With the recent release of the Banking Royal Commission report, questions need to be asked about the role of the CHRO and how HR technology could have been used to spot inappropriate work patterns and behaviours, writes Rob Scott.
Toss away the crystal ball! Of course there is no rational way to ‘predict’ what will be important for HR leaders and business execs in 2019. In almost every case, each organisation is on a unique journey of people transformation, technical empowerment, culture mind-shift or simple operational improvements, writes Rob Scott.
People leaders need to get the balance between technology, environments and human irrationality right in an increasingly digital world, writes Rob Scott, who explains that there are a number of considerations in optimising employee performance in the process
HR will be the ‘rulemakers’ for augmented people-decision making in the world of analytics, algorithms and machine learning, and a chief HR data scientist can provide the leadership, guidance, governance and credibility to ensure HR practitioners don’t inadvertently play god with people’s lives, writes Rob Scott.
Many organisations pay lip service to the importance of people, culture, and employee engagement, but very few can say they’re making investments in these areas a priority. While new digital technologies allow organisations to transform the way they attract, retain, and develop people, HR departments continue to suffer from a lack of investment in these tools. By Pranav Birla.
Presence of IT’s Gordon Laverock explains how the business’s leadership recognized several years ago the need to evolve away from traditional project-based revenue toward packaged solutions that customers increasingly found appealing. “We were telling the market how much it costs, how long to implement. If you drill that in, building a statement of work, the sales process starts accelerating,” Laverock said.