Cloud Strategy Leadership – How to Master the Digital HR?

By Published July 17, 2017
Cloud Strategy Leadership

Cloud computing transformed the way organizations buy and use the Information Technology services. For Human Resource domain, the cloud recruitment software offers tremendous opportunities, not just to reduce costs, but to provide access to powerful tools and increase flexibility quickly and cost-effectively.

Before we start on cloud strategy leadership, it is important for organizations to answer:

Cloud Strategy Leadership

Why move to the cloud?

According to CB Insights,

“Investors plunged $2.4 billion into HR tech vendors during 2015, a 60 percent increase from the prior year.”

This incredible investment growth exemplifies the level of change and disruption thrashing the industry.

HR platforms are transforming with the shift from cloud to mobile, emergence of artificial intelligence, social systems, and the outburst in analytics.

Leaders of tomorrow understand precisely that choices about how to implement best Human capital related decisions are uncertain and complex. Hence, demands tools that can make these decisions easier, more measurable and more data driven.

Traits of Highly Effective Cloud Leaders

Let’s have a quick read on five qualities that help define highly effective cloud leaders in this new age of people management and cloud computing.

1. Prioritize business first, technology second

Organizations are thriving to develop new cloud computing business models; they require leaders who understand long term business goals. Subsequently, embrace the progressive technology with a broad view of both larger business and product development. It is imperative for such leaders to have a 360-degree perspective, instead just seeing things from the line side of the things.

2. Follow the DIY code

Effective cloud leaders are aware of that many of the services required to do the business are available right in the cloud – from APIs (Application Programming Interface) to databases for different business processes. When it comes to technology, from automation to mobile devices to application themselves – these all entails DIY (Do it yourself) era.

For instance, if an enterprise is looking forward to better candidate management experience but unfortunately does not find their Applicant Tracking System upgrade a convenient option – they may consider a collaboration with other cloud recruitment software or resume parser that can offer easy API integration.

For new solutions and approaches, cloud leaders are open to collaboration, specifically outside the organization.

3. Embrace yourself as both cloud consumer and cloud provider

It is critical for cloud vendors to position their business as consumers as well as providers of cloud services. Understanding both the roles help them to capitalize their strength and weaknesses more profitably.

4. Cloud is more about transformation than cost saving

Several cases can prove that how using the cloud services on a subscription-based price model is cost effective than buying the entire system up front. However, there are more pieces to add to the cloud computing picture as cost saving is just one. Agility and Flexibility to respond to new opportunities and challenges is the advantage that delivers.

Using cloud services empower businesses to quickly acquire necessary applications and make configurations to support new ventures and promotions.

5. Leveraging the other organization’s experiences

Customisation and implementation of cloud arrangements are also great learning opportunities. The entire process of cloud services right from purchase to implementation is based on the collective inputs and learning of customers. Every successful client acquisition is an experience that let cloud leaders to immediately expose their new customers with formulas, processes, and interfaces that are proven and well-tested to deliver the best results.

The growing adoption of cloud recruitment software, HR-suite, Employee Referral Programs or any other SaaS (Software as a Service) based tools demands a new class of leaders. They must come from both business and IT side of their organization to drive better business ROI. They must comprehend and are comfortable with the idea of bringing in innovative solutions to address business problems efficiently.

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