Moving to a global HR SaaS platform can be a truly transformational event for an organization, yet payroll executives are increasingly recognizing that their voices are essential to realize the true value of the HR SaaS investment. While many of these leaders have developed global payroll strategies, they are now insisting that payroll impact assessments be conducted to confirm that the new HR SaaS will result in a globally integrated payroll solution that meets organization and employee expectations for usability and data quality.
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.
Posted by Greg Viola on September 11, 2013
On tap today at Workday Rising 2013 is a session I’m co-presenting with a client from Sony Electronics. About a year into its Workday implementation, Sony Electronics chose to use Deloitte Application Management Services (AMS) to help enhance the efficiency, cost-effectiveness, and overall value of its investment in Workday Human Capital Management. Our presentation today talks about the what’s and why’s of AMS in general, and Sony Electronics’ experiences specifically.
I imagine many of you may be asking why you’d even need a third-party AMS provider. One of the drivers for selecting Workday, or another SaaS solution, is to lower total cost of ownership, a significant part of which includes ease of configuration and ongoing maintenance. So if you have to hire an external third-party provider to help support your cloud solution, is it really worth it?
Insights from the HR Shared Services Executive Retreat
Posted by Art Mazor
Recently at the HR Shared Services Executive Retreat, we discussed globalizing HR service delivery and how companies are approaching the challenges inherent to delivering HR services globally. A natural tendency is to begin by thinking that globalization is about trying to decrease or minimize differences in how services are delivered. The initial idea is often that the only way to deliver shared services in HR is to have everyone operating from common policies, technology, and data. Eventually, however, particularly in large, global organizations, it becomes clear that achieving so much standardization is not only hard, but also not necessary or even desirable. We also discussed how to deploy different types of HR shared services capabilities to support and enable the way organizations need to work globally.
Live from the HR Shared Services Executive Retreat
Posted by Marc Solow on July 30, 2013
In many organizations, HR has been one of the earliest adopters of cloud and Software as a Service (SaaS) solutions as an alternative to traditional ERP or home-grown on-premises systems. Our first panel discussion today at the HR Shared Services Executive Retreat, New Rules for New Tools, features perspectives from both users and a provider of SaaS technology.
Posted by Jim Scully on July 1, 2013
We’re about 18 years into the use of shared services to streamline and add efficiency and cost-effectiveness to the delivery of HR services. Back then, shared services organizations (SSOs) were made possible by the technological leap from real-time mainframe computing to the now-familiar client-server environment, as the new technology enabled efficient centralization of information processes. Now, in the next giant leap, client-server technology is being uprooted by cloud solutions and the software-as-a-service (SaaS) phenomenon. This latest disruption presents some interesting implications for shared services.
Posted by Arthur Mazor
There was a time when simply deploying a shared services model or outsourcing some parts of HR meant your organization was on the leading edge of HR efficiency, effectiveness and compliance. Today that’s not the case. HR shared services and outsourcing are evolving beyond administrative and foundational HR functions (compensation, benefits, employee data, job changes and the like) to encompass even greater-value services, such as workforce analytics, succession planning and employee relations. This new future state ups the ante on shared services or outsourcing arrangements, making them capable of delivering increased strategic value and having greater business impact.
Posted by John Malikowski on March 29, 2012
Deloitte’s integration of Aggressor, LLC (Aggressor), a fast-growing boutique consultancy based in Pleasanton, California, is exciting for those of us in HR, who have seen the transformational power of cloud-based computing and the software-as-a-service (SaaS) model.
Posted by John Malikowski on October 24, 2011
I’m here at Workday Rising 2011—filled with people who have embraced cloud-based computing and the software-as-a-service (SaaS) model for their business. A number of factors have converged to make this technology particularly attractive for HR — the ability to enable broader transformation efforts, advance HR’s strategic position as a valued business partner and raise the bar for ongoing HR service delivery. So if you haven’t yet explored the possibilities, or haven’t done so lately, now is an ideal time.
Posted by Karla Lindblom on November 6, 2012
On tap today at Workday Rising, we’re co-presenting with our colleague from AIG, which is in the midst of a global, multi-year HR Transformation initiative. Our session centers around a method for improving the effectiveness of change management in large-scale transformations.