Cloud HCM - How can it help the Child Care Industry?

One of the greatest assets that a company has is its workforce, and HR departments are recognizing the importance of having a more in-depth understanding of their employees. This includes understanding their staff’s needs, the company’s needs, including finding ways to align staff and company goals. A highly trained workforce is not enough unless industries such as the child care industry, determines how to utilize the skills of their workforce in ways which are beneficial for the company.

Cloud HCM, also known as Human capital management, provides a way to integrate the benefits of cloud computing software, such as its cost effectiveness, efficiency, and easy access to data, with performance management and workforce tracking. Similar to other cloud computing solutions, HCM software can be purchased from service providers and accessed using SaaS (solution as service software) or other platforms, over the internet. Companies pay for what they use such as through a monthly fee. Cloud computing is highly flexible, offering the potential for customization and for integration with existing software applications used by the company. It also provides companies with the ability to increase or update applications as their needs change.

Cloud HCM provides methods to help companies streamline multiple HR administrative processes, allowing for all data and processes to be centralized. This enhances the potential for accurate data management, for more in depth analysis of data and for more sophisticated decision making to occur. As company and employee goals are often changing, it also allows HR departments to continually track and review their workforce and make necessary changes to maximize their staff’s potential. From payroll, benefits, employee self-service, to performance reviews, recruitment process and social networking, cloud computing integrates multiple processes, whilst increasing the end user experience.

Cloud HCM also increases communication between management and staff, enabling feedback to be offered, goals to be more concrete and specific, and for the company’s expectations of their staff, to be effectively communicated. It also provides flexibility for staff, allowing them to view available workforce tasks and to apply for the tasks they feel they are suitable for.

Reporting tools also increase the HR department’s role within the overall company, including their role within strategic business planning, by providing them with accurate statistics retrieved from real time data. HR staff can use this data to report to management, offering an accurate picture of their current workforce. As this data may influence the company’s future goals, including recruitment, accurate data management is integral. Moreover, the integration of several administrative processes, which were previously disseminated between several departments, means all departments have access to and update, the same master data file. This avoids duplication of processes and data, and also ensures that any data retrieved, is up to date and accurate.

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