Analitika Data Dan Komputasi Awan
Analitika Data Dan Komputasi Awan
Analitika Data Dan Komputasi Awan
Oleh:
Muhammad Ivan Fanani
NIM: 225221001
Microsoft Azure Reliability is a shared responsibility Design and operate There most complex security in azure such as Microsoft
your mission-critical applications with confidence, sentinel, Microsoft defender for cloud, azure resource
knowing that you can trust your cloud because Azure manager, application insights, azure monitor, azure
prioritizes transparency—always keeping you informed monitor logs, azure advisore this just security in operation
and able to act quickly during service issues (Azure, and ther is security in application like penetration testing,
Autoscaling automatically scales between the minimum and 2023) web application firewall, authentication and authorization
maximum number of instances to run, and automatically azure app service, layered security architecture. Then next
adds or removes VMs based on a set of rules. (Azure,2023) security in storage and networking.
Google Cloud a scalable web app is one that works well with one user or Same with azure that Design and operate resilient and Provide AccessTransparency, Access
Platform many users, and that gracefully handles peaks and dips in highly available workloads in the cloud. But the Approval, Shielded VMs, and Confidential Computing to
traffic. Google Cloud provides products and features to help different google cloud is new product features are enable you to do the following:
you build scalable, efficient apps: Google Kubernetes sometimes your top priority in the short term. However,
Engine (GKE), (Google Cloud, 2023) reliability is your top product feature in the long term, ➢ Review and approve Google access to your
because if the product is too slow or is unavailable over customer data.
a long period of time, your users might leave, making ➢ Create and deploy hardened workloads that are
other product features irrelevant (Google cloud,2023) designed to comply with global privacy
standards.
➢ Protect data privacy throughout the data
lifecycle by using strong encryption.
Based on that evaluated (Scalabilty, reliability and security) Amazon web service is the best chance to apply in HR data management and
analytics for scalability, security, and a large ecosystem of third-party integrations and services. Also a mature platform with a wide range of tools
for data storage, analytics, and security.
2) This Identify also describe key that enhance HR processes and data analytics:
“Then, How Infrastructure as a Service (IaaS), Platform as a Service (PaaS), and Software as a Service (SaaS) can be utilized in the HR
context”
Infrastructure as a Service (IaaS) Infrastructure as a Service (IaaS): IaaS offers virtualized computing
resources such as virtual machines (VMs), storage, and networking over
the internet. IaaS allows HR departments to host HR apps, databases, and
servers without the requirement for physical infrastructure. It can be, for
example, use IaaS platforms such as Amazon Web Services (AWS) Elastic
Compute Cloud (EC2) or Microsoft Azure Virtual Machines to build HR
management systems, talent management systems, or analytics tools.
Platform as a Service (PaaS) PaaS (Platform as a Service): PaaS provides a platform for development and
deployment that includes operating systems, middleware, and runtime
environments. PaaS can be used by HR teams to create and configure HR
applications, integrations, and workflows. The underlying infrastructure is also
handled by PaaS providers, allowing HR experts to focus on application
development rather than infrastructure administration. AWS Elastic
Beanstalk, Microsoft Azure App Service, and Google Cloud App Engine are
examples of PaaS services applicable to HR operations.
Software as a Service (SaaS) Software as a Service (SaaS): SaaS is a subscription-based service that
provides fully working applications through the internet. SaaS solutions are
extensively utilized in the HR environment for HR management systems,
talent management systems, recruiting tools, employee engagement
platforms, and other applications. These cloud-based solutions allow HR
personnel to access and manage HR procedures and data from any location at
any time. Workday, Oracle HCM Cloud, SAP SuccessFactors, and ADP
Workforce Now are examples of well-known HR SaaS services.
Specific cloud services that can support HR operations within the IaaS, PaaS, and SaaS models include:
Virtual Machine (IaaS) Human resources departments can set up and administer virtual
machines to host HR applications, databases, and servers. AWS EC2
instances, Azure Virtual Machines, and Google Compute Engine are
some examples.
Database (IaaS or PaaS) Cloud databases offer scalable and dependable storage for HR data.
AWS Relational Database Service (RDS), Azure SQL Database, and
Google Cloud Spanner are a few examples. NoSQL database
capabilities are also provided by PaaS products such as AWS
DynamoDB and Google Cloud Firestore.
Analytics Tools (IaaS/PaaS/SaaS) HR departments can use cloud-based analytics solutions to undertake
advanced data analysis and gain insights from HR and employee
data. AWS Elastic MapReduce (EMR), Azure HDInsight, Google
BigQuery, and SaaS solutions such as Tableau, Power BI, and Looker
are some examples.
3) This how the importance Api integration in HR system and how they facilitate. This study demonstarate and explain in Microsoft Azure.
An Application Programming Interface (API) is a set of programs that encapsulate commonly used and required functionality in an
application. The API used in building the Secure HRM System is the Java Enterprise Edition Application Programming Interface (JEE API). The
JEE API exposes a host of utilities used in building the Secure HRM application. The JEE APIs are a layer above the core Java Standard Edition
APIs. The JEE API layer allows applications importing them to interface with web servers and database servers. At the heart of the JEE API is a set
of programs that allow for the creation of servlets, which serve as request handlers and response generators. Given the fact that Plain Old Java
Objects (POJOs) are used at the core of the Secure HRM System, the core JEE APIs is also employed [3]
“Next, here that Microsoft azure facilitate integration between cloud API into HR system and Process Integrating”
Fig. Azure,2023
The following key steps are indicated in the diagram:
1. HR team performs the transactions in the cloud HR app tenant.
2. Azure AD provisioning service runs the scheduled cycles from the cloud HR app tenant and identifies changes to process for sync with
Active Directory.
3. Azure AD provisioning service invokes the Azure AD Connect provisioning agent with a request payload that contains Active Directory
account create, update, enable, and disable operations.
4. Azure AD Connect provisioning agent uses a service account to manage Active Directory account data.
5. Azure AD Connect runs delta sync to pull updates in Active Directory.
6. Active Directory updates are synced with Azure AD.
7. Azure AD provisioning service write backs email attribute and username from Azure AD to the cloud HR app tenant.
Then, here benefit and challenges in associated with API integration in the HR domain.
Benefit Challenges
API integration allows for seamless and real-time data exchange HR data contains sensitive personal information, and proper
between different HR systems, such as HRMS, talent management security measures, such as encryption, access controls, and secure
systems, or recruitment tools. authentication mechanisms, must be implemented to protect data
during transit and at rest.
API integration allows for a unified user experience by integrating Encounter compatibility issues due to variations in data formats,
multiple HR systems into a single interface. protocols, or functionality.
APIs allow HR systems to take advantage of additional Integrating HR systems through APIs requires proper governance
functionality provided by cloud services. HR systems can use and compliance considerations. Organizations must adhere to data
sophisticated analytics, machine learning algorithms, or protection regulations, such as GDPR or CCPA, and ensure that
chatbots to improve talent acquisition, employee engagement, data access and usage align with internal policies and legal
or data-driven decision-making by integrating with Azure requirements.
Functions or Azure Machine Learning.
API integration enables HR departments to scale their systems and APIs may undergo updates or version changes over time, which
processes easily. By leveraging cloud services in Azure, HR can impact integration.
systems can accommodate growing data volumes, changing
business needs, and evolving compliance requirements without the
need for significant infrastructure investments or system
replacements.
4) the security and privacy considerations that HR managers need to address when migrating HR data to the cloud.
As HR manager adoption HRIS System is one of address when migrating HR data to the cloud, this argument supported by [4], Adoption
of conventional HRIS helped some health organizations to launch the performance management process, and to address some of these challenges.
For example, adoption of an electronic performance management HR system in Farer Park private tertiary healthcare institution in Singapore helped
avoid misplacement or loss of paperwork by managers, reduce manual errors and lower total costs.
For all cloud deployment types, you own your data and identities. You are responsible for protecting the security of your data and identities, on-
premises resources, and the cloud components you control (which varies by service type).
Regardless of the type of deployment, the following responsibilities are always retained by you:
• Data
• Endpoints
• Account
• Access management
Encryption Level in Azure
HIPAA governs the safeguarding of personally identifiable health information (PHI) in the healthcare business. It specifies PHI privacy and
security standards. Human resources departments that handle employee health data, such as medical records, health insurance information, or
workplace wellness initiatives, must verify HIPAA compliance. To ensure the protection of PHI when storing HR data in the cloud, enterprises must
partner with cloud providers that provide HIPAA-compliant services and sign a Business Associate Agreement (BAA).
b. Cost effectiveness: Cloud-based analytics solutions eliminate the need for businesses to invest in and maintain costly on-premises
equipment. Instead, they can use the cloud computing pay-as-you-go approach to save upfront expenditures and provide more cost-effective
analytical capabilities.
c. Machine Learning and Predictive Modeling: Machine learning algorithms and predictive modeling approaches are frequently integrated
into cloud-based data analytics platforms. HR departments can use these capabilities to evaluate historical data and uncover patterns, trends,
and correlations in order to make accurate forecasts regarding future HR outcomes. Predictive modeling, for example, can be used to forecast
attrition rates, identify high-potential individuals, and predict employee performance.
d. Natural Language Processing (NLP): NLP techniques are frequently used in cloud-based analytics applications to evaluate unstructured
HR data, such as employee surveys, performance reviews, or social media sentiments. HR departments can use NLP to obtain insights from
textual data, uncover employee sentiments, spot new trends, and improve employee engagement programs or talent management methods.
e. Improved Data Integration: Cloud-based analytics tools can integrate with a variety of HR systems and data sources, allowing HR
departments to consolidate and analyze data from multiple systems such as HRMS, applicant tracking systems, performance management
systems, or external sources such as job portals or social media. This integration gives a unified view of HR data, allowing for more in-depth
analytics and insights.
Examples of HR Analytics Use Cases in the Cloud:
• Cloud-based analytics may evaluate recruiting data to discover the most effective sourcing channels, assess hiring quality, anticipate
candidate success, and enhance recruitment techniques. Machine learning algorithms, for example, can assist HR departments in identifying
patterns in successful hires and recommending applicants with similar qualities.
• Cloud-based analytics solutions can evaluate employee survey responses, social media data, and sentiment analysis to measure employee
engagement levels, identify variables influencing engagement, and offer focused interventions to boost engagement. NLP approaches can
aid in the analysis of open-ended survey replies and the detection of sentiment trends.
• Employee Planning: Analytics in the cloud can provide insights into employee demographics, skill gaps, and succession planning.
Predictive modeling can be used by human resource departments to forecast future workforce demands, identify essential roles, and design
strategies for talent development, retention, and succession planning.
Daftar Pustaka:
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[2] M. A. Odintsova, “Talent Management: Assessment and Prediction of The Efficiency of Work of The Personnel,” J. Contemp. Issues Bus.
Gov., vol. 27, no. 02, 2021, doi: 10.47750/cibg.2021.27.02.372.
[3] I. Odun-Ayo, S. Misra, N. Omoregbe, E. Onibere, Y. Bulama, and R. Damasevičius, “Cloud-based security driven Human Resource
Management system,” Front. Artif. Intell. Appl., vol. 295, pp. 96–106, 2017, doi: 10.3233/978-1-61499-773-3-96.
[4] A. Tursunbayeva, “Human resource technology disruptions IN HEALTHCARE.pdf,” vol. 3, pp. 1–8, 2019.