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New Strada research finds nearly 40% of companies still rely on ageing HR systems as cloud migration becomes critical read the full publication

Unlocking cloud potential: Actionable strategies for medium and large businesses

Unlocking cloud potential Actionable strategies for medium and large businesses
  • Strada
  • 23 July, 2025

Not all organisations are the same. Companies across the globe are making the move to the cloud, aiming to keep their operations agile, efficient and competitive. But while their overall goals – optimised systems and processes, scalability, improved employee experience – might align, priorities and approaches can vary significantly based on their size.

Strada’s most recent research report, The cost of standing still: Why ignoring cloud ERP could harm your business, highlights both the benefits and the challenges companies face in moving to the cloud. To help organisations turn insight into action, we’ve outlined some practical recommendations from our report and tailored them for medium and large enterprises to help facilitate their cloud transformation.

Action plan for medium-sized enterprises

Workflows in mid-sized companies often move faster. But while their smaller size can lessen the disruptive impact of a cloud transformation, these organisations also typically have fewer resources available, which can cause delays. It’s important to keep these and the following factors in mind when embarking on a cloud transformation journey.

Cloud ERP and HR transformation

  • As support for on-premise systems (like Microsoft Dynamics or SAP ECC) winds down, it’s best for companies to transition to cloud ERP/HCM platforms as early as possible to avoid rising costs and potential security risks.
  • To minimise disruption and accelerate ROI, phased cloud rollouts are recommended
  • Companies operating on multiple HCM systems should consolidate them onto a single platform to improve visibility, integration, and user experience.
  • With the growing capabilities and popularity of AI, choosing an AI-ready cloud platform and leveraging automation and analytics tools is advisable to stay ahead.

Employee experience and system adoption

  • Involve frontline staff in choosing and testing new HR systems to ensure the tools fit real-world workflows.
  • To reduce resistance and improve adoption rates, invest in change management and employee training.
  • Use self-service portals and mobile-friendly platforms to empower employees, improve efficiency and lighten the load on HR teams.

AI and innovation

  • Focus early AI investments on enhancing productivity and achieving cost savings before exploring broader innovations.
  • Pilot AI-driven employee experience tools to improve onboarding, career progression, and internal mobility.
  • Establish AI “centres of excellence” to coordinate pilot projects and boost AI knowledge across HR and Finance.

Security and compliance

  • Implement advanced threat detection and real-time monitoring in cloud platforms to bolster cybersecurity beyond basic measures.
  • Prioritise automated compliance in your new systems to reduce risk and simplify audits.
  • Educate teams on AI-related risks to prevent introducing new security vulnerabilities.

Action plan for large enterprises

While larger enterprises have more resources at their disposal, they also have more complex operational structures. Many large organisations run multiple systems across different countries, impacting their goals, approaches, and our recommendations.

Cloud ERP and HR transformation

  • Recognise that cloud transformation is more than a simple system swap; it´s a strategic re-platforming for the business and should be approached with that mindset.
  • With on-premise support deadlines quickly approaching, move decisively from on-premise systems like SAP and Microsoft Dynamics to cloud-native platforms like SAP SuccessFactors, Workday or Oracle Cloud HCM.
  • Focus on integrating HR, IT, Finance, and Payroll to break down silos and enhance reporting and decision-making.
  • Incorporate AI and automation into daily HR operations to stay future-ready.

Employee experience and system adoption

  • Establish cross-functional teams to oversee system selection, gather input, and guide the rollout, ensuring decisions match employees’ actual needs.
  • Regularly solicit employee feedback to bridge any gaps between leadership and staff expectations.

Implement structured career mobility tools within HR systems to help retain talent and support global workforce strategies.AI and innovation

  • Develop an enterprise-wide AI strategy that includes HR, Finance, IT, and Operations to centralise governance and speed up adoption.
  • Utilise built-in AI features in cloud platforms for predictive analytics, workforce planning, and ESG reporting.
  • Address employee concerns about AI by maintaining transparency and clearly explaining how AI supports them rather than replaces them.

Security and compliance

  • Conduct a comprehensive cybersecurity review before any major cloud migration to identify and address current vulnerabilities.
  • Integrate security into new cloud systems from the outset, ensuring alignment with standards like GDPR, ISO 27001, and SOC 2.
  • Proactively meet stricter data governance and ESG reporting requirements by investing early in integrated reporting and monitoring tools.

Conclusion

Most organisations know their destination, but the paths to get there can vary. When moving to the cloud, your company’s size and structure will influence your strategies and approaches.

Whether you’re a mid-size company updating your operations or a large enterprise undertaking a strategic re-platforming, the recommendations above can help ensure your journey to the cloud is a smooth and successful one.

  • Strada