The document discusses the importance of creating a digital workplace, highlighting HR's vital role in promoting flexibility, employee engagement, and collaboration. It emphasizes that a successful digital workplace can enhance organizational culture, attract talent, and drive productivity, while also urging HR to influence digital strategies within their organizations. Additionally, it outlines the need for a strong partnership between HR and IT to support these initiatives effectively.

1. HR - Your role in
creating a digital
workplace

2. Contents
• Digital Workplace – what does it mean?
• Digital Workplace – the vital role of HR
• Case study
• Your questions

3. “The digital workplace is the FREEDOM to work as
individuals and teams anytime, anyway, anywhere”
Earl Talbot - NTT Europe
87%
of remote workers feel
more connected to
their team with video
conferencing
66%
of candidates prefer to use
video conferencing during
the interview process
25%
of employee satisfaction
is accounted for by the
workplace environment

4. Increased Productivity
• Nearly 40% say they work longer hours when remote working to
counteract any suspicion they may be taking advantage of the
company’s central office
(Ipsos MORI)

5. Autonomy
“Managers (and employees) can’t work effectively with their hands tied
behind their back. Employers must make it their New Year’s resolution to
give them the autonomy to succeed.”
Ann Francke, CEO Chartered Institute of Management ‘Future Forecast 2016’

6. The Digital Workplace
Think narrow & broad…..
• Digital Workplace as the facilitator of new forms of engagement;
collaboration; data sharing and innovation – the foundation of
truly agile, high performing businesses
• This broad digital workplace definition is what unlocks strategic a
strategic, value adding role for HR

7. Getting your arms around digital
• HR can’t help deliver consistently high performing cultures without
strategically embracing our broader definition of a digital workplace
• Narrow digital workplace is a table stakes play
• Broad digital workplace is what will allow HR to create competitive
differentiation for your business

8. It should already be part of your
talent proposition
• Talent favours digital maturity
• Digital maturity is the product of organisational strategy, culture
and leadership
• And if you’re not shaping that who is?

9. Questions
• Does your organisation have a clear strategy for a digital workplace
(narrow definition) ?
• Does your organisation have a clear strategy for a digital workplace
(broad definition) ?
• Are you and your colleagues in HR influencing that strategy ?
• Does your culture foster and encourage digital initiatives and innovation?
• Do you think progress on the digital workplace agenda helps HR have a
bigger impact in the business?

10. Digital Workplace – delivering the HR agenda
“HR will care about the digital workplace because they care about
flexible working, supporting a diverse workforce, and retaining talent.
They don’t want to talk about networks.”
Sophie Allen - Microsoft

11. Meet Your New Best Ally
• If you hadn’t noticed IT and HR are both in the engagement business
• A close IT / HR partnership will be the beating heart of a successful
business with IT / HR jointly coordinating;
• Engagement programmes
• Changing job roles and skills profiles
• Organisational structures to ensure alignment with business goals

12. The view from industry experts
• By 2020, 20% of organisations will include employee engagement
improvement as a shared performance objective for HR and IT (
• IT professionals are being actively coached and educated to be vital
change agents in the business
• Gartner)

13. Be the new power couple

14. More glamorous?

15. Too much…?

16. The Digital Workplace
“In the absence of a
strategic response, IT
leaders will be out of step
with changing business
needs… leading to
competitive disadvantage”
Technology
CultureEnvironment
Digital
Workplace

17. The Hero’s
Journey

18. Where are you on
the Transformation
Journey?
Vision
Compelling reason
Assessment
Transformation
Integration
Allies
Launch Guides
Pitfalls/Challenges

19. Vision
Compelling reason
Assessment
Transformation
Adoption
Adoption
AdoptionIntegration
Allies
Launch Guides
Pitfalls/Challenges

20. Allowing
associates to
work where and
when they are
most productive,
cost-effective and
environmentally
respectful.

21. EVOLVE
CONNECT TO THE FUTURE OF WORK
Cost savings from
reduced real estate
Attraction and
retention of talent
More agile and
responsive business
Safeguarded business
continuity
Employee wellbeing
Increased productivity
of employees
Upgraded
management culture
Improved
collaboration
Reduce attrition

22. “It has changed work totally from where people go to what
they do. It makes HR far more aligned to the business – it’s
easier to see where you add value, to integrate into the
business. It looks at the future of work and encourages
innovation in a range of ways. It gives functions that are shut
away e.g. HR the opportunity to be part of the programme.
There is nothing you can’t deal with in this environment.”

23. Takeaways
• Think of us as one of your guides
• Complete the feedback form and register your interest
• Make the first move – don’t leave your IT Crowd stuck under the stairs
We can do this together!
Email: h.lancaster@arkadin.com
Twitter: LancasterHelen