Human resources (HR) data is one of the most critical forms of information diligently managed and maintained by any organization, regardless of shape and size. That is the reason why security of such data is utmost important not only to secure the employees’ highly sensitive information, but also to minimalize the chances of any legal jeopardy to the organization all in all.

This issue has driven organizations to wary while deploying their talent management systems through a software-as-a-service (SaaS) cloud computing delivery model. With the rising cases of data breach, organizations need to ensure that they take up services from a reliable vendor that has highly secured SaaS environment.

However, the good news is that there are numerous of service providers that offer both secured SaaS deployment and on-premise provisions to ensure security for your HR data. Through this post, let’s try to gain deeper insight about how businesses can ensure secure and successful SaaS HR deployment.

Though HR SaaS model have many advantages to offer, yet buyers should be mindful about the fact that successful human resource (HR) delivery entails more than integrating the newest version of human capital management (HCM) platform.

To experience real HR makeover, be certain to consider given below broader components while designing your comprehensive business strategy and delivery roadmap:

1. Update administration and integration. To leverage the benefits of migrating to SaaS model one should circumvent major upgrades in their enterprise resource planning (ERP) system. However, the trade-off is smartly dealing the release updates that take place two to four times in a year. Undoubtedly, cloud-based HR SaaS facilitates businesses with an integrated HR system environment, but existing systems do not comprise of functionality for annuity and retirement plans, transfer or payroll. Most organizations typically need to integrate a number of cutting-edge systems or tools into their existing environment. And this majorly encompasses corporate intra- or internet websites, reward sites, and supportive toolsets like knowledgebase and case management. Therefore, buyers must warily consider integration requirements, zeroing in on functional integration requisites versus simply redoing existing integrations.
    
2. Design a contact center: A cloud-based SaaS HCM platform simplifies the management of HR data for workforces and their managers, HR dealings aren’t eliminated at all. Although fewer apprehensions may come forth about how to make use of the system or where to search relevant information. These systems often uncover new information or analytics that bring about more multifaceted questions, demanding greater levels of understanding for quick resolution. In big conglomerate, employees and managers usually expect them to have contact center with telephony, chat functionality and knowledgeable staff to provide consistent and quality answers.
    
3. Don’t turn a blind eye towards case management and knowledgebase tools. Since many queries and requests raised by the employees do require further in-depth investigation or follow-up. Through a case management system you can keep a track of these actions to ensure that work is fairly divided among staff and finished within stipulated time frame. Case management analytics help you unearth problems such as high volumes of inquiries because of uncertain policies or recurring hitches with a service provider. Knowledgebase or content management systems diligently administer policies and procedures as well as support prevailing content search. Hence, seamless integration of case management and knowledgebase functionality will be beneficial.
    
4. Get ready for noteworthy standardization and process remodel. SaaS systems cannot be tailored, but the effort required altering processes and usage patterns to toe the standard functionality line is often taken too lightly. While getting ready for SaaS deployment, one should ensure that existing processes are well-acknowledged and that disparities by business unit, geography, etc., are easily comprehended. Strategic development and adherence to concrete design ideologies prior to starting the makeover intensifies organizations chances of success with deployment and ongoing support.
    
5. Encourage participation of all shareholders for successful change management. For successful HR transformation, businesses must encourage active participation of shareholders. Besides this, assurance from each person in the organization – employees, managers and HR – to integrate and accept the transformation is also must.

Conclusion:

Rising advancement in HR technology is irrefutably paving new pathways for HR revolution. Take the assistance of right service provider to avoid the potholes and blind curves, and stay rest assured about all phases of the remodeling, not just the technology.