Every year, Deloitte conducts an extensive study on the emerging and prevailing trends in human capital and the future of work. Each year, the post we write on our HR blog about that report is always one of the most popular. In 2020, the Human Capital Trends Report highlights an intensifying combination of economic, social, and political issues impacting HR and business leaders. These factors continue to put pressure on businesses to operate in a more socially oriented manner (a continuation of 2019's trend, which we covered in a previous HR blog post), and to reinvent their organisations around a more ethical and human focus. Let's take a look at the highlights of this year's report and discover the HR metrics that matter in 2020 and beyond.

Configuration is King. This is especially true for commercial / business solutions (as opposed to those we use for our personal needs). Like most things in life, they're designed fit within the bell curve so as to meet most of the needs of most of the businesses that use the product. The problem with that is, the majority of organisations have a unique operational fingerprint and a 'one-size-fits-all' solution just doesn't work for them. That's where the 'configurability' of the software you use comes into play. Pay attention, because going forward - software configurability is going to play a critical role in the things that matter most to business: time, money, user experience and future-proofing your organisation. In this week's HR Blog we unpack HR software configuration and why it matters for HR best practice.

HR Dashboards are an indispensable tool for HR professionals. They provide critical data visualisation for relevant metrics across the entire employee lifecycle, including hiring, retention, onboarding, performance, and more. Today's #HRTech makes it possible to purchase dashboard apps to integrate with your other business systems. Or if you have developers within your organisation you can build your own dashboards using excel or by developing your own system. But really, what you want is an HR system with customisable Dashboards built in to your HR software itself. In this HR Blog we look at the benefit of using dashboards to get a real-time overview of your data so that you can gain valuable business intelligence to run an agile and successful organisation using HR automation.

Productive HR reporting is critical to the ongoing success of every business. Developing an HR Dashboard that visualises your HR data in a way that tells the story of your business to the right people in the right way, is your pathway to growth and success. However, it is incredibly difficult for anyone in a business to make informed decisions when HR business partners and other stakeholders lack insight into their own operations and employees. To ensure that leadership and management have the information they need to make informed decisions, HR Professionals need to provide HR data in a way that informs, engages, inspires and persuades. In this week's HR Blog, we explore how to build the right Dashboards for productive reporting on your HR Metrics.

Bullying, harassment, discrimination and injury all pose a significant risk to your organisation. And yet, you might be surprised to hear that many businesses don't have adequate HR and IR compliance training in place for their employees. Compliance training helps employees understand their rights and responsibilities as well as explaining relevant laws and regulations. Under the Australian regulatory framework, employers have a legal obligation to take all ‘reasonably practicable’ steps to ensure the health and safety of their employees. Tailored HR and IR compliance training is the most practical and effective way for your business to meet such obligations. In this week's HR Blog, we explore the importance of keeping compliance training up to date for your employees by following HR best practice..

Recently, IBM launched a significant study which looks at the real skills business leaders need most from their employees (and themselves) over the next three years, and the results may surprise you. The research, which surveyed 5800 executives across 50 countries, indicate that approximately 120 Million professionals in the USA need to be re-skilled to deal with AI and new digital business environments. Contrary to all the talk about the digital and technical economy, the biggest gaps in the workforce going forward are not 'digital skills,' but behavioural skills. In the context of the indicators illustrated by this IBM study, let's take a look at what HR professionals need to stay on top of in 2020 and beyond.

The technological revolution has brought with it both hope and fear, excitement and trepidation. The jury is still out on whether the advances that technology enables will be overwhelmingly positive or negative. The reality is that it we humans need to take responsibility for making well informed, intelligent decisions about how we use and apply technology in our lives to ensure that the results are positive. Nowhere is that more relevant than in the workplace. Over the next few weeks, we will be doing a deep dive into HR automation to unpack the latest research, best practice and trends about how to apply HR automation to the employee lifecycle. This blog series will highlight what every leader and HR professional needs to be aware of in order to make those fully informed decisions about HR automation so as to ensure that the effects those decisions have on employees and the workforce generally, create positive results for all parties. Not to mention for the future of HR and the future of work.

Next year, Subscribe-HR celebrates 10 years in business! For us, the last decade has been a journey of the road less travelled in tech. We've consciously made many choices that were different to the status quo for a tech startup in the SaaS space. Taking the road less travelled has not been without its challenges, however, we know they were the correct choices. They've resulted in Subscribe-HR being one of the only profitable HR Software businesses in the country. We did that by implementing a sustainable business model and built an independent, service and customer-driven business - all without tapping VCs, selling shares, or going public. Many HR Software businesses are built on massive amounts of debt, little to no equity and more often than not, generate zero profit. We're proud to say that we're now ten years strong and our business model is the exact opposite of that. AND. We're also proud to add a bronze medal for Cloud HR Software in the HRD Service Provider Awards 2018 to our cap.