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Conclusion: This month, regulatory frameworks for the ICT industry and their interaction with IT businesses and customers have been prominent. The private sector has been more vocal about the need for government involvement and the government has been searching for industry input in areas of interest. Areas that are vulnerable and require government protocols and standards, as well as regulations, must be flagged. In addition, frameworks that may have negative impacts on local industry or global trade efforts if other market standards conflict must also be considered. It is critical that vendors, agencies and advocacy groups work together when setting frameworks in order to produce new and better business outcomes, as well as support government regulatory functions.

Conclusion: There are many benefits in taking a break during the holidays that go beyond just recharging the batteries. However, along with the seemingly obvious benefits, there are also some traps for the unwary. On the flip side, there are some benefits to working in the office during the quieter periods, so take time to prepare and plan for the holiday period: develop sound strategies for all staff and above all, be authentic with setting expectations.

Conclusion: This month, the launch of plans to develop new data centres have been prominent. The market has experienced a heightened demand for storage and associated services, with adoption driven by increased awareness amongst business users and evolving technologies specifically targeted to perform functions, such as the protection of critical assets and data. New unified technologies to meet a higher demand for the integration of applications, data and management solutions have also prompted growth. It is necessary for vendors to identify market gaps and offer new solutions to customers to stay relevant in an environment that is constantly changing. The development of new solutions to cater to customers who demand new ways to store, manage and use their data is essential, and an ongoing process.

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.

Conclusion: It is not uncommon for IBRS to see vendors delaying licensing negotiation for renewals until the very last month via a variety of tactics. By delaying negotiation vendors can limit customers’ time for reviewing their options to reduce the overall licensing spend through either better licensing packages and licensing optimisation processes. Clients should put in place practices that reduce vendors’ ability to apply delaying tactics and put vendors on notice that this tactic is no longer tolerated.

Conclusion: This month, discussions regarding partnerships and acquisitions with the specific aim of expanding reseller businesses to include managed services have been prominent. Specifically there have been a number of investments, acquisitions and partnerships to transition resellers into service providers. This type of consolidation can be beneficial by enhancing offerings, assisting with collaboration and evolution, as well as providing access to new skills and products vendors have been lacking. Investments have also been made to educate traditional resellers on the benefits of becoming managed service providers with a focus on obtaining new customers and channel distribution of managed services. This flags a shift in customer demand for service-based value models which can be specifically targeted to individual business needs, and will ultimately be positive for both vendors and their clients.

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.

Conclusion: This month, discussions regarding technologies used to facilitate highly specialised business functions have been prominent. Tailored solutions which focus on the performance of tasks, such as case outcome predictions, automated insurance claims, water monitoring for farms, sensors in apartment foundations to identify faults early and health risk identification, are amongst those discussed. These new solutions and frameworks can be beneficial for customers by automating tasks to address resource and skills shortages, as well as being cost-effective. However, these can be sensitive markets, performing very delicate functions that do warrant a certain degree of caution for vendors and customers when adopting, and a great deal of diligence afterwards. Investment in infrastructure because of expanding platforms, networks or associated equipment, training and consolidation with existing business operations are amongst the issues that may arise. Wrapping new solutions and service elements around other core services and operations can become a complex task. While customers do demand advanced offerings, vendors must find ways to increase value to clients by ensuring they acquire or have access to resources and skills that can be leveraged to support these new function-based solutions and associated issues.

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.

Conclusion: This month, there has been increased discussion regarding security services; in particular, the growth of the Australian security service provider industry and benefits associated with procuring locally. Now that customers recognise security as a basic function, a strong local security services sector has evolved. Local vendor expertise within the Australian market, regulations, customer demands and the security environment as it pertains to Australian businesses is invaluable when establishing mechanisms to avoid and respond to security incidents. Security is a necessity, but vendors must be prepared, and more importantly understand the local market, as well as businesses, to ensure customers can avoid, continually educate staff about and respond to security incidents effectively.

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