs, ease of updating, faster implementation, standardization across systems, and the like. These factors, along with a desire to transform HR to more easily access reliable data and better serve users, led one global company to migrate to the cloud in a big way—retiring more than 70 legacy systems on its brisk 15-month journey.

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Understanding and serving the HR Buyer

Posted by Michael Gretczko and Arthur Mazor on May 12, 2016

The message from our HR Provider Day event attendees was unequivocal: They want providers to be real. HR buyers can see through false commitments being made by providers through the sales process. They expect transparency and honesty and tend to know when the wool is being pulled over their eyes.

When we themed our 3rd annual HR Technology and Service Provider Day, “Understanding and serving the HR buyer,” we were hoping to facilitate a robust conversation between HR buyers and providers. Mission accomplished, and clearly.

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Rising expectations

How the cloud is helping to elevate talent needs in HR Shared Services

How the cloud is helping to elevate talent needs in HR Shared Services

Posted by Gautam Shah on September 9, 2015.

Are you a leader in an HR Shared Services organization?
Are you a member of an HR Shared Services organization?
Are you evaluating or implementing a Cloud/SaaS solution for HR?
Are you transforming your HR function?
Are you setting up a new HR Shared Services organization?
Are you insourcing your HR service delivery?
Are you responsible for managing talent in your HR organization?

If you answered “yes” to any of these questions, you might find some useful nuggets here.

Over the past 5+ years, we’ve seen a tremendous surge in the number of organizations moving to the cloud. Cloud or Software-as-a-Service (SaaS) technology has disrupted the HR function across multiple dimensions—organization, process, people, and technology—including the HR Shared Services (HRSS) organization and its people. This disruption, coupled with the changing perception of the shared services organization from a traditional back-office administrative function to a strategic value-added operational function, has resulted in the need for different talent and skills to support this elevated position.

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