Top 4 Questions to Ask before Switching to SaaS HR

There’s little question that HR organizations are rethinking how they operate. A recent report by the consulting firm Deloitte says 84% of the companies surveyed are either transforming or planning to transform how they handle human resource functions. Driving this change, not surprisingly, is the desire to save costs, followed closely by attempts to achieve greater effectiveness.

How will organizations adapt to these changes and achieve these go-getting goals. According to one of the Big Fours, (Deloitte) a report published stated that Software as a Service (SaaS) HR would be the perfect answer to these questions.

However, the report points out that SaaS HR has more potential than the one simply put. It states that “SaaS solutions … can also enable organizations to do entirely new things, like helping HR organizations of any size compete and operate on a global scale”.

However, as a recruiter you must be having certain queries pertaining to the implementation of HR SaaS software. Here’s a look at some of the queries you should have regarding this:

#1: How much — or how little — customization will be possible with the SaaS HR service?

SaaS HR may offer some opportunities for customization but they have certain limitations to high-level changes, such as tweaking field records or reorganizing certain elements on the screens that users see. The basic idea is that Saas HR requires a completely different mindset, and perhaps more flexibility on the part of customers — than when organizations run on-premises applications.

#2: What measures do you take to assure sensitive HR data is secure from access by unauthorized hackers?

As an employer you will not simply accept a provider that will hold on to your data, but you will also want it to protect it from security breaches, loss, damage, and hacking. Ensure that you sort out everything from security protocols, data backup policies, and compliance with your industry’s data security regulations. Also inquire about the recovery of your data should you choose to terminate the contract.

#3 How do you assure business continuity to keep data and applications always available?

A disaster recovery plan must be in place, get the potential service provider to outline the details of these strategies, experts opine thus. Certain industry criteria includes enquiry about recovery time objectives and recovery point objectives. The formers gauges how quickly normal operation will resume after something goes wrong, while the latter determines the point at which the recovery will take place.

#4 I want to switch to another service provider. What options do I have to easily remove my data?

Committing to a SaaS HR provider demands a greater degree of vendor lockin. This is because the service provider not only controls the application but also the data. Cloud customers may switch solution providers, but significant investments in time and resources make changeovers difficult.

Before deciding upon any particular vendor, remember to examine the company’s financial viability by analyzing its own statements. Since everyone is sharing the same data-center resources, a spike in traffic volumes could undermine performance levels. Beware of that too.

Choosing to deploy your talent management software in a hosted (SaaS) environment has multiple benefits. But ensure that you are implementing the very best so as to reap its benefits.

Author Bio: A digital media strategist and a content marketer, Sampurna is passionate about writing and blogging. Working as a full-time professional writer for more than five years now, she has been lending her expertise to the online world by penning articles and blog posts on jobs and careers, HR tips and the recruitment industry. She also enjoys reading and travelling.

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