Will New EU Standards Boost Cloud Take-Up?

Berni Maguire

A new strategy to be announced by the EU this week is expected to encourage greater use of cloud computing technology to provide a range of benefits to businesses throughout the continent.

The positives of cloud computing are clear, as a study of the market produced by the European Commission (EC) earlier this year found businesses stand to benefit from reduced costs in areas such as capital expenditure.

The EU noted this results in lower barriers to entry, provides the ability to bring new products to market more quickly and frees small and medium-sized enterprises to focus on innovation.

This week, the EC will set forth its plans for developing cloud technology, which it claims could boost the cumulative gross domestic product of the 27-nation bloc by almost €1 trillion (£795 billion), a well as creating 3.8 million jobs by 2020, according to a report seen by the Wall Street Journal.


One of the key aims of the new policy document will be to increase standardisation of the various cloud computing solutions currently in use around the continent. It noted that although suppliers have make efforts to improve this, a lack of industry-wide certification means “clouds may develop in a way that lacks interoperability, data portability and reversibility, all crucial for the avoidance of lock-in”.

This may therefore be highly useful to enterprises that are looking to improve the agility of their small business IT solutions by investing in cloud-based technology that enables them to rapidly scale their operations up. As the continent emerges from recession, this is likely to be a key advantage for companies seeking to expand their business.

Simplified regulations

The fragmented nature of the European cloud market also poses legal and regulatory difficulties, particularly for firms looking to do business across borders within the bloc. By developing consistent requirements for contracts and service level agreements, this could greatly reduce the level of complexity organisation have to deal with, which could help get them up and running with advanced cloud solutions faster.

It will seek to bring together expertise from across the industry to develop common procedures for procuring cloud solutions in a transparent way, which could benefit businesses of all sizes.

With 20 years experience providing customers with high-quality IT systems, Nouveau Solutions offers an unparalleled level of technical expertise and service and is focusing on building long-lasting relationship with customers. Visit our website at to find out what solutions such as SAP Business ByDesign could do for your business.


About the Author

Berni Maguire is a Marketing Manager for Nouveau Solutions Ltd.  With over 20 years’ experience of working in the IT industry within both UK and European roles, Berni has worked with leading business-intelligence vendors, Cognos and MicroStrategy, to start-up organisations such as Marimba.  Within these organizations, Berni has held a variety of roles, from marketing communications, channel marketing and business development roles.
In her current role Berni is responsible for the marketing at Nouveau.  She is responsible for identifying emerging trends in the IT marketplace and looking for new opportunities and tactics to take the company message out to the market.  Berni is particularly interested in the shift from traditional marketing methods to utilizing social media platforms for building relationships and value with clients, suppliers and partners alike.

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Can Your Employees Be Your New Sales Force?

Todd Wilms

Employees Engaging With Your CustomersReally great sales people have a skill set the rest of us do not natively possess; if you did have those skills, you would weigh your career options differently and probably make a lot more money.

This is not to surmise then that sales people can be replaced.  But, smart organizations are just now beginning to see a new and improved sales force consisting of their employees. This is a place where your employees are now empowered, enabled, and encouraged to help your brand reach your customers.

It is easy to make the argument that this goes beyond just sales, and should include your marketing organization as well.  However, this idea of enabling your employees to supplement your existing sales and marketing organizations only recently became scalable because of changes in technology, and changes in both your customer’s and employee’s expectations.

Technology Allows It

We have heard this mantra of “sales is everyone’s responsibility” for at least my lifetime.  The sentiment made sense, but the practical realities never allowed for it.  An employee may have only had access to 100 or so people within their local community (school, church, club, neighborhood, etc.).  You can build brand and name that way, but selling seemed elusive for most people.

Now, technology allows us to connect – seamlessly and rapidly – with people of similar interest and ideas around the globe.  It is now commonplace for most people to be able to communicate and share ideas with a few thousand like-interested individuals.

Tactic: Encourage employees to join communities, blogs, and forums where they discuss the problems your brand can solve. Start in “listen-only” mode for a while and then move to furthering the discussion by offering your opinions and insights.

Your Employees Are Already Doing It

Most of your employees are in their roles now because they have a passion for what they do and are already engaged in forums or communities. They are doing this without any guidance and may not be even communicating your brand’s value for fear that this behavior is not supported by management.

Tactic: Tap into their natural zeal and encourage them to commit to these groups.  As they build trust and a relationship with these audiences, they can talk more and more about what your brand does that is special.  Coca-Cola is a great example of a company that builds these brand ambassadors; they encourage the spark that is already there in their employees.

Your Customers Expect It

Your customers and your prospects all have something in common.  They have common issues – some problem that needs solving.  You hire smart people who know the answers to these questions, even if that knowledge doesn’t translate to their job title.  Your customers and prospects want you to help them address the issues, provide guidance, and truly empathize with their plight.

Tactic: Don’t jump in and start branding or using your brand as the answer to every question. That will backfire on you.  What you need is empathy to understand what their issue is and how you can help them think through the process of solving it.  Eventually, it will lead to your organization, but they have to come to that conclusion – instead of you forcing it upon them.

It Is More Powerful Than What You Do Now

Supplementing your sales and marketing organization with smart, engaged employees as “brand ambassadors” will take each organization on a different journey.  Some may see a direct connection from these conversations to revenue; others will see a different upside.  At SAP for instance, we have seen – amidst other things – the pleasant surprise of a more engaged and informed customer.  This directly translates into a reduced sales cycle and allows our sales people to have a deeper relationship with our customers much earlier.

The direction this is heading is to allow your employees to evolve to do some of what your sales and marketing organization does today. It doesn’t mean you will be getting rid of those groups any time soon; You will just move them into more effective and more specialized roles to help engage and close your customers faster. By allowing everyone to have a great role in the process, you will not only serve your customers better, but have a much more passionate and enthusiastic workforce.


To learn more about how I intent to keep my job in marketing and not let “Tim from accounting” take it, follow Todd on Twitter @toddmwilms or connect on LinkedIn.


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Getting The Right Dose Of Mobility

SAP Guest

By Shandy Lo

What is “ITelligent mobility”? Experts from BMW, Nokia Siemens Network, and KPMG met at Communication World 2012 to take a closer look at mobile technologies, strategies, and solutions for the business of the future.

Picture: Munich exhibition

“ITelligent mobility” was the slogan for this year’s Communication World event, which took place on October 9 and 10 in Munich, Germany, and focused on the present and future of mobile technologies, strategies, and solutions for the business world.

The speakers, attendees, and exhibitors took this opportunity to examine the world of IT from all angles in the age of mobile business apps,smartphonescloud computing, and tablets. The event program was organized around four key topics: mobile technologies and strategies, solutions for businesses and people, industry solutions for automotive, retail, and public services, and customer contact solutions.

“Office on wheels” is revving up

The participants in the “Future Panel” podium discussion addressed the topic of communication and mobility in the conurbations of the future. It seems that the trend toward urbanization will continue unabated in the years ahead. Indeed, the United Nations predicts that two thirds of the world’s population will be living in cities by 2030.

This concentration of people, resources, goods, and capitalism into urban centers poses enormous challenges. Urban infrastructures, in particular, will have to adapt to cope with this major demographic shift. What does this mean for mobility?

A huge change has taken place in recent years in the way we use mobile devices, and the development of smartphones and tablets will accelerate this process of change in the future, says Irene Feige from the BMW Group’s Institute of Mobility Research. 

What impact will this have on businesses and employees? The car as an “office on wheels” is still a rare phenomenon, but Marc Ennemann, a consulting partner at KPMG, believes that mobile offices will catch on and become a common feature of our working lives. It’s an ongoing process that’s happening right now, not a snapshot, says the business expert.

Enterprises need mobile devices that can do everything and that bring together data and information from a wide variety of sources in one place. But is there a “recommended dose” for mobility in the age of cloud computing, Big Data, and “bring your own device” (BYOD)?

For instance, can a telephone conference always replace a business trip? Dirk Lindemeier, head of Application Product Management at Nokia Siemens Networks, believes that humans are still social animals. While telepresence systems undoubtedly make our everyday working lives much easier, humans still relish personal contact, and there are many processes that cannot be clarified via technological channels.

BMW expert Feige does not see mobile and communication technologies as being in competition with each other. On the contrary, she says, they complement each other and will open up a whole host of new


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Future Mobile - Is Creepy The New Cool?

SAP Guest

By Benjamin Robbins, @paladorbenjamin

Back in 2002, when Tom Cruise could keep his peculiarities and PR under control, he starred in the sci-fi whodunit blockbuster film Minority Report.

Set in the year 2054, Minority Report offered, among many things, a futuristic portrayal of retail experiences. In the film, Cruise’s character, John Anderton, is hurriedly walking through a shopping mall trying to evade capture.

While doing so, his eyes are being scanned with alarming frequency. With each scan the glass window he is passing by offers up a personally targeted advertisement. (Best advertisement: “John Anderton, you could use a Guinness right about now!”)

In the ten years since the release of the film, many of the computer and consumer experiences envisioned have either come to fruition or on the verge of what’s possible. These experiences are being made possible by combining the capabilities of mobile devices and big data.

Last week I had the opportunity to attend a workshop in San Francisco presented by SAP on the very subject of the future of mobile, big data, and analytics. Aptly named Right Time Experiences (RTE), these contextual experiences take the vast amounts of data available publicly and privately and combine it with real-time information from mobile devices.

For consumers this could translate into something as simple as an enhanced shopping experience or as complex as medical services. For businesses it provides the opportunity to engage with clients and products in ways never before possible.

A key ingredient to this experience is leveraging the native capabilities of mobile devices. Data from audio, video, GPS, pressure, and biometric sensors can be collected, transmitted, and integrated into a variety of apps on our devices.

These mobile inputs maintain a persistent connection to the Internet and provide an almost limitless stream of information. Devices are constantly improving their capabilities. In fact, recent devices have hardware that is sensitive enough to tell you when you are moving between floors inside a building.

The end result is opportunities that are a breath of fresh air for consumers and businesses alike. For example, the French insurance company Groupama allows customers to start an accident claim, complete with photos and GPScoordinates, from the accident site using a mobile device.

Retailer Tesco allows commuters in Seoul, Korea, metro station to use their mobile devices to order and have groceries delivered on their commute home by scanning desired items from a billboard in the station. Experiences such as these provide customers with valuable time savings while granting companies the opportunity to distinguish themselves and build loyalty.

What is defined as a connected device can go beyond our common understanding of what mobile is as well. Vitality has a product called GlowCaps that is used on the top of prescription bottles. Vitality GlowCaps flash to remind the user to take their medicine.

These caps are connected wirelessly through mobile carriers, like AT&T in the United States, to transmit data to doctors and loved ones every time the cap is removed. These caps allow concerned parties to track whether medicine is being taken according to schedule. They can also refill the patient’s prescription automatically.

All of these experiences can bring added conveniences to our lives, from directions to connections. However, coupled with this capability comes concern that we could be exposing too much personal information. There are apps that push the social boundaries of privacy.

For example, the app called Girls Around Me allows user to leverage the social platform FourSquare to see who is in their proximity. Wolfram Alpha aggregates information on your Facebook posts and friends such as age and location. There is even an app named “Creepy”. Creepy is geolocation information aggregator that takes data from sources such as Twitter, Flickr, and Foursquare and overlays what was posted and where on an interactive map.

The challenge and opportunity is that the great the diversity of data collected, then the more of a crystal clear outline of who we are can be derived. Taken together, the sum of the data outlines our habits, routines, and daily norms. This data can also clearly show any variations from our routine. This is very powerful data that can be leveraged for life-enhancing experiences.

It can also be wielded to gain intrusive insight into our patterns and lifestyle. We are also only scratching the surface in terms of what is possible to collect. As mobile devices become more intimate to our physical being, the opportunity for sensors only grows. Why not track vital signs so you know when you or a loved one are beginning to get sick or taking a turn for the worse? But how much of this personal outline is appropriate for collection and consumption?

The data collected is meaningful both on an individual level as well as on a collective basis. Just as deviations from the norm can be used for analysis and functionality on a personal basis, it’s almost more powerful when looking at the masses. For example, think of how an indicator, such as the consumer confidence index, could go from its current monthly backwards-looking data point to real time and even predictive stream based on variations of consumer spending that are being constantly gathered. Think of the field day that savvy political campaigns could have with the data collection and analysis capabilities.

The collection of so much personal data raises many questions. Who owns this data? The organizations providing the service, or the individual? Is it possible for an individual to opt out of having their data collected? Do consumers have access to data? Can individuals request data to be deleted? Who has control of the sale and sharing of your data? The disparate nature of the data across many apps and services makes answering many of these questions a challenge on a global basis.

Many years ago, I remember being freaked out the first time I ever got directions from the Internet. I entered my address in Seattle on the West Coast of the United States as the starting point and my parents’ house on the other side of the country as the destination. Up came turn-by-turn directions to their house some 3,000 miles away. I remember looking at the map and thinking that somehow I was actively spying on them. “Stalkers are going to have a field day with this,” I remember telling a friend.

Fast forward to today. We don’t think twice about being provided step-by-step directions from our current location. In fact, giving someone directions could not be classified as lost art. What once seemed invasive and like spying, has become the norm; or as my good friend Milja Gillespie said, “Creepy is the new cool.” As mobile devices allow for a greater breadth of Right Time Experiences to transpire, what is considered invasive, or creepy, today could just as well morph into the norm of tomorrow.

So the question remains, are we being coaxed into handing over too much information? Are we the proverbial frogs sitting in hot water and not noticing the temperature rising? Are we trading convenience over concern? Perhaps our information isn’t as important or personal as we believe. Is “creepy” just us old crumedgeons not making way for the new? On the plus side, if creepy is the new cool, then perhaps Tom Cruise will someday be able to mount a comeback.

Benjamin Robbins is a founding partner of Palador, a consultancy that provides strategic guidance and execution to enterprises in the areas of mobility, apps, and data. Benjamin has spent the last 15 years working with organizations on shaping and implementing their technical vision. Benjamin is a leader in the enterprise mobility field. Besides writing on, he is also a regular contributor to the Enterprise Mobility Forum and The Guardian on mobility topics such as strategy, BYOD, The Consumerization of IT, Enterprise Mobility Management, and security. Benjamin is currently in the middle of a year-long experiment of working solely from his smartphone.


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Top 52 #HumanResources Twitter Influencers

Jen Cohen Crompton

We are aimed at becoming an authority on business innovation and want to help you identify the top influencers so you can follow the latest trends, news and opinions of these influencers in the field of Human Resources.

We’ve already published some great lists of Twiter influencers in big data, cloud computing, analytics and enterprise mobility and we heard you wanted more. So, here is the list of Top 52 Human Resources Influencers on Twitter.

Note: Human Resources Twitter influencers were determined based on tweeted topics, influence as measured by Klout, number of followers, and number of tweets. Below are the “top” influencers at this time based on the combination of factors.

@hrbartender – Sharlyn Lauby
Workplace tips and advice served up in a friendly place. Corporate blog of @itmgroup by @sharlyn_lauby. Cheers! – South Florida –

@lruettimann – Laurie Ruettimann
Human Resources. Social Media. Cat Lady. Pixie of the Apocalypse. – Raleigh, NC –

@stelzner – Mark Stelzner
Leading HR consultant and strategic advisor. IA (@voiceofhr) and @jobangels founder. Determined runner. Traveling fool. – San Francisco, CA – i

@SHRM_Research – Society for Human Resource Management
SHRM provides original research on emerging workplace issues and their implications for the HR profession and business leaders. – Alexandria, VA –

@hrdotcom– dmcgrath
CEO of and mom of 5 – Toronto –

@thelance – Lance Hauden
Editor for Recovering HR/recruiting pro. Former Portland guy (Go Blazers!) and Wazzu alum (Go Cougs!). All about #SourceCon & #RIS12 – Seattle, WA –

@PHRSPHR – Nora Burns, SPHR
HR Pro (20+yrs!) Helping HR Professionals Prep for and Maintain PHR/SPHR Certification 140 Characters at a time. – Denver, CO –

@SHRMPress – SHRM Public Affairs
SHRM’s Public Affairs staff – Amy, Curtis, Ciara, Fred, Mary, Julie, Jenny, and Kate – Alexandria, VA –

@hrworldtoday – HR World Today
HR World Today is a complete reference guide aimed at employers and employees; one-stop destination to catch the latest buss on Human Resources. Follow Twitter! – Worldwide –

@HalogenSoftware – Halogen Software
Sharing and exchanging resources on HR, Performance and Talent Management. Tweets by Connie (^CC,) Melany (^MG), Maggie (^MP) & Vicki (^VF). –

@KurtKennedy – Kurt Kennedy
CEO/Kennedy Communications. I work with global companies to harness the power of an internal culture that’s aligned with their external customer promise. – Portland, OR; Burbank, CA –

@adowling – April Dowling
Wife, avid reader of anything that will hold my attention, perpetual student, geek, works in HR – Vestavia, AL –

@hrreview – HR Review
HR related news and analysis, blogs and much more. Towers Watson’s HR online publication of the year 2012 – London –

@effortlesshr – HR Software
We provide HR software solutions for small business – Tucson, AZ –

@Devoted2HR – Traci Deveau
Sales Director with Dovetail Software–20+ yrs experience in Human Resources, technology, and marketing. A true New Englander at heart–love all Boston teams! – Orlando, Fl –

@HRClubSyd – HR Club Sydney, Jessica Booth
This is a community for Human Resources Professionals in Sydney to network and learn from others in the field, also @JessicaBooth – Sydney, Australia –

@Peoplemgt – People Management
All the latest in Hr news and analysis – United Kingdom –

@oldshep – David Shepherd
XpertHR content and platform director – employment law, HR good practice, benchmarking, pay, benefits, labour market, all views my own – Highbury, London, UK –

@hrwhisperer – Heather Vogel
HR/OD guru who rehabilitates organizations and nurtures talent…and yes I’m a chock full of calm, assertive energy. – Tampa Bay, FL –

@SusanHeathfield – Susan Heathfield
HR expert, writer, consultant, cooking enthusiast, conservative. Love change, challenge, learning. Also, @aboutcomhr Notable, forward-thinking HR/blog: – Mid-Michigan –

@dailyhrtips – dailyhrtips
Daily Human Resources Tips – New York City –

@CourageHR – Guy Ellis
HR professional who is passion about changing the way we see ourselves in HR and the rike we can do. UK; global; HR Business Partner; HR transformation – England –

@BenBaran – Ben Baran
Ph.D., SPHR | Researcher, author, consultant. Organizational behavior, human resources, strategy. Management prof at Northern Kentucky University. – Cleveland/Akron, Cincinnati –

@hrlawyer – Diane Pfadenhauer
Employment Attorney, MBA Professor, Publisher, Author, Speaker, Blogger, and Solar Power Fan! – Northport, NY –

@hrconnections – HR CLive
Helping employers and jobseekers find each other! Tweet jobs, tips, & employment news. For #socialrecruiting news follow @recruitsocial – UK –

@BillVick – Bill Vick
Warrior in the fight against Pulmonary Fibrosis. Former Executive Recruiter. Boomer advocate offering Career & Fitness tips. – USMC 2nd Force Recon alumni. – Plano, Texas –

@LearnSolMary – Mary Wilson
Career Coach, HR/OD Consultant, Trainer, Musician, Working to make world a better place. – Bethleham, PA –

@SteveBoese – Steve Boese
HCM Product Strategy at Oracle. Host o the HR Happy Hour Show Thursdays 8PM ET, Talent Management, recruiting, workforce. Views are my own and not my employer’s – Rochester, NY –

@hrmagazine – HR Magazine
Breaking daily news, blogs, forums, research, new thinking, best practice and strategic information. Towers Watson’s HR publication of the year 2012 and 2010. – United Kingdom –

@HRConnector – HR Connector
Helping HR connect on Twitter and bringing you key HR news. – Global

@TribeHR -TribeHR
The easiest way to manage your human resources! Tweets from the TribeHR crew. – Waterloo, ON –

@suemeisinger – Sue Meisinger
Columnist, speaker, former CEO of SHRM, passionate about the profession and HR professionals with a point of view. – Fairfax, VA & Cape Cod, MA

@theHRintrovert – Tim Gardner
Family, running, HR ideas, photographer, blogging all bring me energy. Solution oriented. Been in many sides of HR, including generalist and Org Effectiveness – Mariette, GA –

@TimSackett – Tim Sackett
Human Resource Pro, VP of HRU, Fistful of Talent Blogger; Dad of 3 boys and husband of Hall of Fame wise – Lansing, MI –

@StarrConspiracy – The Starr Conspiracy
News, guidance, marketing advice and opinions about HR professionals, vendors, technology, media, services, and more. – Fort Worth, TX –

@CheckPointHR – CheckPoint HR
Trusted ally in web-based HR Management for small to mid-sized companies Transforming Human Resource Spend into a Strategic Corporate Investment since 2001. – NJ, NY, PA, CT, DE –

@jjbuss – Jason Buss
VP of Recruiting Diversity | Social Networking | Marketing | Blogger | Social Media | Human Resources | HR | Recruiter – Minneapolis, MN –

@HRCamp – Human Resource Camp
Human Resources Camp offers advice, tips, news and resources to HR staff or anyone looking to hire employees for today’s workforce. – Chicago, IL

@AllaboutHR – The Latest PR News
Breaking HR and Personnel News plus comment from the HR Industry – London, UK –

@HRHero -HR Hero
Twittered by Tony Kessler, Managing Editor/News & Employers Counsel Network. Employment law info for HR and biz pros from law firms in all 50 states, DC, Canada – Brentwood, Tennessee –

@HRSpace – HR Space
Connecting the HR Community – Personnel Today’s social networking cite for HR folk – London –

@HRBuoy – Chris Frede
HR Generalist and Recruiting Manager in a corporate environment. HR Blogger, Mom to a 100lb chocolate lab. Boat at Lake of the Ozarks with my husband and dog! – St. Louis –

@sianharrington – Sian Harrington
Publisher and editor of HR magazine, columnist for The Grocer, 23 years of journalism experience. The views here are both professional and personal! – London –

@womenofhr – Women of HR
A community dedicated to the development of women in HR and Business. We’ve got your back. –

@davidpaulwoods – David Woods
Deputy editor of HR magazine, writing about all things work related…and my views are, of course, my own. – London –

@ThinkHRHotline – Think HR
We help employers save time and money by providing live expert guiance and trusted answers to solve challenging HR issues immediately. – National US HR Hotline Service –

@susanavello – Susan Avello
#SocialMedia Marketing, Training & Mgmt/Co-Founder #DiscoveringSocial for #jobseekers/#HR Blogger – Chicagoland –

@AMAnet – American Management
American Management Association is the world leader in management development, advancing your skills to boost your business success. – New York, NY –

@LeadershipAdvisor – William Powell
Engineering atmosphere via leadership, culture & engagement. Belief that business can be a force for good. Purveyor of unbridled exuberance. – Helsinki –

@SAP_Jarret – Jarret Pazahanick
SAP HCM Consultant, SAP Mentor, Managing Partner EIC Experts, HR Expert Author, ASUG News & CloudAve Author, SCN Moderator & Blogger, Husband & Father – Houston

@InFullBloomUS – Naomi Bloom
Leading independent voice/analyst/strategy consultant/thought leader in HR technology/HRO/talent management as Managing Partner at Bloom & Wallace – Southwest Florida – http://InFullBloom.US


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