Digital disruption to the

workforce

Quentin O’Grady

Context

• "The first computers were designed on paper and assembled by hand. Today, they are designed on computer workstations with the computers themselves working out many details of the next generation's design, and are then produced in fully automated factories with only limited human intervention." - Ray Kurzweil, The Singularity Is Near

The digital age is changing the way we

work

The digital age is changing the way we

work

• Jobs and Work practices

• Quality

• Consumer experience

Impact

https://youtu.be/IpdTeGPruFA

https://youtu.be/2fnv_3qn3Yc

Surgery

Pathology

Telehealth

https://youtu.be/f0bSHEXqjPM

Access and Equity

Quality

Job design

Capitalising on opportunities

Employment models

Workforce planning to incorporate

digital disruption

• Job Analysis (understanding the impacts at a detailed level)

• Align the Workforce Strategy with the IT Strategy and Future consumer experience

• Prepare an effective transition plan

• Operational workforce planning and scenario planning

• Align people management processes and be opportunistic

Implementation

• Understanding the culture

• Staff experience

• Enable innovation to flourish

Workforce Management systems hold a range of general workforce informationPurposeful infrastructure and processes aligned to business needsData from disparate information systems can be consolidated

Workforce Management systems hold a range of general workforce informationPurposeful infrastructure and processes aligned to business needsData from disparate information systems can be consolidated

Disparate data/information systems integrated into a single useable platformInformation and data available from single sourceStructured data management processes in place

Disparate data/information systems integrated into a single useable platformInformation and data available from single sourceStructured data management processes in place

Complete and high integrity of dataLow human and/or manual intervention to manage information and data post extraction

Complete and high integrity of dataLow human and/or manual intervention to manage information and data post extraction

Internal and external data and information integratedNew and emerging information and data can be integrated seamlessly via flexible architectureInformation and data sets provide platform for strategies of limited precedent

Internal and external data and information integratedNew and emerging information and data can be integrated seamlessly via flexible architectureInformation and data sets provide platform for strategies of limited precedent

Descriptive to show what happenedDiagnostic to show why it happenedHypothesis analysis

Descriptive to show what happenedDiagnostic to show why it happenedHypothesis analysis

Predictive to show what will happenShort to mid term tactical insight

Predictive to show what will happenShort to mid term tactical insight

Prescriptive to show what should happenIntegrated tactical and operational insight able to be adapted to short, mid and long term modelling

Prescriptive to show what should happenIntegrated tactical and operational insight able to be adapted to short, mid and long term modelling

Strategic insight into the complete organisationInsight relevant to existing, new and emerging organisational-wide and individual business outcomesNew and novel ideas outside of current paradigm

Strategic insight into the complete organisationInsight relevant to existing, new and emerging organisational-wide and individual business outcomesNew and novel ideas outside of current paradigm

Insight translated into feasible recommendations for individual business areasDriven by top down insight

Insight translated into feasible recommendations for individual business areasDriven by top down insight

Workforce decisions and strategies integrate multiple and competing agendas and/or initiativesEffectiveness of workforce decisions and strategies are measurable in terms of applicability, quality and impact.

Workforce decisions and strategies integrate multiple and competing agendas and/or initiativesEffectiveness of workforce decisions and strategies are measurable in terms of applicability, quality and impact.

Strategies, initiatives and directions are contemporary and compelling in achieving whole of business’ strategic objectivesTransparent prioritisation of top-down decisions

Strategies, initiatives and directions are contemporary and compelling in achieving whole of business’ strategic objectivesTransparent prioritisation of top-down decisions

Optimal balance of workforce mix and productivity can be clearly defined and practice is embedded across the organisationDecisions able to be made in real-time on complex and strategic issues using readily available information and data

Optimal balance of workforce mix and productivity can be clearly defined and practice is embedded across the organisationDecisions able to be made in real-time on complex and strategic issues using readily available information and data

Individual entity workforce plansClarity on individual entity workforce characteristics, needs, issues, strengths and opportunitiesResponsiveness to individual entity workforce issues and/or needs is realised

Individual entity workforce plansClarity on individual entity workforce characteristics, needs, issues, strengths and opportunitiesResponsiveness to individual entity workforce issues and/or needs is realised

Organisational-wide workforce strategyIndividual entity workforce plans aligned to overall strategySmall workforce changes stood up quickly and effectively

Organisational-wide workforce strategyIndividual entity workforce plans aligned to overall strategySmall workforce changes stood up quickly and effectively

Organisational-wide workforce changes stood-up quickly and effectivelyIntegrated Operational Workforce Planning processes system-wideOrganisational-wide approach drives individual accountability for shared outcomes

Organisational-wide workforce changes stood-up quickly and effectivelyIntegrated Operational Workforce Planning processes system-wideOrganisational-wide approach drives individual accountability for shared outcomes

Scalable, agile delivery framework in operation that delivers change with speedMultiple ideate, validate, operate pathways in actionMeasurement and improvement loop that drives dynamic and tailored workforce optimisation

Scalable, agile delivery framework in operation that delivers change with speedMultiple ideate, validate, operate pathways in actionMeasurement and improvement loop that drives dynamic and tailored workforce optimisation

Pro

cess

Mat

uri

ty

Info

rma

tio

nA

gili

ty

Implementation Maturity

Disparate approachesFully integrated, automated,

scalable and measurable

Insi

gh

tD

ecis

ion

s

System-wide approachStrategic, operational

and tactical integration

PROC TOOL SYSCAP/ SKILL

WFAWF

DESIGNJOB

DESIGNWF

STRATOWFP DATA