More data does not automatically lead to better decisions. The difference is the story you help leaders see, understand and act on. HR teams have
AI can remove a remarkable amount of friction from HR operations—but only when organisations stop treating it as a clever writing tool and start redesigning
Australia still does not have a single, general AI Act governing employment. That does not leave employers in a legal vacuum. AI-enabled HR decisions already
I was on a panel a few weeks ago hosted by The Access Group with leaders from ELMO and the Australian Payroll Association, talking about
The Question Was Never Whether AI Would Change Work. The Question Is Who Designs the Change. At the AHRI WA Conference this May, we said
This is Part 4 of our HRIS and Payroll Systems series.If you’d like to read the series from the start, check out: Part 1 to
This is Part 3 of our HRIS and Payroll Systems series. Read Part 1 here to assess whether it’s time to replace your current system,
This is Part 2 of our HRIS and Payroll Systems series. If you haven’t read Part 1, start here to assess whether it’s time to
Part 1 of Zest’s HRIS and Payroll Systems series. Three months ago, a CFO said something I hear far too often: “Our new HRIS is
HR analytics help organisations understand their employees and improve business outcomes. It involves collecting and analysing everyday HR information to improve hiring, reduce turnover, drive
