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ilduptmrqn.evsur.ru About Us Contacts Terms of use Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark 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Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Razor Shark Earlier this year, Digital nation kept his ‘Digital as Usual‘breakfast event for HR, finance and marketing. The event brought together C-suite level players to discuss how digital tools have shaped each department. This chapter focuses on how technology is helping to develop the HR industry across Australia. In today’s business world, digital transformation is no longer just for IT. In fact, HR is embracing transformation to increase efficiency, improve employee experience and drive business growth. “There has been a significant shift in the priorities of executive leaders and CEOs,” says senior director, Advisory Gartner’s HR practice, says Robin Boomer Digital nation. Technologies such as CRM platforms, management tools, HR and employee systems are a revolution in HR with improved efficiency and strategic decision-making capabilities. “HR technology is not just about improving efficiency,” says Boomer. “It’s about using technology to deliver strategic value to the organization.” According to Gartner, HR leaders within talent management plan to invest in three main areas: performance management; employee experience and growth; and leadership development. But this is just one facet of the digital tools available. In reality, HR leaders are navigating an increasingly complex landscape filled with countless challenges. “The digital transformation of HR is a complex process that often takes several years,” says Boomer. HR innovators on the front lines For people on the coal side, like Daniella Meyer, director of people and culture at Greystar APAC and Japan, the impact of digital tools on the HR department goes far beyond just operational efficiency. “These tools have given HR a seat at the leadership table,” Meyer said. “Now HR is not just a service provider; it is a strategic partner that influences the organization’s decisions. “HR technology was primarily about managing fundamental HR functions: payroll, recruiting, and employee records. Fast forward to today, and it’s about leveraging data to drive strategic decisions across the organization. “We have transformed the way we assess talent, moving beyond traditional metrics to predictive analytics. “This shift has enabled HR to not only hire more effectively, but also predict workforce trends and plan strategically.” For Fi Slaven, partner and managing director of William Buck (with overall strategic and operational responsibilities for human resources), the journey began years ago and marked a gradual shift towards digital integration within the department. “It’s not about reaching a destination, it’s about constant improvement,” Slaven said. The transformation began with the implementation of a new HRIS, a cornerstone of their strategy, enabling everything from onboarding and training to exit management, replacing manual processes with efficient digital workflows. But as Slaven said, real transformation lies in integration. “We don’t automate just for the sake of automating. Every step is aimed at increasing our ability to support and nurture our most valuable asset: our people,” said Slaven. Zena Habib, Head of People, Business Partnering, ANZ, at Real Pet Food Company, sees one of the key impacts of digital transformation in HR as the improved automation of workflow escalation. “Previously, HR professionals and culture professionals had to manually track and follow up on tasks. Now you simply import the data into the application, which is connected to an organizational structure with a management flow associated with it,” says Habib. “If tasks are not completed or submissions are not made, the system automatically escalates the issue. This is great for HR business partners as they get clues that a task is not yet completed and show where it has been escalated. This is a major game changer: by automating tasks that were once manual, such as data entry and follow-ups. Navigating change management Anat Hassnerchief people and strategy officer at Uniting, knows all too well the challenges and complexities of change management during the digital transformation journey. “In the past we were not very good at change management. Often tools remain stagnant or encounter resistance because they are mandatory without proper involvement,” Hassner said. During the process, Hassner learned that it is critical to work closely with all teams across the company to ensure they feel empowered and influential in the rollout. “For example, frontline teams need basic training in digital tools for effective adoption of the new system, while middle managers, who are often resistant to change, are targeted by strategies to overcome their resistance and ensure active involvement,” Hassner said. Overall, Hassner said she is rebuilding trust among employees who previously rejected digital systems by providing training to frontline teams less comfortable with digital tools and actively involving middle management to overcome resistance. Future success enabled by digital tools According to Jodette Cleary, Chief People and Culture Officer at Hipages, digital tools have had a significant impact on the department’s success and are already showing ROI and tangible benefits. “Feedback from the board is that my team punches well above our weight because of our size and what we deliver to the company,” Cleary said. Cleary emphasized the importance of using these tools for strategic direction. “These tools significantly reduce administrative burdens, freeing up time to think strategically and undertake value-added initiatives. “As a result, the team can be more strategic and tailor solutions for the entire company and individual departments. Our business partner model allows us to deeply understand and meet departmental needs.” Improved collaboration between all teams Notably, collaboration is also a key driver of success and thanks to digital transformation, HR and IT are now working more closely together than ever before. Real Pet Food Company’s Habib noted that the new relationship between HR and IT not only improves the employee experience, but is also a strategic imperative for any organization. “Employee experience requirements are taken into account and integrated into the end-user experience. This gives HR departments more options and is a real game changer for many companies.” AI and the future of HR AI remains a prominent topic across all industries, including HR. The consensus among HR leaders is clear: AI serves to augment rather than replace human roles, promising to transform processes and save valuable time. “I’m hopeful that AI will actually humanize work by making it more fun and removing some of the less desirable aspects of our work,” Hipages’ Cleary said. “Almost every job involves tasks that aren’t universally loved, and that’s what I’m optimistic about changing.” Habib agrees, but also warns – not just for AI, but for all digital aspects – that without accurate fundamental data there is no real value. “I think others can agree with this: as with any system, the effectiveness of the application depends on the quality of the data you enter. However, if the data is compromised in any way, be prepared for manual processes to take over,” Habib said. Despite the challenges we face, the entire journey is exciting and, according to all HR experts, there is no looking back. “Once you start that journey and everyone is on board, the rest is history. It’s all falling into place,” Habib said. Would you like to learn more about the digital transformation of other business functions, including HR and finance departments, Read the full Digital As Usual report here. SITEMAP OF ILDUPTMRQN.EVSUR.RU * Ping * Site Map * ilduptmrqn.evsur.ru Copyright © All Rights Reserved.