When it comes to implementing HR solutions optimized for a business' unique benefits enrollment needs, leaving the bulk of the IT ground work to in-house teams can be a lot to ask. Network support staff are often preoccupied with existing issues related to infrastructure and bevy of isolated problems across departments, so requesting a customized, internally-built HR management solution may put IT workers over the edge in terms of their responsibilities and demands. This is why Software-as-a-Service (SaaS) systems have been so widely embraced by a variety of industries to consolidate IT resources and put forth a reliable, secure answer to HR's tech needs.
Gathering feedback from a variety of internal resources
While a homemade HR infrastructure is not advisable for organizations whose IT departments already have a lot on their plates, there is still a great deal to learn from tech staff when it comes to deciding on an SaaS platform. When executives consult internal services, they will be able to gain a firmer understanding of how a third-party solution should be implemented and the benefits of particular platforms over others. A large part of this self-discovery will be based around determining the role of the software in the larger scheme of the organization, which will not only require the expertise of IT staff, but input from leaders in marketing, sales, and of course HR departments as well. A great advocate of SaaS modules is SuccessFactors, whose focus is identifying talent gaps and other organizational weaknesses that these solutions address.
Keeping cloud options open
While it might be appealing to jump right into a cloud implementation without much planning and assume that a third-party provider will handle every detail, business managers should remember that they need to lay some ground rules to ensure their strategies end up enhancing their HR strategies and not weigh them down.