5 Keys to Making Your HR Cloud Migration a Success

It was only about ten years ago that HR practitioners started talking about the benefits of cloud-based human resource technology. Hard to believe, right? Back then, the major concerns were security, cost, and functionality. And rightly so. 

But cloud offerings have come a long way since then. New security measures have made cloud platforms safer and more desirable, and vendors have continued to hone the functionality of their platforms. New features, improved usability, mobile access, and forward-thinking innovations have made cloud-based systems standard for the industry.

In fact, a recent study by PricewaterhouseCoopers (PwC) found that three out of four organizations operate at least one of their HR processes in the cloud. That’s true for companies of all sizes, large and small.

If you’re still thinking about making the leap for the first time or you’re ready to move more of your processes to the cloud, here’s what you should know.

Is Moving to the Cloud a Good Idea?

Today’s cloud solutions have a lot more to offer than their predecessors in terms of customization, functionality, and security. They also offer a cost-effective way to take advantage of new technology innovations, and they cost less overall than on-premise software. Cloud technology also leaves you less dependent on IT since the vendor will support and update the software for you.

If you need additional reasons to consider switching, here are just a few:

• Improved year-over-year releases
• Bug-free patches
• Vendor-managed development and testing, releases, communication, and problem-solving
• Ease of implementation
• Quick releases of upgrades and updates 

Overall satisfaction with cloud solutions has increased according to the PwC study, and that’s largely based on steady improvements in the software and vendor responsiveness to issues.

Sounds pretty convincing, doesn’t it? As cloud solutions have become more robust and better equipped to handle customization and other critical needs, migrating to the cloud has become a less risky decision.

Still, there are a few things you should know to make your transition as smooth as possible. 

5 Tips for a Successful Cloud Migration

If migrating to the cloud is part of your HR technology strategy, you’re in good company. SHRM features cloud migration as one of the top HR technology trends for 2019, and reports that 40% of companies have core systems in the cloud with another 26% planning to do so in the next three years.

If you’re considering making the leap, keep these tips in mind as you develop your strategy:

• Start small and expand – Starting with just one or two core processes gives you the opportunity to identify pitfalls and correct them before migrating your entire HR function. Focus on your critical non-negotiables, particularly if you have processes specific to your organization that cannot be changed.
  
  
• Choose a mobile-first solution – Look for a vendor that prioritizes mobile accessibility. Mobile-first applications are designed for the mobile experience from the start rather than retrofitting the platform for mobile (or worse, simply calling a responsive website design a mobile experience). Mobile-first solutions put user experience first, and that will make a big difference in adoption rates and satisfaction.
  
  
• Choose a vendor with excellent support – The vendor should have a clear, refined implementation process that will help you hit the ground running. Once the service is up and running, be sure there is a support person readily available for questions, updates, and troubleshooting. Support from the cloud vendor is critical for success, so make sure you maintain close communication about what your needs are and what changes are coming.
  
  
• Carefully define your requirements – Most core process functionalities are similar from vendor to vendor. However, it’s the critical few - the processes that require customization or special consideration - that will make the difference between a successful cloud deployment and a flop. Be sure the vendor can meet all of your requirements, especially those that are unique to your organization.
  
  
• Insist on solid analytics – Data runs the world - and your workforce strategy. Look for a solid analytics function that supports the strategic goals of your HR department and your company as a whole. Dig deep into the analytics available from the vendor and make sure they correspond closely with your HR strategy.

As with any new endeavor, it’s wise to anticipate challenges before they happen. Develop a change management strategy that prioritizes communication, and ask key stakeholders like managers and team leaders to serve as ambassadors for the change. You may also need to schedule additional training sessions for team members to learn the new system.

Ten years ago we were on the cusp of transformational change regarding cloud technology. Now, we are riding the wave toward even more innovations that have the potential to change the way we do HR. As you prepare your HR investment for the future, completing your transition to the cloud is one of the best ways to promote efficiency and create value. It’s time to take the next step.

Ready for a cloud-based HR solution that will carry your company into the future? Use our HRIS Comparison Tool to find your perfect match! 

 

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