Our Thoughts

Transforming your business, starts with your people

10 Apr 2017

In the rush to digitally transform your business, it is important to remember that innovation starts with your people.

Progressive companies are using big data, analytics and social technologies to drive effective decision making in areas like talent acquisition, performance analysis, attrition management, and learning & development.

I spoke to Gary Hazel, Head of Learning and Development at the Injazat Institute, to discover how they support clients to transform their employees and build a 21st century workforce.

What would be your advice for a company who want to transform their workforce?

GH: Today, as consumers, we are constantly being tracked in terms of our spending habits, online search and social media interactions, giving companies insight to our lifestyle and life stages, enabling targeted campaigns which drive revenue for businesses. Data analysis has transformed customer experiences and been very profitable for organizations.

Now consider that the most critical component of any company is their workforce and yet, many organizations know very little about them, but this is changing as companies apply the same principles of analysis to transform their workforce.

Learning & Development plays a critical role in any workforce transformation project, but first and foremost, you must know your workforce.

How does Injazat help Enterprises transform their workforce, what is your approach?

GH: To understand your people you need to audit your talent and create a comprehensive overview of your workforce, we call this ‘Hindsight’.

At Injazat we use powerful HR analytics to gather employee data such as education, qualifications, skills, training, performance, productivity, engagement, absence and other data sets, to compile a view of our team.
Once you have completed your audit, the database is then used to gain insight to your talent as part of your digital transformation strategy, ensuring you deploy the right skills in the right departments using your talent to the best of their abilities.

You can mitigate risk as the audit will highlight skills gaps which can be addressed within your employee learning program. You can also run predictive models on your workforce to simulate improvements in productivity and convert these results into actionable analysis.

How does Injazat support their clients towards digital transformation?

GH: Injazat has developed a roadmap of technology innovation that supports our client’s journey towards digital transformation. Each service we provide, through our outsourced model, strengthens an organization's capabilities.

Firstly, our role is to ensure we understand the skills, competencies and qualifications required by our own employees to support our clients’ transformation. We develop the learning initiatives and, if skill gaps are identified, we ensure that our team are upskilled.

If we do not have the required skills internally we will work with respected external partners to deliver the service and, overtime, transfer this knowledge to our own employees. We have used this ‘blended’ approach successfully for many new products and services.

Also, as I mentioned earlier, HR Analytics and ‘People Insight’ is a growing trend within HR and Learning & Development, it is critical for any transformation project.

Once you understand your workforce capabilities and the new business environment you will be operating in, you can define the specific skill sets needed and assign the best employees to operate within that workspace successfully.

Within our model we call this Performance, Potential, Readiness.

  • Performance: Identify high performers who have demonstrated their ability to maintain their level of performance.
  • Potential: Through assessments, understand which employees have the potential within the required areas to increase the success rating.
  • Readiness: What is the percentage readiness now and what are the gaps that need to be developed in order to increase the percentage level of success.

How should Enterprise manage change?

GH: I have worked in Learning & Development for over 20 years and know that employees are resistant to change, it’s human nature!

Managing change isn’t easy and communication is key, an informed workforce is more receptive to change. Involve your workforce, let them know why you are implementing change, the impact this change will have on their daily work life and, the success of the business.

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