Cloud Technology ThumbnailIf your organization has delved into the realm of HR technology, you’ve likely been inundated with buzz words like “cloud computing” and “SaaS technology.” Simplify the HCM evaluation process with our review of the must-have cloud technology features.  


Simplifying the Cloud Technology Buying Process

If your organization has delved into the realm of HR technology, you’ve likely been inundated with buzz words like “cloud computing,” “mobile solutions,” “big data” and “SaaS technology.” But what does this lingo actually mean and how do these features help your business? Unless you’re a techie person, you may feel like you’re lost in the jungle of HR technology solutions. Simply put – you need a guide.

HR cloud technology checklist

To help simplify the buying process, we’ve developed an HR cloud technology checklist. Read on for an overview of the must-have cloud technology features and how they can help your organization thrive.

Cloud Technology Image

SaaS technology

Software as a Service (SaaS) technology offers you a comprehensive HR application that is hosted in the cloud and offers singular configuration. With SaaS applications, all users access one centralized version of the software regardless of their location or the device they use. Beware of solutions posing as SaaS when in reality they are integrated technologies with multiple versions operating in the cloud. For a checklist on how to identify a true SaaS provider, download Ceridian’s SaaSquerading Infographic.

Single source of truth

Storing your organization’s HR information in one application ensures your data is coordinated, easy-to-find and meaningful. This “single source of truth” reduces errors, gives you better visibility into data and enables you to use advanced analytics to make smarter business decisions.


Your technology vendor should simplify, not complicate, your compliance efforts. Ensure you have the tools to effectively track vital employee information, including hours, wages and performance data. Your solution should also be robust enough to accurately manage the highly complex eligibility, affordability and reporting challenges of the Affordable Care Act.


You must be confidant that your HCM vendor can effectively safeguard your employees’ personal information. Partner with your IT department to ensure the technology vendor’s security certifications and data storage policies are compliant with your security protocols.


Avoid add-on analytic solutions and instead look for a vendor that has business intelligence built into the HCM platform. This real-time access to information empowers business leaders to more effectively forecast and tackle problems before they happen.


As you evaluate the features of a new HCM solution, consider its compatibility with your corporate culture. Is your organization prepared to adopt a new technology? Purchasing a solution that is easy to use and accessible from multiple devices (web, mobile, etc.) will help foster a smooth transition.

“The foundation for a successful HCM evaluation lies in first determining your organization’s business needs and strategic goals. Armed with this information, you’ll be able to ask the right questions, determine the right time to switch, and choose the right solution for your employees. In the end, you want to invest in a comprehensive solution that simplifies the everyday activities of both your HR department and the employees it serves,” said Jayson Saba, vice president of market strategy at Ceridian.

For more information:

  • Download Ceridian’s HCM Buyers’ Guide Infographic
  • Read the article Are You Overlooking This 1 Thing During Implementation?
  • Learn about Dayforce HCM