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Race to HR cloud technology initiative
Name
Institution
Race to HR cloud technology initiative
Attaran &Woods (2018) depicts that Cloud-based HR solutions have emerged to be worthwhile in businesses that are looking for ways through which they can increase their productivity, boost employee engagement as well as saving time.Cloud technology has transformed the manner in which many businesses, both big and small store, retrieve and use their data. Many people use social media on a daily basis, but they lack a second thought on what they do and the rationale behind. Many businesses and big firms are seeking cloud-based solutions for the critical aspects of respective industries (Al et al., 2016). They increasingly recognize that cloud solutions are crucial to efficiency. HR cloud technology comes with one core advantage that shelters all others. This is centralization of data. All other benefits are based on the consolidation of data and will be discussed later in this paper. Nothing makes more sense to organizations than data of entire employees in one location and having IT solutions that can maintain and uphold business and company’s culture in all dimensions (Ghosh & Tripathi, 2018). HR cloud technology has the capacity of controlling these activities, and thus it’s a worth to be implemented is evident.
Mission
Our mission is to aid customers in designing strategies, transform and uniquely contribute to their growth through the effectiveness of their HR and Finance.
Vision
Turning tour business values and goals into actionable and trackable metrics while creating a more collaborative environment for all involved people
Core beliefs and culture
The central belief of this initiative is to completely go paperless in handling business matters and transform the already created network team’s digital.
The culture of this initiative is to uphold engagement amongst the team members at their work positions and offer them a connected network zone through which they can communicate with the management.
Comprehensive venture description of the initiative
HR cloud technology initiative will be participating in the consumer goods industry. This initiative will enhance the firm’s external proposition. Activities involving consumer goods can be impacted positively by the effects that come with this initiative (Nikkhah & Sabherwal, 2017). This will remain a co-operate organization because integration of HR technology means that the business will have been declared a separate entity that is guided by a particular board.
Needs to be satisfied by HR cloud technology Initiative
- Boosting sales force effectiveness
Integration of HR technology implies easier management of issues. Cloud technology will allow the central location of the entire business organization. This makes it easier to make worth decisions.
- Taking fresh products on the market
Cloud technology will allow business associates to access stock data remotely. This will give them an opportunity of knowing what needs to be taken in the market and to a particular place. This will allow the fresh supply of products to the market (Nikkhah & Sabherwal, 2017).
- Improving consumer satisfaction
According to Seo et al. (2018), if consumers will be in a position of receiving fresh products in the market on a timely basis, then it is clear that their satisfaction will be enhanced. In general, this satisfaction will result from the advantages that will result from HR cloud technology.
Strategic advantages of HR cloud technology
- Cost-effectiveness
HR cloud technology will allow the business to get rid of sensitive hardware, carry out regular software maintenance and upgrades and routine troubleshooting. By so doing the companies will reduce their expenditures because potential risks will be significantly minimized. Installation of software system associated with this initiative eliminates initial IT installment this also reduces the organizations’ expenditures.Lastly, the cloud system is typically pay-as-you-go. This service is very affordable even to the small businesses (Seo et al., 2018).
- Improved security measures
All HR software is fully compliant to the recent security standards and data security regulations. This helps in reducing data breach issues. In addition to this, H software only allows the authorized organization personnel to access the data being stored. This reduces data theft and fraud.
- Boosts employee engagement
Transparency is a significant factor to be looked at when it comes to employee’s happiness. HR cloud technology can help achieve transparency. This is because it can facilitate open communication, marinating appropriate dialogues between different parties and the provision of real-time solutions (Platanou & Mäkelä, 2016).
- Streamlines recruitment process
HR cloud technology facilitates recruitment through optimization of this process in different ways. This is because they can offer a platform that allows participation from both sides and this makes it easier for managers to analyze a candidate. It also provides for an easier turnaround of applicants and makes them view the realty easily (Johnson et al., 2016).
The organizational structure that this initiative will take is the Functional Organizational Structure. This remains the best structure because for the HR cloud technology to stay relevant then it has to be categorized into specialties. This is the only structure that will allow this division.
A justification of the choice of this initiative for your final project
Research has revealed that Consumer Goods industries have remained prone to many challenges. These challenges include Lack of consumer information that can be used to predict the future and establish solutions of the past experiences. This is caused by the decentralization of the management and existence of many disciplines that ensure the smooth running of these businesses. Availability of fresh products for consumers in the market has also remained a complaining factor for quite long, and this lowers customer satisfaction.
I chose this initiative, therefore, to respond to the above-depicted challenges experienced in Consumer Goods business.
Research methods used to assess the feasibility of this opportunity
Technical feasibility was carried out, and more emphasis was on how technologically dependent or independent are is Consumer Goods business. The possible impacts of technological integration were also studied. The research method that was used in this study is the use of survey questioners. The following is the survey questionnaire that was used in collecting data.
| Questions | Answers |
| Are the available product in the market fresh and available on time?
|
Yes/No (circle the answer) |
| Is the most satisfactory? | Yes/No (circle the answer) |
| What kind of technology do you interact with and how? | (write the answer) |
| Is there information that you can refer to about previous activities? | Yes/No (circle the answer) |
| In a scale of 10, how can you rate your satisfaction with the business as a customer? | (write the answer) |
The SWOT analysis is addressing industry trends, environmental trends, the target audience, and the competition.
Strength
- Ready customers
- Enough employees
- Technology-oriented mind
Weaknesses
- Poor customer retention
- Lack experienced management
- unreliable customers due to poor retention
Opportunities
- Environmental trends
- Technological trends
Threats
- Customer and employee compliant to technology
- Competition from old and familiar operation modes
References
Al Shobaki, M. M., Naser, S. S. A., Amuna, Y. M. A., & El Talla, S. A. (2016). The Efficiency of Information Technology and its Role of e-HRM in the Palestinian Universities. International Journal of Engineering and Information Systems, 1(5), 36-55. Retrieved from https://hal.archives-ouvertes.fr/hal–01572642/
Attaran, M., & Woods, J. (2018). Cloud computing technology: improving small business performance using the Internet. Journal of Small Business & Entrepreneurship, 1-25. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/08276331.2018.1466850
Ghosh, V., & Tripathi, N. (2018). Cloud computing and e-HRM. In e-HRM (pp. 126-142). Routledge.
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes. CAIS, 38, 28.
Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement, and e-HRM technology. The International Journal of Human Resource Management, 27(19), 2233-2253. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/09585192.2015.1091980
Nikkhah, H. R., & Sabherwal, R. (2017). A Privacy-Security Model of Mobile Cloud Computing Applications.
Platanou, K., & Mäkelä, K. (2016). HR function at the crossroads of digital disruption. Työn1/2016.
Seo, J., Cho, Y. W., Jung, K. J., & Gim, G. Y. (2018, July). A Study on Factors Affecting the Intension to Use Human Resource Cloud Service. In 3rd IEEE/ACIS International Conference on Big Data, Cloud Computing, and Data Science Engineering (pp. 157-172). Springer, Cham.
