Interview: Charlie DeWitt, UKG

How is the current talent shortage impacting your industry and how will this be overcome in 2023?

The technology sector continues to grapple with talent shortages. Key to overcoming this is becoming an employer of choice to attract and retain great talent. This means creating a truly inclusive culture that nurtures employees and provides valuable initiatives.

Deploying an innovative workforce management (WFM) solution can also help address talent shortages. This includes having the right employees rostered at the right time, and for the right tasks, and using analytics to identify any gaps.

Business leaders should aim to improve the employee experience by facilitating self-service and flexibility. Accurate rostering also helps foster a positive culture and minimise unplanned absences. Labour pooling ensures that resources can be shared across multiple sites and/or locations.

What is the major potential tech pain point that will face all organisations large and small in 2023?

Security is top of mind for all organisations and will continue to be in 2023 as they grapple with an escalating cyber threat landscape in terms of velocity and volume. Partnering with the right vendors will be key in securing that first line of defence.

A lesser acknowledged, yet just as critical, pain point is technology failing to adequately address compliance. In an uncertain environment, it is crucial for organisations to look within and focus on how they can leverage modern technology. For example, with Fair Work Australia cracking down on employers for payroll compliance, leveraging modern WFM, human capital management and payroll solutions can help businesses manage and automate incredibly complex compliance requirements.

Will IT continue to drive organisational efficiency in a hybrid work world and who should lead the charge (CEOs, CIOs, CTOs, etc)?

With a focus on the talent shortage, which requires making people the centre of the hybrid work world, chief human resources officers (CHRO) will be leading the charge. The CHRO, together with the CEO and other C-level executives, will be looking at ways to drive efficiency while making the hybrid approach easy, flexible, collaborative and, ultimately, employer- and employee-friendly. With the CHRO taking the initiative, there will be a spotlight on retention, engagement and making people their purpose.

Which new technologies will reach critical mass and become dominant in 2023?

The rapid uptake of artificial intelligence (AI) and machine learning (ML) has opened new ways for organisations to use workforce data and put people at the centre of their business. This will continue to accelerate in 2023.

AI and ML in WFM will help organisations solve key challenges by offering enhanced functionality, such as advanced rostering and approvals for roster and leave requests. Using data analytics, organisations will also be able to get the most out their WFM, including gaining a deeper understanding of how employees contribute to the business beyond labour costs and absenteeism to realise how they can drive sales or improve patient care, for example.

Organisations will also use AI to identify trends within data that can be used to offer personalised guidance to staff. This might include providing individualised alerts based on behavioural trends, for example, to optimise employee experience.

Charlie DeWitt is the Managing Director for the ANZ/SEA region at UKG. Charlie has over 15 years’ experience in technology, strategy and leadership across North America and APAC, and is passionate about the role that technology plays in helping organisations drive productivity, increase employee engagement and manage compliance.