Digital transformation isn't just ubiquitous, it is ultimately unavoidable. Twenty years from now, few aspects of the world of work will have escaped the digital revolution. But what exactly does it mean for HR, and how can such transformation be successfully implemented, both within the HR department and organisation wide? What we're really talking about here is a change management process. A process which HR Professionals and business leaders are often being called on to execute in a new and constantly shifting context. Not since the third Industrial Revolution has there been such a significant change in the way we work, meaning that lived experience of this type of quantum leap in workplace practices simply don't exist in boardrooms and leadership teams. That's why resources such as i-Scoop's 'Online Guide To Digital Business Transformation' are so valuable. The guide offers a highly educational deep dive into what digital transformation is, what it requires of businesses, and how to implement such transformation successfully. 

If you've heard any of the news about the Financial Services Royal Commission, it is pretty clear that these businesses don't do a very good job of conveying and embedding mission-critical concepts (like ethical behaviour) into their organisation. Communicating the values of your business, and illustrating the culture of your organisation to both potential and actual employees is one thing. Ensuring that those values aren't just paid lip service, but become lived experiences at ALL levels within your organisation, is definitely business-critical in today's marketplace. If the interrogations and admissions of the Royal Commission are anything to go by, it is clear that there is such a wide gap between words and actions in business that something needs to be done. But what? Our last couple of Blog posts have focused on the importance of getting Onboarding right, and the untapped benefits of storytelling for HR. In this Blog, we will explore how you can use the power of story as part of your Onboarding process to set the right tone for the expectations your business has about 'how we do things around here.'

Despite decades of work with clients large and small, Murray Nossel, founder of Narativ, understands through experience that there might always be skepticism in the corporate world about anything that seems 'touchy-feely.' And yet, if ever there was an organisational department that deserves a 'get out of jail free' pass on the touchy-feely front, it should be HR. However, HR Professionals tend to shy away from being seen as touchy-feely in an effort to gain more legitimacy within the business. In a world increasingly driven by data and metrics, soft skills like the touchy-feely art of storytelling go A LONG way to balancing the technologically driven environment workplaces have become (and will become more so going forward). To all the HR Professionals out there reading this post, consider this your opportunity to get all touchy-feely AND to drive positive change in your organisation through storytelling.

One of the great things about providing a service for so many organisations (and the employees of those organisations) is that we get to hear first-hand feedback about what HR Professionals and the teams they serve want and need to make work better. What has become abundantly clear, and increasingly critical in the world of work, is the importance of the onboarding process in setting up new or transferring employees to understand, enjoy and succeed in their new role. We recently proposed that 'how you do onboarding is how you do everything,' and that got us thinking... What would be the best way for us to walk our talk, to put our money where our mouth is and to really make a difference in the world of work? The answer is that we have created a fantastic new Onboarding Solution and made it FREE (for a limited time). That means that it is easier than ever for HR Professionals and the organisations they serve to harness the power of Digital HR to transform onboarding from good to great. If you're still not convinced that the onboarding process is probably THE most important aspect of the employee lifecycle, let's dive a little deeper.

Even though each organisation is unique, with its own individual needs, it is fair to say that there is a standard blueprint that forms the foundation of all HR software implementation projects. To get implementation right, it is critical that your business approaches the entire process with a willingness to work methodically from beginning to end, putting in place a detailed plan that your team then executes with diligence and a high attention to detail. If you want to avoid the pitfalls that many businesses experience during the implementation process, here's what you need to know.

In our first blog for the year we explored the HR trends that matter to your business in 2018, as illustrated by Deloitte's Human Capital Trends report. In this post, we round out the HR landscape for 2018 by exploring the top 10 disruptions HR Professionals need to be aware of, this year and beyond. The new year is always a good time to pause for a moment, consider the trends and potential disruptions, and then set a course for the next 12 months.

At this time of year, we publish our annual round up of the HR trends for the year ahead. The reality is that it is becoming more and more difficult to accurately predict future HR trends because of the transformation taking place in the HR industry (and indeed, across all industries). However, there are a few annual reports that provide well researched, robust forecasts about the possible future direction of HR. One of those reports is Deloitte's annual Human Capital Trends report. Their 2017 report outlines the opinions and perspectives of over 10,000 HR and business leaders across 140 countries. Let's look at the most prevalent trends that emerged from Deloitte's 2017 report.

It's that time of year, when everyone is thinking about new beginnings. The impending new year offers an opportunity to hit reset, course correct or take a completely new direction. Starting a new job is a significant new beginning and for new starters, how your business does Onboarding is a reflection of how you do everything. Research indicates that approximately 22 percent of employee turnover takes place during the first 45 days of employment at an average cost of replacement between 16 and 20% of that employee’s salary. That is a significant productivity and dollar cost in and of itself, not to mention the disruption it causes to the rest of your employees and the drain it places on your HR team. So can your organisation onboard new employees in a manner that inspires them to stay with you long-term and become productive, cohesive, integral members of the team as soon as possible?