Cloud Computing for Human Resources
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Cloud Computing for Human Resources
Through my recent experience as CTO in some Singaporean firms, and as member of asian professional associations with a good overview of the local IT industry, I am pretty convinced that Cloud Computing is bound to replace the old licensing & server ownership model and will make obsolete Corporate IT departments.
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The hybrid cloud: What is all the fuss about?

The hybrid cloud: What is all the fuss about? | Cloud Computing for Human Resources | Scoop.it

To understand hybrid cloud, it is important to understand the basics of cloud computing services, its models, and deployment methods.

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Start reading Capital in the Twenty-First Century and you'll be hooked

Start reading Capital in the Twenty-First Century and you'll be hooked | Cloud Computing for Human Resources | Scoop.it
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Now reading Capital in the Twenty-First Century by Thomas Piketty. Brillant 1st chapters. Striking point of view. A must read not just another 'meme'

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Peut-on faire confiance au cloud computing? 01Business

Peut-on faire confiance au cloud computing? 01Business | Cloud Computing for Human Resources | Scoop.it

Peut-on faire confiance au cloud computing ?

Can we trust cloud computing?

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Nexans: Security is often better in the cloud.

Choosing cloud vs traditional IT is like choosing banking service vs safebox.

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Welcome to the new (and fast-growing) ecosystem of mobile business apps

Welcome to the new (and fast-growing) ecosystem of mobile business apps | Cloud Computing for Human Resources | Scoop.it
Just as SaaS has emerged as a dominant new force in enterprise software, mobile apps will offer innovative new capabilities and business models – and disrupt many old ones.
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From Cloud to Mobile: iMomentous

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Gartner: Salesforce Overtakes SAP in CRM Revenue

Gartner: Salesforce Overtakes SAP in CRM Revenue | Cloud Computing for Human Resources | Scoop.it
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Cloud Computing has 40% market share in CRM, coming soon in HRMS

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Human Resources Cloud Solutions

Human Resources Cloud Solutions | Cloud Computing for Human Resources | Scoop.it

An Applicant Tracking System (ATS) is a software application that enables the electronic handling of recruitment needs. An ATS system can be implemented on an Enterprise or small business level, depending on the needs of the company. ATS systems are very similar to Customer Relationship Management Systems, but are designed for recruitment tracking purposes. 
Nearly all major corporations use some form of Applicant Tracking Systems to handle job applications and to manage resume data. A dedicated ATS is not uncommon for recruitment specific needs. On the enterprise level it may be offered as a module or functional addition to a Human Resources Suite or Human Resource Information System (HRIS). The ATS is expanding into Small and medium enterprises through Software as a service offerings (SaaS). 

The principal function of an ATS is to provide a central location and database for a company's recruitment efforts. ATS are built to better assist management of resumes and applicant information. Data is either collected from internal applications via the ATS front-end, located on the company website or is extracted from applicants on job boards. The majority of job and resume boards (Monster, Hotjobs, Career Builder) have partnerships with ATS software providers to provide parsing support and ease of data migration from one system to another.

Functionality of an ATS is not limited to data mining and collection, ATS applications in the recruitment industry include the ability automate the Recruitment Process via a defined workflow.

Another benefit of an applicant tracking system is analyzing and coordinating recruitment efforts - managing the conceptual structure known as Human Capital. A corporate career site or company specific job board module may be offered, allowing companies to provide opportunities to internal candidates prior to external recruitment efforts. 

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HR Management - SituationCentre

HR Management - SituationCentre | Cloud Computing for Human Resources | Scoop.it
Applicant Tracking Systems are common tools in Corporate America HR departments since a decade. Just visit GE or Boeing career pages to be convinced.What is new is their new inroads in Asia and in the SME domain.
Here are the main reasons for this:
Costs (around 50 US$/user/month)Linkedin as CV Central /Internet CultureMultilingual solutionsHR departments not answering in time the needs of hiring managersSituationCentre is able to help South Est Asian companies do the transition to an efficient ATS system.An ATS system is often the cornerstone of a HR management system. Once candidates become employees, their data will naturally be transfered in an appraisal, a bonus/compensation & a payroll system. 
SituationCentre can help you look around for the best solution adapted to your needs and means, and then implement the migration. Usually, 2 departments have to involved in the process: IT and HR. It's essential they work in cooperation during all phases. 
ALL stakeholders should benefit from the change. Line Managers have also to gain for instance by having "their" job applications status available realtime on their desk. Candidates are not forgotten as they will have access to better and updated information on their status.
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The end of the traditional CIO - SituationCentre

The end of the traditional CIO - SituationCentre | Cloud Computing for Human Resources | Scoop.it

An usual opponent to the adoption of cloud computing in some established organisations is surprisingly the CIO himself. The migration of the company professional applications to the cloud may mean suppressing posts in the IT team or even might lead the CIO to lose his job.

 An answer to this conundrum is probably to assign him a different role with more strategic tasks centered on innovation or technology. Bucking the trend, a few Fortune companies have already renamed the CIO title to Chief Technology Officer or Chief Innovation Officer.  A retraining of the IT team might be an option, but some high salaries database & server administration specialists will probably lose their jobs, as these skills are slowly transferred to a few key cloud computing firms.

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Cloud 2: PaaS - SituationCentre

Cloud 2: PaaS - SituationCentre | Cloud Computing for Human Resources | Scoop.it

As of today, we have at least 3 big players (Google, Salesforce and Microsoft) and some other ones from smaller players (like Netsuite, GoGrid, Flexiscale and Mosso to name a few of them). What is really important when choosing a Cloud Computing Platform is to understand what they offer and how they are different from each others. 

Google, through it’s App Engine offer, enable you to host your websites and your data on the Cloud and enable you to use some of their successful services like BigTable. What is important to understand is their pricing model and their APIs/Services. Two things are important to note :

You can only host Python applications (erh… web applications) as of today and you pay per bandwidth, storage and CPU used for hosting this web application,You can easily integrate with other Google Services and Google Accounts.

Microsoft, offers a way to host your .Net applications on the Cloud with a pricing model yet to be officially announced, and offers integration with some Microsoft services/applications.

Intalio offers an integrated cloud computing platform for large Enterprises, ie it provides all the tools to build a "private cloud".

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Security: not a reason to give up on Cloud - SituationCentre

Security: not a reason to give up on Cloud - SituationCentre | Cloud Computing for Human Resources | Scoop.it

Traditional software vendors often mention security as a reason not to adopt low-cost cloud computing. In the SME case, the argument doesn't hold for long. Is corporate data really less secure because servers are not located in the company premises? I doubt it as physical location is not a major security parameter. IT security knowledge is. 

SMEs usually don't have the ability or means to keep their datacentres secure as I learned from previous experiences: our servers were regularly hacked by spammers apparently from Russia & China in spite of expensive firewalls. Consider this: a cloud computing vendor can rely on more in-house IT security expertise than the average SME, and the same reasoning also holds for reliability. Fine-tuning a firewall is not a beginner's task and in-house datacentres are seldom 99.99% reliable. Chances are that a cloud vendor might be better at this game than the average SME IT team.
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Cloud 4: Rest - SituationCentre

Cloud 4: Rest - SituationCentre | Cloud Computing for Human Resources | Scoop.it
The rest are providers of security tools, middle ware, business groups, universities.... 

AxSaaS is a technology-focused business Incubator, founded by the usual Singapore agencies (IDA, A*STAR), to help local SMEs develop SaaS applications for the global marketplace. 
AxSaaS provide technology, access to consultants, training, a ready-made network of supporting Singapore government agencies and an array of business support services designed to improve the likelihood of success of startup and developmental stage companies creating SaaS applications. AxSaaS has developed a strong infrastructure and a broad spectrum of strong partners to fast track SaaS success.   

 Singtel has developed an offer targeted as local SaaS players through its mybusiness offer. It facilitates the billing and presents a catalogue of local SaaS solutions.

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How Cloud Computing Has Changed The Face of HR and Recruitment

How Cloud Computing Has Changed The Face of HR and Recruitment | Cloud Computing for Human Resources | Scoop.it

Writing for HR magazine, Clinton Wingrove, executive VP at Pilat HR solutions, says: "HR SaaS, accessible through the 'cloud', has certainly opened up access to HR technology. But I am not convinced this really addressed our core HR challenges. Have we once again got caught with our head in the clouds because of the excitement about a new idea?"


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John Schmuttenmaer's curator insight, April 2, 2013 12:46 PM

This artical talks about how cloud computing has changed over time.

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HRBoss, Asia's Leading HR and Recruiting SaaS Provider, Acquires Aqayo

HRBoss, Asia's Leading HR and Recruiting SaaS Provider, Acquires Aqayo | Cloud Computing for Human Resources | Scoop.it
Acquisition consolidates HRBoss’ dominance of the Singaporean eRecruiting and applicant tracking market, accelerating their regional expansion across Asia. Singapore (PRWEB) September 25, 2013 HRBoss, Asia’s dedicated HCM and recruiting Cloud solutions provider, today announced their acquisition of Singapore-based applicant tracking company, Aqayo. This is the latest in a series of recent announcements from HRBoss, including their recent corporate rebranding from HiringBoss to HRBoss and the
GILLES DEPARDIEU's insight:

another step in the concentration of HR techs in Asia

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Three Bold Predictions for the HR Department of 2020

Three Bold Predictions for the HR Department of 2020 | Cloud Computing for Human Resources | Scoop.it

What will the HR department of 2020 look like? How will the HR function change and why? And what can HR professionals and HR software vendors do to prepare?

Earlier this month, Software Advice, a firm that serves as a matchmaker between HR software vendors and buyers, interviewed nine HR experts to see what they had to say in response to these questions. While some have predicted the demise of the HR function as a result of software, the experts see these changes more as an opportunity for HR professionals to expand their horizons and increase their value to the company. 

Prediction 1: In-house HR will downsize and outsourcing will increase.
This prediction may seem somewhat, well, predictable. But the reasons experts give for the change might surprise you.

Industry analyst Brian Sommer, the founder of TechVentive, claims a shift to smaller HR departments will be caused by new technologies and increased employee participation in HR processes. He says, “Many businesses are going to get a lot of capability done by better technology, more self-service and the employee doing a lot on their own.” For instance, employees will increasingly input their own data into self-service systems.

In addition, many transaction-heavy HR jobs will be outsourced entirely to HR agencies or specialists. Dr. Janice Presser, CEO of The Gabriel Institute, goes so far as to say, “Entry-level HR jobs, as they currently exist, will all but disappear as transactional tasks are consigned to outsourced services.”

However, despite these changes, the internal HR function will survive. As Chip Luman, the COO of HireVue, explains, “Given the ongoing regulatory environment, the need to pay, provide benefits, manage employee relations issues, and process information will go on.”

Prediction 2: The pendulum will swing back to the specialist.
Janine Truitt, chief innovations officer of Talent Think Innovations, says she has observed a cyclical shift in the HR field over the years. As she explains, “Every decade or so we fluctuate back and forth from the paradigm of the independent contributor/specialist to the generalist practitioner. We were in a ‘generalist’ mode, and now I think the pendulum may be swinging back toward the specialist.”

Luman puts it even more directly: “HR generalists as we know them will disappear.”

Elizabeth Brashears, the director of Human Capital Consulting at TriNet HR, agrees, and notes, “There will be more specialized roles. I believe this to be the case as the employment landscape becomes more complex with changing regulations around employment law and benefit compliance with the Affordable Care Act.”

Prediction 3: HR will need to become more like marketing.
Sommer says that “recruiting is going to become more like marketing.” In particular, he suggests recruiters begin to “identify specific micro-segments of either job seekers or job holders that you want to target to bring into your firm, just like a marketing firm would.”

Meanwhile, Scot Marcotte, Barry Hall and Steve Coco at Buck Consultants predict the entire HR department will need to think like marketers. As they say, “HR will evolve the ‘internal marketing’ role to include social marketing coordination and brand ownership, that is, outside talent ‘buying’ into the brand — the company — to potentially work in the organization.”

Advice to Prepare for 2020
What can current HR professionals and software vendors begin doing now to prepare for these predicted changes? The experts all endorse one tactic: keep learning. Trying new things and actively networking will help, too.

Dr. Presser advises those in the HR field to "get ahead of the curve." “Realize that many of today’s ‘best practices’ evolved under very different business conditions, and may well become obsolete within this decade. Learn everything you can about your industry, your competitors and pending legislation that affects your business operations. Most of all, define yourself as a businessperson and act accordingly.”

Additionally, Luman encourages HR professionals to develop their own personal brand. As he says, “Network inside and outside of your field. Blog, communicate, read and help others achieve success. If you are not outside of your comfort zone, you are stagnating.”

As for software vendors, Sommer advises expansion, and emphasizes the need for the eventual creation of a single global HR solution. As he says, “Everybody can do business with people all over the planet now, and I think tech companies have no choice but to continue to expand into more and more countries. In time we might actually see a world getting closer and closer to a single product being able to support the needs and requirements of a global workforce. We’re not there yet, and we won’t be there for probably many years — if ever — but we’re gonna get closer to that over time. ” 

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5 Cloud Computing Statistics from the Future [Infographic]

5 Cloud Computing Statistics from the Future [Infographic] | Cloud Computing for Human Resources | Scoop.it
Local governments are adapting cloud computing at unprecedented rates. What does the future of the cloud look like?
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US Government years ahead of Europe in terms of cloud adoption, cutting by half its IT expenditure

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More cloud firms bought by earth giants - SituationCentre

More cloud firms bought by earth giants - SituationCentre | Cloud Computing for Human Resources | Scoop.it

2012 has been a special year for the HR Cloud market.
The 3 main solution providers, Taleo, Kenexa & Successfactors have been swallowed respectively by Oracle, IBM & SAP. Cloud computing is so disruptive in most industries that the traditional software vendors felt threatened and needed to react. As the usual speeches about how unsafe the cloud is for corporate data were not working, Big IT eventually used its wallet to silence the loss-making rebels.

As these acquisitions were conducted by firms proposing standard HR software, clients may be forced to revert to the traditional in-house application server model. My guess is clients will not acquiesce. It's too expensive, clumsy and unsafe. They got used to the user-friendly, no-training, no IT investment cloud revolution. It will be interesting to follow the newly acquired firms pricing model in 2013. Will the cloud computing "by user by month" light subscription fee model resist the mergers with heavy earth giants? 

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12 reasons why public clouds are better than private clouds - ZDNet

12 reasons why public clouds are better than private clouds - ZDNet | Cloud Computing for Human Resources | Scoop.it
ZDNet 12 reasons why public clouds are better than private clouds ZDNet 3) Public clouds have better utilization rates: With private cloud, your organization still has to build and maintain all kinds of servers to meet spikes in demand across...

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Cloud computing: the low-cost of software - SituationCentre

Cloud computing: the low-cost of software - SituationCentre | Cloud Computing for Human Resources | Scoop.it

In many ways today fast adoption of cloud computing, the new paradigm for corporate software, reminds us the speed at which the low-cost model was adopted by consumers in the transport, hospitality & telecom markets in the last decade.
American, Asian & European low cost airlines propose a no frill experience at a fraction of the traditional airlines price. Additionnal items like check-in luggage, food, drinks, in-flight entertainment, seat booking, insurance have to be purchased separately. If you happen to buy all the options and need a return ticket, it can be more expensive than with a traditionnal airline.The cloud computing pricing model is very similar. As SAP clients may testify, most of the SAP modules they bought are never or seldom used. On the contrary, with a cloud model, they pay only what they need, and the number of users can be adjusted month/month. Some vendors start as low as 10$/month/user (Salesforce CRM basic). As in the budget airline model, if you take all the options, it can become expensive (more than 100$/month/user for Salesforce).The comparison holds also for the quality of service. With a cloud vendor, hotline service is minimal, no IT guy will come in person to help you if you can't find the last urgent report for the CEO. Most of the software administration is done through a browser interface without any human intervention, a bit like your Gmail account. That's why it's so cheap.If you really need a premium experience because you want all your employees to have access to all corporate applications with full options, then don't use the low-cost model. But if you are happy with giving only to a small number of users just the functionalities they need and nothing else, then you should choose the cloud model. 

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Adopting Cloud - SituationCentre

Adopting Cloud - SituationCentre | Cloud Computing for Human Resources | Scoop.it

Through my recent experience as CTO in some Singaporean firms, and as member of various professional associations with a good overview of the  IT industry, I am pretty convinced that Cloud Computing is bound to replace the old licensing & server ownership model and will make obsolete Corporate IT departments. A few companies involved in Defense/Security may remain off the cloud. Also, some vital banking software will not leave banks datacentres soon. Anyway, the remaining field for cloud data & applications is huge. 

Cloud Computing impact on Corporate IT budgets is a no-brainer:

- Low OPEX - more than 90% reduction in the case of CRM low cost solutions like Salesforce 10$/month/user or Google Apps 50$/year/user
- Zero CAPEX - no Investment in Infrastructure by using existing Internet connections and terminals (they can be tablets)
- Improved Availability, Performance and Reliability
- No Maintenance/Back-up schedules
- Suppression of IT departments and their extensive use of costly external expertise

All these gains are attainable after a carefully designed migration process from the legacy system to the new cloud application:
- A migration process is always risky and painful.
- Somebody outside the IT department is necessary to conduct the change [audit, choice of solution, implementation, migration] as it will probably oppose it. In this regard, SituationCentre can help companies perform the necessary steps.
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Cloud Computing is renting versus buying - SituationCentre

Cloud Computing is renting versus buying - SituationCentre | Cloud Computing for Human Resources | Scoop.it


Cloud computing allows you to access your data and programs outside of your own computing environment. Rather than storing your data and software on your personal computer or server, it is stored in 'the cloud'. This could include applications, databases, email and file services.

A common analogy to describe cloud computing is renting versus buying. Essentially, you rent capacity (server space or access to software) from a cloud service provider, and connect over the internet. Instead of buying & maintaining your own IT requirements which can be expensive, you are renting from a service provider, paying for only the resources you use.

 The analogy stops here. Contrary to the physical world, IT resources are mutualised in the cloud,  thus leading to even more savings. Families seldom share flats, but through the cloud computing model, companies may share their applications and database servers with thousands of other clients of the cloud providers
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Cloud 1: SaaS - SituationCentre

Cloud 1: SaaS - SituationCentre | Cloud Computing for Human Resources | Scoop.it

As CTO of NRG Engineering Pte Ltd, a Singaporean SME specialized in Oil & Gas Services, I decided to switch from a company owned Microsoft Server/Exchange environment to a Google Apps "Cloud" environment for maintenance costs reasons.

Point-Star was recommended by Google to help us on the heavy migration (100 employees; 4 years of mails, calendar, contacts, shared documents). In fact, Point-Star proposed us a reasonable quote to do all the migration themselves, including configuring all the PCs and the mobile phones. It took less than 1 week.

After some shouts and complaints due to the change of environment, the staff are now happy with Google Apps, and I can dedicate my time to other urgent and more rewarding tasks. Thanks Point-Star!

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Cloud 3: IaaS - SituationCentre

Cloud 3: IaaS - SituationCentre | Cloud Computing for Human Resources | Scoop.it


Cloud computing allows you to access your data and programs outside of your own computing environment. Rather than storing your data and software on your personal computer or server, it is stored in 'the cloud'. This could include applications, databases, email and file services.

A common analogy to describe cloud computing is renting versus buying. Essentially, you rent capacity (server space or access to software) from a cloud service provider, and connect over the internet. Instead of buying & maintaining your own IT requirements which can be expensive, you are renting from a service provider, paying for only the resources you use.

 The analogy stops here. Contrary to the physical world, IT resources are mutualised in the cloud,  thus leading to even more savings. Families seldom share flats, but through the cloud computing model, companies may share their applications and database servers with thousands of other clients of the cloud providers

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The limits of France National Cloud Initiative - SituationCentre

The limits of France National Cloud Initiative - SituationCentre | Cloud Computing for Human Resources | Scoop.it

For the moment, the 2 recipients of the €150 million Sovereign Cloud Fund, Cloudwatt& Numergy*, are proposing only IaaS/PaaS solutions, making them a direct competitor of France OVH, already the 1st European hosting provider, and 4th worldwide. Still nothing on the SaaS front, although applications are ultimately what clients need, especially for their Finance, HR & Sales departments. 

As cloudscreener shows, IaaS is a cut-throat market with offerings starting as low as €34/month. There's not a lot of savings to gain there even with these new subsidized competitors. What French government agencies & its strategic firms really need is a secure offering in the SaaS market, but this will involve painful negotiations with mostly US cloud software publishers like Netsuite, Taleo and Salesforce, which are hostile to 3rd party hosting. US government agencies got a preferential treatment as they usually don't share their apps servers with others. See for instance Microsoft Federal Cloud. The French Cloud Initiative should focus less on technology and more on contents.*Cloudwatt is a co-enterprise Orange/Thales & Numergy  regroups SFR/Bull. 
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HR Magazine - Cloud computing turns from buzzword into business reality – but not yet in HR

HR Magazine - Cloud computing turns from buzzword into business reality – but not yet in HR | Cloud Computing for Human Resources | Scoop.it

Writing for HR magazine, Clinton Wingrove, executive VP at Pilat HR solutions, says: "HR SaaS, accessible through the 'cloud', has certainly opened up access to HR technology. But I am not convinced this really addressed our core HR challenges. Have we once again got caught with our head in the clouds because of the excitement about a new idea?"


Via Ali Godding
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