IT Business Model

The Latest

30 November 2021: Microsoft recently announced the release of Windows 11 SE in 2022, which is designed to support K-8 students’ blended learning needs in the classroom. The operating system (OS) will only be available on low-cost devices sold exclusively to educational institutions. Windows 11 SE was developed after consulting with teachers and students for 18 months, which resulted in removing the widgets section, adding an automatic backup of files to OneDrive, and launching apps in full screen mode. The new Surface Laptop SE for students as well as upcoming devices from Acer, ASUS, Dell, Dynabook, Fujitsu, HP, JK-IP, Lenovo and Positivo will carry the OS.

Why it’s Important

With the launch of Windows 11 SE, Microsoft hopes to influence educational technology teams to shy away from Chrome OS. Microsoft claims with this product, IT admins can take advantage of the simplified backend as well as bundled Microsoft and non-MS apps such as Minecraft for Education.

IBRS recently conducted a major study of the Australian education sector to explore issues relating to the transition to remote learning during the pandemic. IBRS discovered that it is not the OS, nor the device, that is the primary challenge. Rather, it is the identity, access and administration concerns safeguarding students' privacy that were the single biggest issue.

Microsoft Windows 11 SE markets itself as a student-friendly version to compete against Google Chrome OS. In Australia and New Zealand, it is unlikely to impact the relatively low (in comparison to international market) presence of Chrome OS.

Who’s impacted

  • Educational policymakers
  • CIOs
  • Educational ICT strategy leads 
  • Principals and senior leadership of higher education institutions
  • Digital workspace teams

What’s Next?

Based on IBRS’s series of consultations with the education sector, the group recommends educational institutions decide on robust or streamlined solutions based on their learners’ needs and not on the premise of fear of missing out (FOMO). Developers must continue to collaborate with their target market, allowing students to be exposed to professional tools that provide a headwind in accelerated learning. Likewise, stakeholders must constantly assess their technological devices and platforms and how these impact the learning styles of users.

Related IBRS Advisory

  1. Dr Sweeney on the Post-COVID Lessons for Education (Video Interview)
  2. Kids, Education and The Future of Work with Dr Joseph Sweeney - Potential Psychology - 25 July 2018
  3. Higher Education Technology Future State Vision
  4. BYOD in Education: A report for Australia and New Zealand


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.


Australian organisations in both public and private sectors enthusiastically identify and implement best practices from around the world. After considerable time and effort has been allocated to implementing these processes and the associated tools the results are all too often less than satisfactory. There are many best practices, frameworks and tools to assist in the optimisation of IT but there are two key problems areas that if overcome, can make a significant difference in the benefits that organisations will derive from best practice implementation.

Conclusion: Machine learning operations (MLOps) adapts principles, practices and measures from developer operations (DevOps), but significantly transforms some aspects to address the different skill sets and quality control challenges and deployment nuances of machine learning (ML) and data engineering.

Implementing MLOps has several benefits, from easing collaboration among project team members to reducing bias in the resulting artificial intelligence (AI) models.