“Do you want to get the most from your ERP? Then you must move to the cloud. Your bottom line will appreciate it, your users will appreciate it, and your IT security team will appreciate it.” Sounds like a pretty good deal, right?
In our upcoming blog series, we examine some of the most popular cloud adoption myths. By myths, we mean that there is a flipside to every story – and the cloud is no exception.
It’s important to note that we are not “anti-cloud.” Cloud HR functions serve an important purpose, and while there are undoubtedly benefits to moving some functions to the cloud – it’s important to not get too caught up in the hype. So, before you undergo a traumatic “rip and replace” of your core ERP and trade it in for that shiny cloud product – we invite you to stop and take a quick breath.
From Gartner in their 2016 report, “…the extreme of having nothing cloud-based will largely disappear with Hybrid being the most common usage of the cloud.” As organizations determine specific business cases that are best served by a cloud solution, the corporate “no cloud” policy will become increasingly obsolete. This approach is fully supported by GreyHeller and we contend that using specific business cases to guide your cloud migration initiatives is a best practice. With that being said, the business case for a “rip and replace” of your core HR function is rare and can come with many negative implications. This blog series serves to examine just some of those implications and discuss the negative consequences that can occur.
Stay tuned as we release additional blogs in our upcoming “Adopting Cloud: Fact or Myth” blog series, where we address the truths behind: