Transformation of your organisation
At the start of its digital journey, every company must ask itself: how do I set up my organisation for a digital transformation?
We set out to answer our clients’ most pressing questions about the organisational elements of a digital transformation:
What is the right organisational structure for a digital transformation or business?
Which managers should 'own' digital (for example, do I need a Chief Digital Officer)?
What cultural mind sets are important in a digital transformation, and how can I build them?
How do I set up my teams’ operating model to be more agile?
Talent and skills
What digital talent do I need and how should my HR processes be different for this population?
Sequencing the journey
How do I get started on the digital change process? How fast should I move? What are the most challenging phases?
Managers are moving quickly to build digital organisations that add real value to their business. Signs of their success include:
Designing a digital organisational structure that aligns closely with
their overall business strategy and
how they expect to capture value from digital.
Appointing people who lead through collaboration and innovation, rather than through a traditional hierarchy; releasing significant control to teams; and managing progress on monthly or quarterly key performance indicators.
Embedding a specific set of agile management practices that drive performance throughout the organisation; businesses that can achieve both speed and stability will win.
Acquiring and promoting digital talent and leaders, defining new career paths based on experience (not necessarily managing or traditional hierarchy), and valuing autonomy and purpose, not just compensation.
Talent acquisition and management
When senior business leaders are asked what keeps them up at night, attracting and retaining top talent is high on the list. Recruiting the right talent to achieve ambitious business strategies is increasingly challenging.
Talent acquisition teams will lead the pack by embracing innovative technologies that help identify hard-to-find skills, harness insights from backend metrics and bring the employer's brand to life.
As with all aspects of our digital consultancy, we bring extensive hands on HR experience and combine it with a pragmatic view of digital technology and its use. This allows us to cross digital capability and benefits with the successful experience of dealing with the people requirements in a day to day business environment..
We can recommend solutions and changes that work, first time and every time.
Services we offer:
Plan & Prepare - talent strategy against business objectives and requirements.
Identify and evaluation design and development - including candidate relationship management, interim management services and behavioural assessments,.
Optimised digital workforce
Digital technologies are revolutionising the way that organisations interact with their employees and are improving the employee experience with new digital platforms, apps and ways of providing HR services.
In today's highly competitive corporate arena, your organisation is only as innovative and successful as the talent it attracts and develops. By adding the emerging role of digital technologies in almost every aspect of our lives, it becomes clear that a new digital era is about to take the lead.
The latest technologies now allow Human Resources (HR) leaders to revolutionise the employee experience through new digital platforms, social media, apps, and innovative ways of providing HR services. This highlights the role of HR executives, who are increasingly being called upon to serve as strategic partners and transformational leaders, rather than just process followers and document-routing coordinators.
So what are the benefits of a digital workplace?
Better integration and flexibility.
Real-time information and insights.
Cost effectiveness and productivity.
And what are the first steps towards a digital workplace?
Get buy-in from managers and employees.
Align processes and systems to business objectives.
Use the right tools to manage change.
Create a digital mind set.
What does good look like for a digital workforce?
A digital workforce will be more efficient and have greater wellbeing, which it will gain through efficient tools to maximise productivity, develop and empower employees to provide a solution that focuses on real-time access, decision-making, and immediate results. This can be achieved by integrating analytics and reporting as standard functionality.
Managers will have access to platforms and applications that enable access to real-time information and trigger real-time analysis, increasing the time that HR and business leaders can spend analysing data and solving problems, instead of having to manually create periodic reports. The application will provide valuable and attractive reports. Access can be from anywhere at any time and collaboration should possible between multiple functions and employees.