How do you evaluate and compare different cloud service models (SaaS, PaaS, IaaS) for HR software?

SaaS (Software as a Service) is a software model where applications are hosted by a service provider (not your company) and made available to customers over the internet (cloud). Most HR software is SaaS, and SaaS does not mean it is less secure. Users can access it easily with an internet connection. The provider hosts the software so you don't need to focus on mantein it, security, etc. So I'd recommend always choosing SaaS when possible.

When evaluating cloud service models for HR software, I find SaaS especially useful because it provides a complete, ready-to-use application that is easily accessible over the internet. With SaaS, there’s no need to worry about installation, updates, or maintenance, as the provider handles everything—from hosting and security to upgrades and support. This model, typically subscription-based, is ideal for HR functions that don’t need extensive customization, like payroll, benefits, or performance management, offering a user-friendly, hassle-free solution.

To evaluate and compare SaaS, PaaS, and IaaS for HR software, assess your organization's specific needs, technical expertise, and resources. SaaS offers ready-to-use HR applications with minimal setup, ideal for businesses seeking quick deployment and lower upfront costs. PaaS provides a platform to develop and deploy HR applications, suitable for organizations with custom development needs but who wish to avoid managing the underlying infrastructure. IaaS offers the most control and flexibility, allowing full management of infrastructure, servers, and storage, best for enterprises with complex HR software needs and the capability to manage the environment. Consider scalability, security, cost, and control in your decision.

One effective way I’ve found to evaluate cloud service models like SaaS, PaaS, and IaaS for HR software is to consider the level of control, customization, and maintenance needed. For instance, PaaS offers a flexible, cloud-based platform where you can build, deploy, and manage HR applications without handling infrastructure like servers or storage. This is perfect for HR software that requires extensive customization or integration—like talent acquisition or analytics—allowing us to tailor solutions precisely to our needs and only pay for what we use.

IaaS is a cloud service model that provides virtualized computing resources over the internet. It includes servers, storage, networking, and virtualization capabilities, allowing users to manage and control their infrastructure without the need for physical hardware.

Selecting the right cloud service model for HR software hinges on aligning budget, resources, business needs, and security requirements. SaaS is ideal for simplicity on a restricted budget, while PaaS offers customization for those with more resources. IaaS suits high-budget scenarios demanding robust security. Strategic evaluation of these factors ensures the most fitting cloud service model for optimal HR software performance.

Assess your HR software requirements: Determine the specific needs of your HR software, such as scalability, customization, and integration capabilities. Consider cost implications: Evaluate the total cost of ownership, including subscription fees, maintenance, and any additional infrastructure costs.

DON'T: ? Rely on biased "independent" consultants to make your decision for you. ? Try to make all vendors "look the same". Vendors are different & you want to find that out now vs after the fact. ? Write an RFP with 500+ functional requirements that tell vendors NOTHING about your pain today & what you're trying to solve for. ? Box in vendors with overly narrow demo scripts. Put guardrails in place, but let vendors differentiate and shine. ? Only focus on functional due diligence. Go beyond this - look into user adoption, tech. architecture, customer/industry momentum, customer support, integration/interoperability, uptime/performance SLAs, mobile capabilities, implementation methodology, project safeguards, partner ecosystem etc.

I have found that it's more impactful to start with what not to do when evaluating HR Tech. The two things I bring up most frequently are 1) make sure you don't start with a piece of tech to solve your people strategy. If you can't define your people strategy for 2024 yet, define that before you start shopping for HR Tech solutions to align/resolve an out of whack KPI. People, Process, then Technology in that order creates stickiness… 2) do not bring in five vendors to demo for ONLY 60 minutes each before decision time comes. Specificity and time investment = less likelihood for buyer's remorse. Narrow to 2-3 vendors fast & INVEST the time to align your culture & business to the vendor. This should be a partnership not just a transaction.

The question as posted doesn't make a lot of sense to me. It is basically asking: "Where do you want to do your word processing? In Microsoft Word (SaaS), in Microsoft Windows (PaaS) or on your HP Laptop (IaaS)?". Only SaaS is actually software that you can run. For PaaS and IaaS you need to add your own software on top for it to become useful.