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Peter Hall

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Peter Hall is an IBRS advisor who covers enterprise infrastructure, management, managing vendor and customer relationships, vendor capabilities and vendor offerings. Peter is also experienced in Start-Up’s and Mergers and Acquisitions. Peter has over 37 years of experience working in the IT sector in ANZ and Asia Pacific, gaining invaluable insights into vendor offerings and strategies, relationship management, and channel strategies. Peter’s an experienced executive having worked for Hewlett-Packard, Blade Network Technologies (acquired by IBM in 2010), IBM and Lenovo. Peter is also an accredited Tony Buzan Licensed Instructor in Mind Mapping.

Conclusion: A foundation for virtually all IT vendors is to work to position themselves as a ‘leader’. This might be for a specific set of products, solutions or services.

IBRS client inquiries often include the question: “Which vendor is the leader for a specific solution?” This suggests that if a vendor may be perceived to be the leader then they may also be the best solution. Yet it is not unusual that several competing vendors all have statements or references that point to them being a leader.

Being a leader can mean many different things in terms of competing vendors, and can also be fluid as vendors are always working to improve their offerings and grow their businesses. Buyers need to understand exactly what is meant if a vendor is called a leader and recognise that this is only one factor to consider when deciding which solutions or vendors will best serve their specific needs and for their specific environment.


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Conclusion: Onboarding is a critical process when hiring new employees. Poor first impressions can impact the potential success of new employees, and potentially the productivity or benefits that an organisation may have been expecting when adding the new employees. Worst case is a new highly skilled employee decides quickly that the organisation is not a good fit for them, and they leave it to find a better one.

Software tools are available to assist with the onboarding experience and process.
These tools aim to assist in several ways including automation of administrative tasks such as getting HR documents out to new hires, providing e-learning tools, tracking new hire progress, ensuring governance, and managing workflows and checklists.

Tools can help improve the overall efficiency and potential effectiveness of the onboarding process, and importantly help develop a repeatable and consistent process that all hiring managers in an organisation can utilise. Onboarding is of course about welcoming a new employee into the organisation, helping them get up to speed quickly in terms of their new role and the organisation, and providing them with the support to be productive as quickly as possible. The importance of the ‘personal’ contribution to the process cannot be forgotten or replaced by software tools.


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Conclusion: Hiring is costly, time-consuming and fraught with risk. Hiring decisions can impact organisations in either positive or negative ways. A critical step in the hiring process is onboarding. First impressions matter and new hires need to be made to feel welcome, engaged and enabled to ensure they can settle in quickly and are able to start contributing as quickly as possible.

Given that a critical issue in Australia is the availability of highly-sought-after IT skills1, it is particularly important that organisations can attract and retain the IT skills needed to support the business. Of course, successful onboarding is important in all aspects of an organisation.

Onboarding should be a clearly defined process with a checklist of exactly what should be done, and what should be repeated for every new hire. The process starts before the employee’s first day and extends to a period after the employee’s first day, possibly up to six or even 12 months.

Successful onboarding is not just HR’s responsibility but the responsibility of every hiring manager or supervisor, and their colleagues. And success will be judged by the employees in how well the process made them feel welcomed, helped them understand their role and engaged them, and contributed to their productivity. Lower turnover rates should also be a goal of improving onboarding.


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Conclusion: Successfully hiring new employees can bring lots of benefits to an organisation – improved productivity, employee morale or business outcomes, to name just a few. Equally, poor hiring decisions can be extremely costly to an organisation. Having to dismiss someone who was recently hired but proves to not be a good fit for the role can impact the organisation in many ways, and usually at a higher cost than the direct costs associated with the actual recruitment process.

HR tech is a rapidly growing field of software solutions that are designed to help improve the recruitment process, with the ultimate goal of helping organisations improve their hiring outcomes.

Organisations wishing to improve their hiring effectiveness or efficiency should consider the emerging new recruiting solutions and how they may help address any identified problem areas in their current recruitment efforts. But caution needs to be taken, especially for artificial intelligence (AI) solutions that may be built on historical data that results in bias, for example giving preference to particular genders.


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Conclusion: Email is one of the most pervasive IT applications spread throughout organisations of all sizes. It is hard to imagine any employee in any organisation not having an email account. It is critical that all organisations have a formal Email Policy that clearly spells out what every employee’s responsibilities are in terms of usage of their email accounts, as well as what is not allowed or inappropriate usage. Additionally, the use of social platforms (for example, LinkedIn, Facebook and Instagram) has given rise to the need for organisations to also have policies that incorporate acceptable and unacceptable usage of social platforms, especially in terms of representing the organisation.

It is also important to establish guidelines for the expected etiquette and best practices around email and social platform usage; for example, when not to use email when another form of communication would be more effective, such as a phone call or conducting a meeting.

It should not be assumed that all employees know what is expected of them in terms of usage of these platforms, or how best to manage the information they handle every day.


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Conclusion: The three largest service providers in Australia for mobile phone services, Telstra, Optus and Vodafone, have all committed to providing 5G networks. 2019 has seen the introduction of 5G networks and devices; however, the coverage is still limited. Initial coverage by the service providers will focus on areas with the highest population density, providing coverage to a greater number of potential users. In 2019, it is estimated that coverage should be available to about 4 million potential subscribers.

The jump in speed and reduction in network latency will open up opportunities for new services and customer experiences that would not be practical using existing 3G or 4G networks. There is a large potential economic upside and organisations should be planning for future use cases.


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Conclusion: Relationships at work between managers and employees are important and can influence the success and effectiveness of individual teams or whole organisations. Both managers and employees need to understand the bias that can occur between a view a manager may take about an employee they have invested in and ‘hired’ or selected, versus an employee that is thrust upon them or that they inherit from another manager; for example, employees that join an organisation as the result of an acquisition.

When managers are ‘invested’ in the selection of employees, a relationship exists that reflects on the managers’ judgement and decision-making skills, having believed that they have made good hiring decisions. No such relationship exists when the managers have no involvement in the selection of the employees but are assigned to managing the employees.

The more that managers understand this, the better they can focus on avoiding viewing employees differently. The more that employees understand this, the better they can recognise potential issues, and work to improve their career prospects by ensuring they work for a manager that has ‘chosen’ them, or at least learnt to understand their abilities and contributions.


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Conclusion: Recently, several architectural models and tools have become available to enable the microsegmentation of networks, which helps improve overall security within organisations and can help limit the scope of any potential breach within an organisation. This can be achieved by aligning microsegmentation of networks with the organisation’s mission-critical systems profile.

Organisations should ensure microsegmentation is included in their security strategy. However, there are several different architectural approaches and organisations should explore these and select the approach that most suits their current or planned enterprise architecture and assess the benefits each approach may offer.


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Conclusion: The ubiquitous availability of smartphone and wearable technology has opened up opportunities for a wide range of new applications that take advantage of knowing the location and proximity of these devices.

One of the newer underlying technologies that enable these new apps are low-cost small beacons that provide regular transmissions, usually to Bluetooth-enabled devices. When working on digital transformation projects or opportunities to innovate, these technologies should be included in the developer’s tool bag.


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Conclusion: Globally, organisations are dealing with the challenges of “digital transformations” and the need to “innovate”. Chief information officers (CIOs) need to support their organisations in these initiatives, but the ownership in defining what is required rests with the business managers, and the key executives such as the chief marketing officers, chief supply chain officers, chief human resources officers and chief executive officers. If the organisation has one, chief technology officers would be a contributor in terms of how technology can be included in innovation initiatives.

CIOs need to be valued as trusted advisors to the business leaders in terms of what technology solutions will support their businesses’ initiatives.


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