5 Considerations for Selecting Your Global Cloud HR Solution

Last October, Meta4 was recognized by Gartner as one of the three European vendors included in their annual report “Critical Capabilities (CC) for Cloud HCM Suites for Midmarket and Large Enterprises.

Global cloud HR and payroll solutions are the future for better HCM in companies operating in global markets. The leading global research and advisory firm, Gartner has clearly forecasted this trend: “By 2020, 30% of global midmarket and large enterprises will have invested in a cloud-deployed human capital management suite for administrative HR and talent management, but will still need to source 20% to 30% of their HCM requirements via point solutions.”

So mid-sized or large companies will, sooner or later, be looking for a global cloud HR and payroll solution suited to their needs. A good point to start is with Gartner’s annual reports on Magic Quadrants (MQ) and their associated Critical Capabilities (CC) for Cloud HCM Suites.

The MQ analysis complements the associated CC report, which is a purely product-focused evaluation supplemented by an evaluation based on four use cases describing different needs companies have. Matching companies up with these use cases will help to determine the solution that best fits their current situation and company needs. Additionally, there are five key factors to consider when choosing a global HR solution:

  1. Company size and complexity

    Definitions for midmarket and large companies can vary greatly based on criteria like headcounts, revenues and geographical markets. So it is important to use your current and planned headcounts and countries to seek out suitable vendors. However, size does not determine complexity. A midsize company headquartered in a small country and with subsidiaries in several countries maybe more complex than a company with a higher headcount operating in just one country. Such complexity needs far richer functionalities and capabilities.

  2. Global–local capabilities and configurability on a single platform

    A single system of record to ensure data integrity that offer managers a real-time global view of the entire workforce is essential. Rolling out global HR policies, practices and processes to subsidiaries must be smooth, while respecting local autonomy along side their differences and legal compliance needs. Likewise global, local and customer integrity must be safeguarded during maintenance, upgrades and customer-specific evolutions.

  3. Country payrolls on a single platform

    Check if the vendor’s platform can run payroll management in the countries where the company operates.

  4. Flexible pacing for global HR transformation

    A company might want to roll out personnel administration and organization modules (Core HR) at headquarters to get up and running first, and then in line with business needs, add talent management modules. That kind of flexibility is well suited to a growing company, however not all vendors offer such gradual or easy roll out processes.

  5. Customer satisfaction with the vendor

    Last but not least, adopting a cloud global HR solution is far easier if there is tight collaboration with the vendor to take full advantage of the experiences that both sides bring. This can even become a game changer for customers.


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