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Employee empowerment is the basic principle behind activity-based working (ABW). In order to make ABW work, a company’s culture needs to shift from command and control to trust, responsibility, and empowerment. As organisations plan their return-to-office strategy, an opportunity exists to decide if workplace defaults will continue, or the lessons learned from working through a pandemic will be incorporated to accommodate a more holistic approach to getting work done.
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As detailed in IBRS’s 2021 Trends report, the vaccine shot will not end sporadic lockdowns. Organisations should routinely review workplace safety plans and update them based on current public health guidelines. Protective measures should still be in place.
If not already established, organisations should set up a workplace COVID-19 working group, which should include ICT representation. The working group should ensure the company’s compliance with public health recommendations, plan education, and determine how digital services will support the plan.
The Australian context for workplace vaccination policies are complicated by different privacy, duty of care and other workplace and safety regulations. This paper provides an overview of the policies that may impact management decisions as of June 2021.
Whilst many enterprises have successfully implemented a bring your own device (BYOD) mobile policy, many have put this in the too-hard basket fearing a human resources (HR) backlash.
Revisiting the workplace mobile policy can reduce operating costs associated with device loss, breakages, and unwarranted device allocation. IT service delivery operating costs have been increasing annually as more sophisticated and expensive handsets hit the market. Meanwhile, mobile applications are creating increased security concerns which add to asset management and monitoring costs.
Now is the time to take stock and transform the organisation’s mobility space by creating a shared responsibility with staff. Mobile phone allowances are fast becoming the norm with a multitude of different models now being adopted. Choose the one that delivers cost savings across the board as there are both direct and indirect costs associated with each option.
Major increases in demand for ICT and business professional employment in the year 2020 have been reported, despite the economic downturn. These increases are important to note as they signal a post-pandemic increase in ICT investment in the year 2021 and in future years to support enhanced business systems and demand (user) computing.
To complicate matters a survey of Australian CIOs indicated that it will be more challenging to find qualified technology employees in 2021 compared to pre-pandemic market conditions. Unless recruitment programs are well thought out, the inability to recruit the right people will stifle plans to take advantage of ICT growth opportunities in 2021.
At 21.7 per cent, staff attrition within the Australian Information Technology (IT) sector is unsustainably high. Staff recognition can be defined as the action or process of recognising employees for the work completed through words and gratitude1. Over the past five years, globally, organisations have increased their focus and investment on employee reward and recognition.
However, despite this increased focus, research shows that recognition is not occurring as often as it should be, as only 61 per cent of employees feel appreciated in the workplace1. Research also shows that even when recognition is provided for employees, it is not executed well or enacted correctly 1/3 of the time.
Organisational development and human resource studies demonstrate that reward and recognition programs commonly do not resonate or hit the mark for employees, if they are: not authentic and sincere2, only provided in a single context, or are based on award criteria that is overly complex or unattainable3.
This paper covers how leaders and organisations can recognise and then subsequently avoid these three common pitfalls, to maximise the investment into employee reward and recognition programs and efforts.
Conclusion: Many organisations are engaged in implementing digital transformation programs to provide enhanced customer services, e. g. with new products or to reduce operating costs, or both. Unfortunately, many programs fail, sometimes repeatedly, until they achieve their set objectives. What is important though is when failure occurs, use the lessons learned to try again.
Delivering a transformed organisation is hard as it is inevitably accompanied by:
DevOps, business intelligence (BI) and data, machine learning (ML) and artificial intelligence (AI) are all driving rapid change within IT departments. The challenge will be finding Cloud certified people to meet the rising demand.
Leaders have two main choices. Upskill their existing teams, or embark on a recruitment campaign that brings in Cloud certified professionals to manage Cloud migration and provide the ongoing support and optimisation needed to bring the full value of Cloud to IT operations.
For organisations who suddenly realise how far they are behind on the Cloud value curve, pressure will mount to deliver results quickly. Make sure staff are certified and ready to address your hybrid or multi-Cloud environments.
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