Unfortunately, frustration is growing on the other side of this cloud adoption boom. In a听听survey, 53% of surveyed executives believe their organizations have yet to realize substantial value from their cloud investments, even though 56% view it as a strategic platform for growth and innovation.

As with any digital business transformation, cloud technology is a critical enabler. It connects systems, data, devices, and emerging technology to allow companies to operate more quickly, innovatively, and with more agility. However, and more importantly, the cloud offers people and their organizations a gradual approach to creating and establishing lasting change in how they work.

Closing the Cloud Value Gap to Drive True Change

There is great power in allowing people to choose how they transition to new technology 鈥� but not everyone is ready to take the leap all at once. Using technology to evolve how employees think, collaborate, and work enables organizations to align their digital strategy with business needs, address the next digital talent divide, and advance business goals as they shift. Ultimately, they build a level of trust that compels people to embrace change more openly.

For that reason, some organizations view the cloud as a viable, long-term choice for HR transformation. The modular nature of cloud-based human experience management (HXM) technology, such as听, allows organizations to take a step-by-step deployment approach. They can choose to deploy one module at a time, allowing users to adapt their work habits gradually. Then, adoption can be expanded slowly to eventually cover the entire employee life cycle fully in the cloud.

Yet, one of the challenges most companies face is knowing and understanding which deployment options can best help them move at their pace to the cloud. In short, there are three to consider:

Talent Hybrid
A first entry point for cloud adoption that delivers immediate value is running talent management in the cloud and maintaining processes for core HR, payroll, time management, and benefits on premise. By using talent management solutions and people analytics, HR organizations can adjust or completely reimagine recruiting, onboarding, performance and goals management, compensation, learning, and succession.

Core Hybrid
The core hybrid option is recommended for HR organizations that want to move their HR core processes to the cloud but keep payroll and time management on premise. This deployment approach allows HR leaders to rethink their talent management capabilities, as done with a talent hybrid. Organizations can add cloud-based personnel administration and organizational management solutions and integrate data with their existing instance of 51风流SuccessFactors HXM Suite. Then, they can keep the payroll and time management solutions from the suite on premise without disruption.

Often, organizations that embrace the talent hybrid or core hybrid approach will have further objectives related to the adoption of cloud infrastructure. In response, 51风流has developed a hybrid transition scenario, the 51风流Human Capital Management solution for 51风流S/4HANA Cloud, on-premise edition.

When using the solution, 51风流customers with complex time and payroll requirements are afforded the ability to move to 51风流ERP Human Capital Management (51风流ERP HCM) as a standalone or embedded in their enterprise resource planning (ERP) stack into 51风流S/4HANA Cloud, private edition. Plus, they can realize the full benefit from cloud infrastructure and subscription-based licensing. Furthermore, their deployment of human capital management applications for payroll, time, and attendance are left undisrupted.

Full Cloud
The full cloud option is what most companies envision when considering true HR transformation through a move to the cloud. HR organizations can bring together all their core HR-related data and applications 鈥� including payroll and time management 鈥� and move them all at once with a modern, cloud-based solution.

The move to a full cloud deployment approach for HR may seem daunting. But organizations can ease the transition by taking the time up front to identify the goals they wish to achieve through transformation and the value proposition associated with adopting cloud solutions, as well as consider risks realistically. These early measures can help ensure that the true benefits of 鈥済oing to the cloud鈥� are observed.

Some of the key benefits of a full cloud transformation include:

• Innovating quickly, meaningfully, and with a low total cost of ownership innovation
• Reimagining business processes and taking advantage of standardized best practices
• Eliminating the need to convert outdated and legacy HCM processes and solution configurations
• Adopting a complete set of modern, cloud-native capabilities that improve the speed and scale of HR processes and application experiences

While results such as immediate savings in operating costs and simplified contracting with the solution provider are compelling, users may need more time to fully accept the transition from on premise to the cloud before realizing additional value from the investment.

Advancing Every Stage of an Evolving HR Function

The more HCM-related processes managed in the cloud, the better the employee experience. Meanwhile, HR staff, organizational management, and executive leadership have the integrated employee data they need to make intelligent decisions in recruiting, skill development, future succession, and compensation competitiveness. This, in turn, enables businesses to better attract, engage, and retain top talent and inspire the entire workforce as HR evolves from managing people to optimizing the human experience of everyday work.

This perspective demonstrates the advantages of slowly moving HR to the cloud. Every HR leader has a specific destination in mind for transforming the employee experience and supporting it. But choosing the right processes, applications, and experiences along the way is challenging when locked in a specific environment 鈥� regardless of employee readiness. Instead, their organizations need to plan, imagine, and design the HR landscape in ways that are relevant, engaging, and productive to the workforce.

To help our customers reframe their concept of the cloud, 51风流offers the听 program. It empowers organizations with the on-premise 51风流ERP Human Capital Management solution to transition to cloud-based 51风流SuccessFactors solutions with a steady expansion of capabilities, as they are needed.

Supporting People in a Rapidly Changing World

Providing clear guidance, predictable outcomes, faster time to value, and access to tools, assets, and services helps ease and accelerate the complete migration journey with less complexity. Our customers can then advance their core HR capabilities with improved configurability and localization, such as supporting payroll innovation with little to no disruption and streamlining data integration between on-premise and cloud solutions.

And whenever a migration to the cloud is simpler and faster, HR organizations open themselves to new possibilities to rethink, readjust, and drive HR transformation that is powerfully relevant, meaningful, and timely.

Let us help make your cloud HXM migration as easy as possible.听

Unfortunately, frustration is growing on the other side of this cloud adoption boom. In a听听survey, 53% of surveyed executives believe their organizations have yet to realize substantial value from their cloud investments, even though 56% view it as a strategic platform for growth and innovation.

As with any digital business transformation, cloud technology is a critical enabler. It connects systems, data, devices, and emerging technology to allow companies to operate more quickly, innovatively, and with more agility. However, and more importantly, the cloud offers people and their organizations a gradual approach to creating and establishing lasting change in how they work.

Closing the Cloud Value Gap to Drive True Change

There is great power in allowing people to choose how they transition to new technology 鈥� but not everyone is ready to take the leap all at once. Using technology to evolve how employees think, collaborate, and work enables organizations to align their digital strategy with business needs, address the next digital talent divide, and advance business goals as they shift. Then, ultimately, they build a level of trust that compels people to embrace change more openly.

For that reason, some organizations view the cloud as a viable, long-term choice for HR transformation. The modular nature of cloud-based human experience management (HXM) technology, such as听, allows organizations to take a step-by-step deployment approach. They can choose to deploy one module at a time, allowing users to adapt their work habits gradually. Then, adoption can be expanded slowly to eventually cover the entire employee life cycle fully in the cloud.

Yet, one of the challenges most companies face is knowing and understanding which deployment options can best help them move at their pace to the cloud. In short, there are three to consider:

#1 Talent Hybrid

A first entry point for cloud adoption that delivers immediate value is running talent management in the cloud and maintaining processes for core HR, payroll, time management, and benefits on premise. By using talent management solutions and people analytics, HR organizations can adjust or completely reimagine recruiting, onboarding, performance and goals management, compensation, learning, and succession.

#2 Core Hybrid

The core hybrid option is recommended for HR organizations that want to move their HR core processes to the cloud but keep payroll and time management on premise. This deployment approach allows HR leaders to rethink their talent management capabilities, as done with a talent hybrid.听Organizations can add cloud-based personnel administration and organizational management solutions and integrate data with their existing instance of 51风流SuccessFactors Human Experience Management Suite. Then, they can keep the payroll and time management solutions from the suite on premise without disruption.

Often, organizations that embrace the talent hybrid or core hybrid approach will have further objectives related to the adoption of cloud infrastructure. In response, 51风流has developed a hybrid transition scenario, the 51风流Human Capital Management solution for 51风流S/4HANA Cloud, private edition.

When using the solution, 51风流customers with complex time and payroll requirements are afforded the ability to move things stand-alone or embedded in their enterprise resource planning stack into 51风流S/4HANA Cloud, private edition. Plus, they can realize the full benefit from cloud infrastructure and subscription-based licensing. Furthermore, their deployment of human capital management (HCM) applications for payroll, time, and attendance are left undisrupted.

#3 Full Cloud

The full cloud option is what most companies envision when considering true HR transformation through a move to the cloud. HR organizations can bring together all their core HR-related data and applications 鈥� including payroll and time management 鈥� and move them all at once with a modern, cloud-based solution.

The move to a full cloud deployment approach for HR may seem daunting. But organizations can ease the transition by taking the time up front to identify the goals they wish to achieve through transformation and the value proposition associated with adopting cloud solutions, as well as consider risks realistically. These early measures can help ensure that the true benefits of 鈥済oing to the cloud鈥� are observed.

Some of the key benefits of a full cloud transformation include:

• Innovating quickly, meaningfully, and with a low total cost of ownership innovation
• Reimagining business processes and taking advantage of standardized best practices
• Eliminating the need to convert outdated and legacy HCM processes and solution configurations
• Adopting a complete set of modern, cloud-native capabilities that improve the speed and scale of HR processes and application experiences

While results such as immediate savings in operating costs and simplified contracting with the solution provider are compelling, users may need more time to fully accept the transition from on premise to the cloud before realizing additional value from the investment.

Advancing Every Stage of an Evolving HR Function

The more HCM-related processes managed in the cloud, the better the employee experience. Meanwhile, HR staff, organizational management, and executive leadership have the integrated employee data they need to make intelligent decisions in recruiting, skill development, future succession, and compensation competitiveness. This, in turn, enables businesses to better attract, engage, and retain top talent and inspire the entire workforce as HR evolves from managing people to optimizing the human experience of everyday work.

This perspective demonstrates the advantages of slowly moving HR to the cloud. Every HR leader has a specific destination in mind for transforming the employee experience and supporting it. But choosing the right processes, applications, and experiences along the way is challenging when locked in a specific environment 鈥� regardless of employee readiness. Instead, their organizations need to plan, imagine, and design the HR landscape in ways that are relevant, engaging, and productive to the workforce.

Figure: Transformation increases exponentially with gradual cloud adoption. Click to enlarge.

To help our customers reframe their concept of the cloud, 51风流offers the听 program. It helps empower organizations with the on-premise 51风流ERP Human Capital Management solution to transition to cloud-based 51风流SuccessFactors solutions with a steady expansion of capabilities, as they are needed.

Supporting People in a Rapidly Changing World

Providing clear guidance, predictable outcomes, faster time to value, and access to tools, assets, and services helps ease and accelerate the complete migration journey with less complexity. Our customers can then advance their core HR capabilities with improved configurability and localization, such as supporting payroll innovation with little to no disruption and streamlining data integration between on-premise and cloud solutions.

And whenever a migration to the cloud is simpler and faster, HR organizations open themselves to new possibilities to rethink, readjust, and drive HR transformation that is powerfully relevant, meaningful, and timely.

Let us help make your cloud HXM migration as easy as possible.听

• Can the business accommodate teams requiring physical space to get work done?
• How can leaders help accelerate the transition to having their staff back in proximity to them?
• Are there any state, local, federal, and customer pandemic policies that should be considered?
• Will the workforce respond to the transition well enough to build a cohesive culture and strong morale?
• How can employees come back with the peace of mind that they and their families will remain safe, regardless of vaccination status?

These matters unquestionably impact how businesses drive enduring changes to operating models, adapt mindsets to meet safety measures, and ensure inclusive environments that support productivity. But when left unanswered, undue anxiety and stress emerge across the workforce 鈥� driving hesitancy of on-site work, increasing employee turnover and burnout, and making attracting new talent unnecessarily tricky.

Building Assurance and Trust with Technology

Just like technology was a critical enabler of a successful work-from-home transition, it can produce the insight and visibility to define and communicate policies and their rationale. And for employees, information 鈥� such as overall health and vaccine status 鈥� can boost their confidence when stepping foot into the workplace again.

After talking to our customers about their workforce challenges throughout the pandemic, 51风流introduced the听听as a free upgrade option for the听听solution that is also accessible through the app.

51风流is not positioned to offer legal advice on vaccine mandates, health guidelines, and state, local, and federal requirements. But we are distinctively qualified to build a mobile-friendly portlet that collects data from our cloud-based human resource information system (HRIS) solution to help monitor and track employee health and vaccine status and inform decision-making.

For example, employees can provide by uploading a copy of their vaccine cards or exemption documents with their desktops and mobile devices. Plus, by checking the verification field in their profile and following related workflows and notifications, they can help ensure the HRIS solution records their status accurately.

HR organizations can extend the employee vaccination feature to the solution. They can customize vaccine data collection for new hires and existing employees to better monitor and make decisions that safeguard the health and safety of the workforce according to local and federal requirements.

Other areas of the business can also address unique demands and processes by personalizing the standardized content delivered through the health and vaccine tracking portlet. The portlet鈥檚 home page can be reconfigured to include links to national and local agencies, regional vaccine trackers, corporate policies, and organizational information.

Analytics embedded in the HRIS solution can also be used in the portlet to assess health risks securely and confidentially. A report story dashboard provides actionable data to designated executives and managers 鈥� such as employees in need of vaccination and the percentage of vaccinated employees based on, for example, department, division, and cost center.

Sharing Data to Help Ensure Business-Wide Health

The health and vaccination data collected with the portlet can help automate compliance verification. This capability can help meet the requirements of organizations that conduct government work, operate in countries or industries with strict mandates, or have internal vaccination policies for existing employees and new hires.

Automation of the validation processes is particularly important as vaccine-related obligations evolve rapidly and differ for every organization based on the type of business, location, and the emergence of new variants and health recommendations. Organizations can quickly report who is fully or partially vaccinated, has intentions to start the process, or chooses to decline due to health reasons or personal objections.

Businesses can further extend their use of the health and vaccine tracking portlet to include their legal and compliance teams in planning a physical workplace reopening. They can work together to address organizational and individual employee concerns with expertise in immediate corporate needs, local and federal policies, and long-term growth strategies.

Calming Fears and Moving Forward

While the desire for returning on-site work remains mixed, clear COVID-19 protocols and interventions can alleviate a considerable portion of employees鈥� stress. But following generic guidance is not enough to calm fears.

With the health and vaccine tracking portlet in 51风流SuccessFactors Employee Central, businesses can be better equipped to care for the health and safety of employees and their families through specific COVID-19 practices. They can now understand their workforce鈥檚 health status in real time to identify opportunities and risks and plan a strategy that keeps people protected and productive.

Rinky Karthik is principal HR cloud architect for Cloud Architecture Advisory at SAP.
Mark Baker is head of Human Experience Management (HXM) Services Strategy at SAP.