Technical Challenges of a Cloud Based Talent Management System

Various organizations are considering cloud-based talent management systems for their advantages, however, it is important for IT and HR to think about the technical challenges as well. Cloud-based talent management is empowering a large group of progressions for the HR department. They offer services that can help disentangle HR tasks, empower employee experience and maintenance changes, and reduce costs. However, cloud-based HR systems also accompany a host of technical burdens that the IT department should consider as each tool is being selected, deployed and promoted to employees.

Here is a look at the challenges of cloud-based talent management solutions:

New Security Burdens: Like virtually all of the software that is utilized to deal with the employee lifecycle, cloud-based HR systems use sensitive employee data as part of the service. Many believe the use of public cloud services creates compliance liabilities and security vulnerabilities. It is harder to control the security level and use of employee data with an indistinguishable granularity of access control as it could when the data is stored on local servers. 

In addition, the new GDPR regulations are fixing the compliance prerequisites, which adds additional burdens to keep track of. Because of these issues, it is critical to research and choose sellers that comply with all your regulation needs and that will protect your sensitive data. Ensure they are thorough in cybersecurity before stepping into the implementation phase. Then, work closely with your CTO, DevOps and IT functions to secure and maintain the systems.

Large Number of Vendors: HR commonly deal with cloud-based HR vendors to provide various employee services. Each one can bring its own data model. IT, working with HR managers, should also ensure that each service is allowed fine-grained access to the proper information required for a given program. On the other hand, the HR department should work with IT to determine a permission system that uses employee roles to make it easier to manage access to cloud-based HR services and information. 

There should be explicit support for vendor roles in the platform with information models to integrate them all together with company and employee roles.

Be Prepared for Data Inundation: At the point when organizations start executing a cloud-based HR tool, they will typically see a huge spike in the amount of data they are able to access. This is a good thing since the information will ideally be used to inform the organization's HR strategy. Yet, it can be overwhelming, especially if HR professionals are not analytically inclined. They will initially need to set up a system to ensure the data is organized, useful and significant, or else they will feel swamped and the information will be underutilized. 

Scalability and Flexibility Testing: IT and HR should work with vendors to test out the scalability and flexibility of HR cloud services in their own organizations, instead of taking vendor claims at face value. There are a lot of factors that can interfere with scalability. Also, ensure that a specific service can be adjusted to meet distinctive HR processes. A key best practice is to tell your vendors how your organization works, recognize potential hazard points and after that work together to prevent and fix.

Keeping up With Integrations: The cloud makes it easy to include different HR services demand. Each new service also significantly drives the requirement for integrating it into the various services required for a particular workflow. The number of separate HR systems that should be maintained can range somewhere from 10 to 100, and managing all the integrations and permissions consistently across all those systems can be very troublesome.

The cloud can make it easier to access raw information in ways that follow the natural way promoted by a particular cloud service. However, more work is required to access, comprehend and share this information in a way that benefits HR managers' unique challenges. A major piece of the issue is that meaningful data science often relies upon coordinating information from different cloud services and internal data sources. Search for an effective talent management system that can be set up to compute data on ROI and metrics that are important to the individual business.