Cloud readiness in action
To better understand how a cloud readiness offering could work and its ultimate benefits consider the example of moving an on-premise workforce management solution to the cloud. Workforce management solutions are generally large, enterprise-level implementations that span employee-focused areas such as time and attendance, absence management, HR, payroll, hiring, scheduling, and labor analytics.
The example of workforce management is especially relevant because recent research shows that an increasing number of workforce management buyers are adopting SaaS tools. Research shows that SaaS will be the main driver in growing the global workforce management market by almost $1.5 billion from 2013 to 2018. Additionally, Gartner research indicates, through 2017, the number of organizations using external providers to deliver cloud-related services will rise to 91 percent to mitigate cost and security risks as well as to meet business goals and desired outcomes.
This research demonstrates that a majority of companies will soon be moving their on-premise workforce management systems to the cloud. But will they be successful?
They have to be. Workforce management systems manage processes and data related to paying employees, managing their time and balances, storing sensitive HR information, complying with industry regulations, and other critical functions. Errors can be extremely costly, especially if they lead to missing paychecks, employee morale issues, lost productivity, grievances and compliance, or even potential lawsuits. Failure is simply not an option.
A cloud readiness service is the perfect way to minimize these risks and maximize the results. Specifically, a readiness service is ideally suited to address specialized areas of a workforce management deployment, including:
* Data collection terminals. While many employees still refer to these as "timeclocks," the fact is that today's data collection devices are sophisticated proprietary technology consisting of hardware, software, and network/communication capabilities. As part of a migration, a readiness audit would assess the organization's data collection methods. It would also provide recommendations for transitioning them to a secure network model that meets the organization's security and performance objectives while ensuring that service is not interrupted when the switchover occurs.
* Interfaces and integrations. Like other enterprise-level technology, workforce management solutions tend to use many different interfaces and custom integrations to feed applications such as ERP systems, outside payroll systems, or third-party analytics applications. In this example, the readiness assessment evaluates the entire integration strategy, including database settings, to make sure mission-critical data continues to flow to support existing business processes.
* Customizations and configurations. Most organizations have custom reports, products, or database tables. Here, the cloud readiness service will thoroughly review existing customizations and configurations, and will provide recommendations to maintain, or even improve, the value they deliver.
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