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Today's turbulent business environment poses a challenge of survival for all organizations. Flexibility to adapt to these changes is the key to success. Role of Information Technology innovations like Cloud Computing cannot be denied in achieving organizational flexibility. Introduction of cloud computing has changed the manner in which

Purpose – The purpose of this paper is to explore the factors that drive the adoption of cloud-based services and further understand the impact of this adoption on the organizational flexibility. This study presents information technology executive’s perspective and discovers new constructs of organizational flexibility that can be achieved due to the adoption of cloud-based services, which is the main contribution of this paper. Design/methodology/approach – This study uses in-depth interview approach. Total 21 Indian cases were studied by interacting with respondents having similar profiles (i.e. CIOs, CTOs, technology heads, and systems managers). Based on the literature review a semi-structured questionnaire was prepared and administered through in-depth interviews. Findings – Analysis of data reveals that cloud-based services provide relative advantage in terms of scalability, accessibility, and on-demand deployment of services within no time. Easy to use interface, experience, and expertise of the cloud service provider as well as support from top management plays important role in the cloud adoption decision. Further the study also identifies that no matter which model of cloud-based services (software-as-a-service (SaaS), platform-as-a-service (PaaS), or infrastructure-as-a-service (IaaS)) is used; cloud-based services’ adoption impacts organizational flexibility, which can be divided into four categories, namely, economic flexibility, process flexibility, performance flexibility, and market flexibility. Research limitations/implications – This is an exploratory study conducted through in-depth interviews hence the results can further be verified through a quantitative research. The study does not explore negative factors that may discourage adoption of cloud-based services. Though two factors vendor lock-in and security emerged as a concern very prominently in the in-depth interviews but this issue can further be explored in detail. Originality/value – This study bridge the gap in the research by identifying the factors that drive the adoption of cloud-based services in different forms (SaaS, PaaS, and IaaS) as well exploring the impact of cloud adoption on the organizational flexibility in case of Indian organizations.

This study aims to understand the drivers of cloud-based services (CBS) adoption and its impact on the performance of Indian organizations. The conceptual model was developed using diffusion of innovation theory, technology-organization-environment framework, transaction cost economics, technology acceptance model, and balanced scorecard model. This quantitative study collected data from IT experts of 334 Indian organizations using questionnaire survey method. Data analysis using structural equation modelling reveals that among six identified drivers, credibility of cloud service provider has the strongest impact on the decision to adopt CBS, followed by top management attitude, economic flexibility, perceived usefulness, and relative advantage. While perceived ease of use of the CBS was found statistically not significant. Conversely, the impact of CBS adoption was found strongest on the financial performance of the organizations. Further, CBS's adoption drivers and their impact on performance vary significantly on the basis of age and size of the organizations.

Purpose – Shows how workforce analytics can help human resource (HR) management specialists to be more effective in the digital era. Design/methodology/approach – Draws on the author’s experience, plus a review of the literature. Findings – Reveals how analytics have transformed ways of managing a diversified workforce and helped to put HR at the center of organizational decision-making. Practical implications – Claims that the predictive power of analytics can help to make HR more effective. Social implications – Highlights how analytics can help to fit the right people to the right jobs, ensure they receive the right training and the right pay and stay loyal to the organization. Originality/value – Reveals that the power of analytics can be used to make virtually all HR functions more effective.