Implementing major HR cloud systems benefits the technical and strategical competitiveness of organizations. It also changes the collaboration between HR business and IT organization, the way they are structured and how IT operates.
Moving into the HR cloud is not only a big step from a technology and taxonomy perspective. Moreover it is a big mind change as cloud products are less flexibly when it comes to specific client needs. They also require a different set up of the companies support structure.
Knowing about the obstacles that clients and organizations experience when moving into the cloud – lessons learned from various cloud implementation projects accompanied.
Agile implementation methodology demands detailed documentation of configuration requests. (Configuration) decisions require immediate and close tracking.
Establish a tailored “Digital Employee Journey” by knowing how to structure simple and logical system access from a user perspective.
Establishing a common taxonomy as the foundation for understanding a new cloud solution. Shaping a new Target Operating Model and HR support organization suiting to a cloud.
Unified sign-off procedure for configuration decisions and blueprints. Implementation and global usage of decision matrix and decision review process.
Cloud solution access strategy and set up for employees and the client’s HR organization.