HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
Digital Transformation for the Human Resources LeaderJen Stirrup
The document discusses digital transformation for HR leaders. It provides advice on how HR can effectively manage digital transformation through principles like:
1) Communicating change and ensuring employee buy-in for new technologies.
2) Carefully planning the transformation journey and getting feedback to adjust.
3) Engaging and retaining employees through the changes using data and visualization.
Selecting the right digital HR platforms requires research, putting business needs first, and testing projects before full implementation to define success. The biggest challenge is supporting employees through technological changes while improving their working lives.
The Role of HR on Digital TransformationUğur Gürbüz
This presentation shows the results and briefs of some researchs and literature reviews related to "The Role of HR on Digital Transformation".
"Digitalisation changes the business and HR professionals always have a seat at the table to take an active role for transformation." (Green, 2018)
Digital HR - Trends in Digital HR and the Future of WorkJörg Seufert
Digital transformation is disrupting established business models through faster adoption rates of new technologies. Three megatrends - working in a digital network economy, digital leadership, and dissolution of organizations - will shape the future world of work. Jobs will increasingly be automated based on their social intelligence, creativity, and perception/handling requirements. Key challenges for HR include talent management, change management, strategic workforce planning, leadership, culture/engagement, and digitalization of HR services. Roland Berger addresses these challenges through thought leadership on digital transformation and use of their own digital platform to connect stakeholders across industries.
Digital HR technology comes of age. The digitisation of human resourcesAccenture Australia
Typically, HR has managed people separately from other pats of an organisation. HR and HR Software as a Service technology is helping HR become embedded in everyday business. We identify 5 key trends showing how this is impacting business.
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
New-age HR in times of massive digitizationEdGE NetWorks
The document discusses how HR processes have become more digitized and efficient, moving away from traditional paper-intensive practices. It notes that HR now leads organizations' digital transformations and addresses issues like workforce optimization and talent development. It provides examples of how HR is using digital transformation in five key areas: developing user-friendly HR systems, bridging communication gaps between employees and managers, transforming learning and development with AI and analytics, improving performance reviews and feedback processes, and facilitating employee goal setting. The conclusion urges HR and learning professionals to embrace digital changes to meaningfully impact employees and business.
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
Digital Transformation for the Human Resources LeaderJen Stirrup
The document discusses digital transformation for HR leaders. It provides advice on how HR can effectively manage digital transformation through principles like:
1) Communicating change and ensuring employee buy-in for new technologies.
2) Carefully planning the transformation journey and getting feedback to adjust.
3) Engaging and retaining employees through the changes using data and visualization.
Selecting the right digital HR platforms requires research, putting business needs first, and testing projects before full implementation to define success. The biggest challenge is supporting employees through technological changes while improving their working lives.
The Role of HR on Digital TransformationUğur Gürbüz
This presentation shows the results and briefs of some researchs and literature reviews related to "The Role of HR on Digital Transformation".
"Digitalisation changes the business and HR professionals always have a seat at the table to take an active role for transformation." (Green, 2018)
Digital HR - Trends in Digital HR and the Future of WorkJörg Seufert
Digital transformation is disrupting established business models through faster adoption rates of new technologies. Three megatrends - working in a digital network economy, digital leadership, and dissolution of organizations - will shape the future world of work. Jobs will increasingly be automated based on their social intelligence, creativity, and perception/handling requirements. Key challenges for HR include talent management, change management, strategic workforce planning, leadership, culture/engagement, and digitalization of HR services. Roland Berger addresses these challenges through thought leadership on digital transformation and use of their own digital platform to connect stakeholders across industries.
Digital HR technology comes of age. The digitisation of human resourcesAccenture Australia
Typically, HR has managed people separately from other pats of an organisation. HR and HR Software as a Service technology is helping HR become embedded in everyday business. We identify 5 key trends showing how this is impacting business.
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
New-age HR in times of massive digitizationEdGE NetWorks
The document discusses how HR processes have become more digitized and efficient, moving away from traditional paper-intensive practices. It notes that HR now leads organizations' digital transformations and addresses issues like workforce optimization and talent development. It provides examples of how HR is using digital transformation in five key areas: developing user-friendly HR systems, bridging communication gaps between employees and managers, transforming learning and development with AI and analytics, improving performance reviews and feedback processes, and facilitating employee goal setting. The conclusion urges HR and learning professionals to embrace digital changes to meaningfully impact employees and business.
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
HR technology can help HR move from data management to strategic business partnering by providing information craftsmanship. Effective use of HR technology leverages data to provide metrics and analytics that address key business issues of concern to C-level executives, such as meeting strategic needs, optimizing processes, and contributing to financial goals. HR technology allows HR to shift from administrative tasks to strategic expertise by facilitating employee and manager self-service, centralizing information, and standardizing best practices.
Digitalization of HR in Indian star hotelsSachin Mohanty
This document discusses the digitalization of human resource management (HRM) practices in Indian star hotels. It begins by introducing the trend of using digital technology in HRM and how it helps hotels reach more customers globally. It then describes the different star ratings for hotels based on amenities. It proceeds to explain how several key HRM functions like recruitment, training, performance management, and compensation have been adapted to digital platforms. This allows for faster, more cost-effective and transparent processes. The document concludes that digital HRM helps improve productivity, quality of reporting, and allows hotels to better retain quality employees through innovative practices.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
Six HR Technology Trends: Improve Your Business Performance with TechnologyVing
HR departments must stay on top of today's technology trends and implement them in the workplace to improve employee engagement, and, ultimately, increase the company's bottom line.
Paul Hamerman of Forrester Research and Kristen Wylie of Kronos discuss how HR practices must adapt to the digital age. Hamerman outlines opportunities for digital innovation in HR, including improving the candidate experience, implementing continuous performance management, boosting employee digital engagement, and modernizing learning. HR systems also need to leverage cloud and mobile technologies. Wylie then discusses how HR has transformed from an administrative function to a strategic business partner, and how unified HR systems can provide a single employee record.
Working Towards Digital Global HR Practices With The Human TouchNew To HR
HR Tech Conference Asia, Malaysia - September 2015 - New To HR presents:
Technology has transformed the power of HR, shifting concentration from long days filled with admin duties to speedy online processing. Although new technology has allowed us to achieve more in a shorter time period, has it led us to neglect the “human” in HR?
Preliminary survey report : Digital HR in ThailandTas Chantree
The document summarizes the key findings of a survey conducted by TAS Consulting Partner and the Personnel Management Association of Thailand (PMAT) regarding HR digital transformation in Thailand. 122 business and HR leaders across different industries and company sizes participated in the online survey in October 2017. The study identified 9 main findings, including that business leaders see HR as having a significant role in digital transformation but recognize HR's existing capabilities need improvement. Additionally, having a clear digital vision was seen as the most important success factor for transformation. There were also differing views between business and HR leaders about the future of HR departments and technology adoption. Overall, the report shows that while digital transformation is seen as an opportunity, businesses remain cautious about potential risks.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
HR Technology 101: A brief overview of HR tech past, present and futureCeridian MarComm
This document provides an overview of the history and future of HR technology. It discusses how HR technology initially focused on automating payroll processing in the 1960s before expanding to broader HR management systems in the 1980s. The rise of the internet and web-based applications in the 1990s further transformed HR by allowing remote access to information. Today, software-as-a-service solutions and single application HCM systems are prevalent, while emerging areas of focus include talent management, analytics, and mobile technologies. Cloud computing, mobile adoption, and predictive analytics are expected to continue shaping the future of HR.
Digital is not only cash or technology in first of all human. And you have no innovation without intelligence. What is the HR main evolution to the digital ?
On November 24, 2015, Tom Haak of the HR Trend Institute, conducted a workshop at Oracle Cloud Day South Africa. Karel Stanz (University of Pretoria) and Ronnie Toerien and Vance Kearny (both Oracle) were also part of the workshop. These are the pictures Tom Haak used in his introduction.
On November 15, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of P&G IMEA, in Dubai. These are the slides he used.
The webinar presentation will begin at the top of the hour and attendees should listen using their computer speakers or headphones as no dial-in number will be provided. The presentation will cover 10 technology trends for HR to watch, including speed, predictive capabilities, reflectiveness, connectivity, training, responsiveness, adaptability, modeling, ratings, and data cleansing. Attendees are asked to complete an evaluation after the webinar and can register for upcoming webinars on the company's website.
This document discusses the challenges and opportunities for human resource management in the context of digital business transformation. It summarizes preliminary findings from interviews conducted as part of a research project on using digital co-creation for business development. The interviews focused on how digitalization is impacting organizations and the role of leadership, culture, and HR practices. Key findings included the need to view digitalization as integral to business strategy, provide open communication about changes, offer close supervisor support, develop transferable skills, redesign work processes, and engage employees in the transformation. The role of HR is seen as increasingly intertwined with strategic leadership and business development to build capabilities around co-creation, customer understanding, and supporting knowledge workers in a digital environment.
This document discusses the company's focus on digital HR transformation. Some key points:
- The company has over 100 million clients across 5 countries and 70,000 employees.
- 74% of executives identified digital HR as a top priority for the future.
- The company is adapting existing HR systems for mobile access and just-in-time learning. It also leverages social networks for recruitment and employee profiles.
- Initiatives discussed include online learning platforms, an e-learning library, webinars, online strategy meetings, self-development programs, and training high school students and seniors on technology skills.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:
- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.
Digital HR-Workshop discusses how to digitalize HR processes. The agenda includes topics like using data insights and social media to build influence. It outlines benefits like establishing HR as a strategic partner and process integration. Activities proposed are developing a vision, upgrading systems, and creating multiple engagement channels. The document also discusses how personal branding, social learning, cloud computing and mobile apps are changing HR practices.
Digital transformation involves using digital technologies like analytics, cloud computing, and mobility to radically change how a company operates in three key areas: how it creates value, interacts with customers/partners, and competes. It extends beyond technology companies and requires leadership, focus on customer experience, and embracing digital capabilities. To successfully transform, companies should conduct a self-assessment, define a vision and roadmap, invest in tools, innovate processes, implement governance, and build capabilities.
Hr Analytics: Danger or New Perspective for HRMTom Haak
On May 28, 2016, Tom Haak of the HR Trend Institute conducted a workshop at the HR Innovation Day in Leipzig. Title: HR Analytics - Danger or New Perspective for HRM. This pack contains the slides he brought with him (of which he used a selection)
HR technology can help HR move from data management to strategic business partnering by providing information craftsmanship. Effective use of HR technology leverages data to provide metrics and analytics that address key business issues of concern to C-level executives, such as meeting strategic needs, optimizing processes, and contributing to financial goals. HR technology allows HR to shift from administrative tasks to strategic expertise by facilitating employee and manager self-service, centralizing information, and standardizing best practices.
Digitalization of HR in Indian star hotelsSachin Mohanty
This document discusses the digitalization of human resource management (HRM) practices in Indian star hotels. It begins by introducing the trend of using digital technology in HRM and how it helps hotels reach more customers globally. It then describes the different star ratings for hotels based on amenities. It proceeds to explain how several key HRM functions like recruitment, training, performance management, and compensation have been adapted to digital platforms. This allows for faster, more cost-effective and transparent processes. The document concludes that digital HRM helps improve productivity, quality of reporting, and allows hotels to better retain quality employees through innovative practices.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
Six HR Technology Trends: Improve Your Business Performance with TechnologyVing
HR departments must stay on top of today's technology trends and implement them in the workplace to improve employee engagement, and, ultimately, increase the company's bottom line.
Paul Hamerman of Forrester Research and Kristen Wylie of Kronos discuss how HR practices must adapt to the digital age. Hamerman outlines opportunities for digital innovation in HR, including improving the candidate experience, implementing continuous performance management, boosting employee digital engagement, and modernizing learning. HR systems also need to leverage cloud and mobile technologies. Wylie then discusses how HR has transformed from an administrative function to a strategic business partner, and how unified HR systems can provide a single employee record.
Working Towards Digital Global HR Practices With The Human TouchNew To HR
HR Tech Conference Asia, Malaysia - September 2015 - New To HR presents:
Technology has transformed the power of HR, shifting concentration from long days filled with admin duties to speedy online processing. Although new technology has allowed us to achieve more in a shorter time period, has it led us to neglect the “human” in HR?
Preliminary survey report : Digital HR in ThailandTas Chantree
The document summarizes the key findings of a survey conducted by TAS Consulting Partner and the Personnel Management Association of Thailand (PMAT) regarding HR digital transformation in Thailand. 122 business and HR leaders across different industries and company sizes participated in the online survey in October 2017. The study identified 9 main findings, including that business leaders see HR as having a significant role in digital transformation but recognize HR's existing capabilities need improvement. Additionally, having a clear digital vision was seen as the most important success factor for transformation. There were also differing views between business and HR leaders about the future of HR departments and technology adoption. Overall, the report shows that while digital transformation is seen as an opportunity, businesses remain cautious about potential risks.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
HR Technology 101: A brief overview of HR tech past, present and futureCeridian MarComm
This document provides an overview of the history and future of HR technology. It discusses how HR technology initially focused on automating payroll processing in the 1960s before expanding to broader HR management systems in the 1980s. The rise of the internet and web-based applications in the 1990s further transformed HR by allowing remote access to information. Today, software-as-a-service solutions and single application HCM systems are prevalent, while emerging areas of focus include talent management, analytics, and mobile technologies. Cloud computing, mobile adoption, and predictive analytics are expected to continue shaping the future of HR.
Digital is not only cash or technology in first of all human. And you have no innovation without intelligence. What is the HR main evolution to the digital ?
On November 24, 2015, Tom Haak of the HR Trend Institute, conducted a workshop at Oracle Cloud Day South Africa. Karel Stanz (University of Pretoria) and Ronnie Toerien and Vance Kearny (both Oracle) were also part of the workshop. These are the pictures Tom Haak used in his introduction.
On November 15, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of P&G IMEA, in Dubai. These are the slides he used.
The webinar presentation will begin at the top of the hour and attendees should listen using their computer speakers or headphones as no dial-in number will be provided. The presentation will cover 10 technology trends for HR to watch, including speed, predictive capabilities, reflectiveness, connectivity, training, responsiveness, adaptability, modeling, ratings, and data cleansing. Attendees are asked to complete an evaluation after the webinar and can register for upcoming webinars on the company's website.
This document discusses the challenges and opportunities for human resource management in the context of digital business transformation. It summarizes preliminary findings from interviews conducted as part of a research project on using digital co-creation for business development. The interviews focused on how digitalization is impacting organizations and the role of leadership, culture, and HR practices. Key findings included the need to view digitalization as integral to business strategy, provide open communication about changes, offer close supervisor support, develop transferable skills, redesign work processes, and engage employees in the transformation. The role of HR is seen as increasingly intertwined with strategic leadership and business development to build capabilities around co-creation, customer understanding, and supporting knowledge workers in a digital environment.
This document discusses the company's focus on digital HR transformation. Some key points:
- The company has over 100 million clients across 5 countries and 70,000 employees.
- 74% of executives identified digital HR as a top priority for the future.
- The company is adapting existing HR systems for mobile access and just-in-time learning. It also leverages social networks for recruitment and employee profiles.
- Initiatives discussed include online learning platforms, an e-learning library, webinars, online strategy meetings, self-development programs, and training high school students and seniors on technology skills.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:
- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.
Digital HR-Workshop discusses how to digitalize HR processes. The agenda includes topics like using data insights and social media to build influence. It outlines benefits like establishing HR as a strategic partner and process integration. Activities proposed are developing a vision, upgrading systems, and creating multiple engagement channels. The document also discusses how personal branding, social learning, cloud computing and mobile apps are changing HR practices.
Digital transformation involves using digital technologies like analytics, cloud computing, and mobility to radically change how a company operates in three key areas: how it creates value, interacts with customers/partners, and competes. It extends beyond technology companies and requires leadership, focus on customer experience, and embracing digital capabilities. To successfully transform, companies should conduct a self-assessment, define a vision and roadmap, invest in tools, innovate processes, implement governance, and build capabilities.
Hr Analytics: Danger or New Perspective for HRMTom Haak
On May 28, 2016, Tom Haak of the HR Trend Institute conducted a workshop at the HR Innovation Day in Leipzig. Title: HR Analytics - Danger or New Perspective for HRM. This pack contains the slides he brought with him (of which he used a selection)
The document provides an overview of technology trends for 2021, covering topics such as strategy, core systems, supply chains, AI, data, security, digital workplaces, and diversity/equity. It highlights case studies and insights on aligning corporate and technology strategy, modernizing legacy systems, transforming supply chains with new technologies, industrializing AI initiatives, managing machine-generated data, adopting zero-trust security models, creating flexible digital workplaces, and using technology to promote inclusion. The trends suggest organizations are accelerating digital transformations to respond to disruptions and changing customer expectations in the wake of the COVID-19 pandemic.
IoT, AI and Blockchain: Catalysts for Digital TransformationAhmed Banafa
The digital revolution has brought with it a new way of thinking about manufacturing and operations. Emerging challenges associated with logistics and energy costs are influencing global production and associated distribution decisions. Significant advances in technology, including big data and analytics, AI, Internet of Things, robotics and additive manufacturing, are shifting the capabilities and value proposition of global manufacturing. In response, manufacturing and operations require a digital renovation: the value chain must be redesigned and retooled and the workforce retrained. Total delivered cost must be analyzed to determine the best places to locate sources of supply, manufacturing and assembly operations around the world. In other words we need a digital transformation.
This document discusses 10 technology trends that could impact organizations over the next 18-24 months according to Deloitte's annual Technology Trends report. The trends are divided into two categories: disruptors, which can create sustainable positive disruption in IT capabilities and business operations; and enablers, which are technologies CIOs have invested in but warrant reexamination due to new developments or potential use cases. One disruptor trend discussed is the CIO taking a more venture capital-like approach to managing the IT portfolio to help drive business growth and innovation. The summary discusses how CIOs can adopt strategies for portfolio investment, valuation, risk assessment, and talent management from the venture capital field.
I delivered a guest lecture for the students of the one-year Post Graduate program in Global Supply Chain Management offered by IIM Udaipur. In this talk, I focused on three dimensions of digital journey - technology, process (rather business models) and people.
The document discusses how CIOs are increasingly taking on roles and responsibilities similar to venture capitalists in order to help drive business growth and innovation. Specifically, it discusses how CIOs should (1) actively manage their IT portfolios in terms of value, risk, and time to reward like VCs do, (2) evaluate portfolio performance using metrics that business leaders understand, and (3) cultivate agile organizations and attract entrepreneurial talent. Adopting a venture capitalist mindset allows CIOs to better communicate IT's contributions and reshape how they run the business of IT.
This document discusses trends in technology for 2014 and focuses on how emerging technologies can disrupt business and society. It identifies 10 trends that could impact organizations over the next 18-24 months. The trends are divided into two categories: disruptors, which can create sustainable positive disruption in IT capabilities and business operations; and enablers, which are technologies that many CIOs have already invested in but warrant another look due to new developments. One of the disruptor trends discussed is the CIO taking a more venture capital-like approach to managing the IT portfolio by focusing on driving enterprise value, continually evaluating performance, and communicating impacts in a way business leaders understand.
This document discusses trends in technology for 2014 and focuses on how emerging technologies can disrupt business and society. It identifies 10 trends that could impact organizations over the next 18-24 months. The trends are divided into two categories: disruptors, which can create sustainable positive disruption in IT capabilities and business operations; and enablers, which are technologies that many CIOs have already invested in but warrant another look due to new developments or potential use cases. One of the disruptor trends discussed is the CIO taking a more venture capital-like approach to managing the IT portfolio by focusing on driving enterprise value, continually evaluating performance, and communicating results in a way business leaders can understand.
Digital Skills – (Almost) Everything You Ever Wanted To Know But Were Too Afr...TALiNT Partners
Howard Grosvenor, UK Director of Professional Services, cut-e
What are “digital skills” and what do they mean for talent in organizations?
A clear and practical exploration of the world of “digital” and how we can help you achieve your digital workforce goals
What our world class finance and banking clients are doing and how you can prepare yourself for the digital future
Technology disruption is proliferating at a pace faster than most anticipated. There is an urgency and an imperative to transform. This white paper introduces a framework for Enterprise digital transformation and a detailed guide to achieve digital transformation dexterity
This document discusses digital transformation and the importance of software development. It notes that digital transformation has been ongoing for a long time through technologies like augmented reality, the semantic web, the internet of things, and more. It states that software is becoming increasingly mission critical as systems grow more software intensive. The document also discusses trends in IT spending, digital transformation, the growing number of programmers, and how software code now rules the world. It argues that exploiting data is key to ensuring innovation and asks questions about identifying risk, measuring quality, innovating, and improving productivity.
Digital transformation can be defined as a process whereby an organization shifts their business models, processes, and organizational culture with digital technologies to adapt to changing customer behaviors. They adapt to meet ever-changing customer expectations and engage with consumers in innovative ways. Transformational journeys require acurate assessments, learning, growth, and monitoring of:
1) People and Culture;
2) Capacity and Capabilities;
3) Innovation; and
4) Technology.
This document discusses the role of data science in digital transformation. It defines digital transformation as applying digital technology to all aspects of society. Data science helps drive digital transformation by analyzing patterns in big data to build models and insights that can transform industries. As sensors and IoT devices proliferate, generating massive amounts of new data, data science is key to extracting value from this data through predictive analytics, customer insights, and other techniques. The document provides examples of how data science helps various industries and business functions like manufacturing, retail, healthcare, and customer experience through real-time insights, forecasting, and other analytics.
This document discusses digital transformation driven by mobile technologies, cloud computing, data, and empowerment. It notes that ubiquitous connectivity through mobile devices is enabling permanent interaction between real and virtual worlds. Cloud computing has unlocked unprecedented digital project development through on-demand resources. And data fuels digital transformation by enabling new predictive and algorithmic perspectives. Social technologies also disrupt traditional relationships and empower citizens. The digital transformation is creating an algorithmic world where data control and understanding will hold power. It is the third digital revolution after information and relationships.
Digital transformation : The NecessityMohit Mittal
The document discusses the necessity of digital transformation. It states that emerging technologies like mobile, social media, and real-time data are disrupting customer journeys and requiring companies to alter how they connect, communicate, and share information with customers. It emphasizes that to successfully transform digitally, companies need the right strategy, capabilities, culture, organization, and talent to adapt to this new digital landscape.
Technolony Vision 2016 - Primacy Of People First In A Digital World - Vin Mal...Vin Malhotra
The document discusses emerging technologies and their impact on businesses over the next 3-5 years based on research by Accenture. It identifies 5 technology trends that will be essential for business success: 1) Intelligent Automation using AI to automate tasks, 2) Liquid Workforce to build a flexible workforce, 3) Platform Economy using platforms for business model innovation, 4) Predictable Disruption from digital ecosystems, and 5) Digital Trust to strengthen customer relationships through ethics and security. The research involved input from experts and a global survey of over 3,100 business and IT executives.
The document discusses digital transformation and the mobile strategy. It describes three major building blocks that are digitally transforming customer experience: customer understanding, top-line growth, and customer touchpoints. It also gives examples of how process digitization can transform internal processes through automation and how digital strategies can transform business models and drive digital globalization. The document argues that digital transformation requires strong leadership from top executives to drive change.
The document discusses how organizations can use digital technologies to transform their business through digital workspaces, with the three major building blocks being experience, analytics, and perspective. It provides examples of how process digitization, worker enablement, and performance management can improve organizational performance. Strong leadership is needed to drive digital transformation and focus on customer understanding, top-line growth, and enhancing customer touchpoints.
A comprehensive-study-of-biparjoy-cyclone-disaster-management-in-gujarat-a-ca...Samirsinh Parmar
Disaster management;
Cyclone Disaster Management;;
Biparjoy Cyclone Case Study;
Meteorological Observations;
Best practices in Disaster Management;
Synchronization of Agencies;
GSDMA in Cyclone disaster Management;
History of Cyclone in Arabian ocean;
Intensity of Cyclone in Gujarat;
Cyclone preparedness;
Miscellaneous observations - Biparjoy cyclone;
Role of social Media in Disaster Management;
Unique features of Biparjoy cyclone;
Role of IMD in Biparjoy Prediction;
Lessons Learned; Disaster Preparedness; published paper;
Case study; for disaster management agencies; for guideline to manage cyclone disaster; cyclone management; cyclone risks; rescue and rehabilitation for cyclone; timely evacuation during cyclone; port closure; tourism closure etc.
This presentation, "The Morale Killers: 9 Ways Managers Unintentionally Demotivate Employees (and How to Fix It)," is a deep dive into the critical factors that can negatively impact employee morale and engagement. Based on extensive research and real-world experiences, this presentation reveals the nine most common mistakes managers make, often without even realizing it.
The presentation begins by highlighting the alarming statistic that 70% of employees report feeling disengaged at work, underscoring the urgency of addressing this issue. It then delves into each of the nine "morale killers," providing clear explanations and illustrative examples.
1. Ignoring Achievements: The presentation emphasizes the importance of recognizing and rewarding employees' efforts, tailored to their individual preferences.
2. Bad Hiring/Promotions & Broken Promises: It reveals the detrimental effects of poor hiring and promotion decisions, along with the erosion of trust that results from broken promises.
3. Treating Everyone Equally & Tolerating Poor Performance: This section stresses the need for fair treatment while acknowledging that employees have different needs. It also emphasizes the importance of addressing poor performance promptly.
4. Stifling Growth & Lack of Interest: The presentation highlights the importance of providing opportunities for learning and growth, as well as showing genuine care for employees' well-being.
5. Unclear Communication & Micromanaging: It exposes the frustration and resentment caused by vague expectations and excessive control, advocating for clear communication and employee empowerment.
The presentation then shifts its focus to the power of recognition and empowerment, highlighting how a culture of appreciation can fuel engagement and motivation. It provides actionable takeaways for managers, emphasizing the need to stop demotivating behaviors and start actively fostering a positive workplace culture.
The presentation concludes with a strong call to action, encouraging viewers to explore the accompanying blog post, "9 Proven Ways to Crush Employee Morale (and How to Avoid Them)," for a more in-depth analysis and practical solutions.
Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd tes...ssuserf63bd7
Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd test bank.docx
https://qidiantiku.com/test-bank-for-small-business-management-an-entrepreneurs-guidebook-8th-edition-by-mary-jane-byrd.shtml
m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...LinghuaKong2
M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge.The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition.The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Maximize Your Efficiency with This Comprehensive Project Management Platform ...SOFTTECHHUB
In today's work environment, staying organized and productive can be a daunting challenge. With multiple tasks, projects, and tools to juggle, it's easy to feel overwhelmed and lose focus. Fortunately, liftOS offers a comprehensive solution to streamline your workflow and boost your productivity. This innovative platform brings together all your essential tools, files, and tasks into a single, centralized workspace, allowing you to work smarter and more efficiently.
From Concept to reality : Implementing Lean Managements DMAIC Methodology for...Rokibul Hasan
The Ready-Made Garments (RMG) industry in Bangladesh is a cornerstone of the economy, but increasing costs and stagnant productivity pose significant challenges to profitability. This study explores the implementation of Lean Management in the Sampling Section of RMG factories to enhance productivity. Drawing from a comprehensive literature review, theoretical framework, and action research methodology, the study identifies key areas for improvement and proposes solutions.
Through the DMAIC approach (Define, Measure, Analyze, Improve, Control), the research identifies low productivity as the primary problem in the Sampling Section, with a PPH (Productivity per head) of only 4.0. Using Lean Management techniques such as 5S, Standardized work, PDCA/Kaizen, KANBAN, and Quick Changeover, the study addresses issues such as pre and post Quick Changeover (QCO) time, improper line balancing, and sudden plan changes.
The research employs regression analysis to test hypotheses, revealing a significant correlation between reducing QCO time and increasing productivity. With a regression equation of Y = -0.000501X + 6.72 and an R-squared value of 0.98, the study demonstrates a strong relationship between the independent variables (QCO downtime and improper line balancing downtime) and the dependent variable (productivity per head).
The findings suggest that by implementing Lean Management practices and addressing key productivity inhibitors, RMG factories can achieve substantial improvements in efficiency and profitability. The study provides valuable insights for practitioners, policymakers, and researchers seeking to enhance productivity in the RMG industry and similar manufacturing sectors.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024Neal Elbaum
In the ever-evolving world of logistics, staying ahead of the curve is crucial. Industry expert Neal Elbaum highlights the top five trends shaping the logistics industry in 2024, offering valuable insights into the future of supply chain management.
2. 2
Time between dramatic changes
Innovation Model
Innovation KPI
Technics/Technology/ Knowledge
coverage
Today & Tomorrow
Centuries 5-10 years 2-3 years
Individual driver invention Internal Out In
Effects driven # of patents
# of startups merged/acquired
# of innovative ideas deployed in-
house
• % of population illiteracy
• % of population illiteracy
• mobile network coverage
• internet penetration
• % of population illiteracy
• mobile network coverage
• internet penetration
• robot & IoT devices penetration
Past YesterdayThe New
Digital Era
4. 4
ACTIVE INERTIA
BUSINESS MODEL
Re-EVOLUTION
NEW SCARSITY ABUNDANCE
TO BE TO DO
From To
PRODUCT
PORTFOLIO
SERVITIZATION
Notes
Undifferentiation of industrial sectors, development
of new competitors, authorization obsolescence
Business models evolution, new behaviours, new
markets, new needs related to technological
development
Value Chain changes in factors of production,
democratization, assets decentralization and
demonetization
Product portfolios transformation in service platforms
with «multiside» accesses in a prosumer and user
structure
Gap Dynamics
5. 5
The goals of the Digital
Transformation
Digital Transformation triggers new
opportunities
Markets Services
Business models
The Digital adoption is a necessary but not
sufficient condition to keep growing
Digital Evolution: not only “technology” but
also people, methods and protocols
New
1
2
3
6. 6
The approaches to the Digital Transformation
Levers to transform the internal/external
ecosystem of a company through:
Leadership Investments
Gaining
people
Products &
Services
Impacts on growing driversImpactsoncostdrivers
INERTIAL EXPERIMENTAL
EVOLUTIONARYORGANIZATIONAL
Approach to the digital transformation
7. 7
“The humanity is an enzyme that catalyzes the shift from a
carbon based intelligence to a silicon based intelligence”
Gérard Bricogne
What
HR dual role
• Support BUs with new skills & professionalism
• Transform processes, tools & dynamics
*Courtesy of Singularity University, CA, USA
Digital HR Transformation*
People Technology
8. 8
Who
Ext.
ExpertsGeneration Z
Baby
Boomers
Millennials
Generation X
Organizational changes to drive operational
excellence
Organizational Level1
2
3
Different cultures
Multiple generations
Different cultures & nationalities with a change in
attitudes and behaviors
Several age groups characterized by peculiar
approaches and habits towards technologies
Digital HR Transformation
Dealing with people
9. 9
Strategic
HR
HR
Systems
HR
ProcessesInternet,
Cloud,
Mobile
Apps,
Portals
Workforce & Talent
Management
Employee
Experience
& Team
Culture
Social Media
Leverage Learning
How
Digital HR Transformation
Dealing with technology
Increasing complexity of company technologies
drives for integration gap minding
Technology complexity1
2
3
Human & artificial are getting closer
Artificial intelligence
Greater intensity of interactions between employees
& digital technologies
Digital devices become more autonomous and
“intelligent”
The HR Director has to move from a concept of HR
Administration to an idea of Strategic HR
11. 11
Awareness
• Digital assessment
• Digital skills
definition
01
0
2
Seeding
• People engagement &
envision
• TED style workshops Framing
0
3
• Gaming & rewarding ideas generation processes
• Innovative labs and incubators to adjust the innovative elements to the
organization
0
4 Sketching
• Co-design lab to define strategy guidelines
• Digital Thinking Labs & LEGO Serious Play activities to
design change
0
6 Operate
05 Foundation
• Training paths to spread digital culture
• Knowledge Base systems to train people about new
roles
• New digital technologies & innovative methods
application in HR processes
• Monitoring & continuous control
HR Digital transformation: a success story
A success path in a important Energy & Utilities company