We don’t think there’s a business out there that hasn’t seen some impact from digital disruption. As a business owner or manager, reducing overheads is important, and often staffing costs represent a significant percentage of overall revenue.
Changing Workplace Processes
Digital disruption or automation may not always be initially obvious as a significant change. For example, 15 plus years ago, we had someone fold all our mail and insert into envelopes; then we used a mailing machine to do that same job, and now, most of our payslips are sent via email. These changes all helped with business efficiency, meaning staff could focus on more important responsibilities.
We’ve worked with businesses in the manufacturing industry who have completely revamped production processes, to reduce the labour-intensive nature of their businesses. The initial upfront investment was more than worth it, compared to high labour costs, including workers’ compensation claims, and meant more could be produced in less time, more safely. Much of this comes down to computerised systems doing the majority of the work.
Changing Hiring Processes
The automation and digitalisation of jobs are in full swing across the globe. The introduction of artificial intelligence through driverless cars is one example we see in the media regularly. In our day to day lives, we can see these changes through online banking, how we consume the news of the day and also how we apply for a job. Many businesses with large recruitment needs will use software that reads and assesses resumes and keywords before a recruiter ever sees the resume.
These programs make the time-consuming job of recruiting more streamlined but do mean that a great resume, with relevant keywords for the role, is imperative to many job applications. Video interviews are not uncommon, with some businesses even requiring an application video from all potential hires.
Disrupting the Employment Model
Despite there being a trend of ‘uber-ising’ traditional industries, businesses should still be wary of the engagement model they choose for staff providing any of their services. Even when both parties are (currently) in agreement about an engagement model, in the end, the Tax, Super and Fair Work laws set the rules for how people are to be engaged. Getting caught out in a sham contracting arrangement, despite the law not always keeping up with the reality of the day, can be an expensive exercise.
With online employee portals, that include all the relevant employee registration processes, rostering, timesheet and payroll data, some of the complexities around employment are becoming a thing of the past, thanks to digital disruptions.
We can be confident that digital disruption is going to continue to push the limits of what we all thought was possible. In the meantime, if your payroll office is collecting a lot of paper and not saving you a lot of time, talk to the Workplace Central team! We’re here to help with all your employment needs!