Tag: Employee Experience (EX)

Undertaking high-impact change throughout the organisation can potentially create business opportunities while entrenching resilient and engaging customer experiences. Fast, agile and dominant. These are the terms used to describe technology companies and that McKinsey believes are key to the success of the organisation.

Since the dawn of the computational age, human beings have pursued the creation of machine intelligence. In fact, the question of what that Artificial Intelligence (AI) would look like and how it would impact our lives and the world around us has even been explored in our entertainment media – from the idyllic futuristic world of technological marvels in Star Trek on one end of the spectrum to the more pessimistic apocalyptic future of The Terminator on the other.

Understanding trends in any given field helps businesses understand what conversations are happening in the industry broadly and likely strategic topics for their competitors. In other words, if everyone else is talking about a new technology and how it impacts business operations, why aren’t we?

Today’s business environment is dominated by increasing geopolitical chaos and technology-driven interconnectedness, highlighting the need for partnership and agility as essential means of navigating these new levels of chaos.

In the second part of this two-part series, I outline the skills that will be required by present-day HR professionals – for now and into the future. The future of work will place an extraordinary demand on HR professionals to lead their organisations strategically through this disruptive period.

In this two-part series, I outline the skills that will be required by present-day HR Professionals – for now and into the future. Due to the increasing automated and digitised world in which HR professionals need to serve their stakeholders, as well as the added intricacy of a VUCA environment, all HR professionals will need to upskill and reskill themselves to meet the challenges of this Future World of Work. 

With digital transformation and rapid advances in technology meaning change in the market is swift and constant, businesses must keep up, or face being left behind. Agility is the key to business success and the healthcare industry is no exception.

As we move into 2023, many small and medium enterprise (SME) owners and leaders anticipate another difficult year. Yet they are comfortable knowing they've endured a lot since the start of the pandemic. SMEs have survived, and some have even thrived, despite COVID-19, unrest, extreme weather, the global energy crisis, and the return of high inflation and rising interest rates.

The only thing that’s constant in life is change. Many companies are now choosing hybrid workforce models to power their operations. As a result, they are adopting the technology necessary to complement this type of flexible model. The COVID-19 pandemic forever altered how the modern workplace functions: trends clearly show the demand for the hybrid workplace model.

When one thinks of remuneration data, one tends to think of payroll data specifically. This article aims to broaden thinking about a bigger pool of data that could be a critical strategic tool for people managers and business leaders in the future.