Build a Business Intranet that Actually Works

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The term “intranet” won’t die. It should. I don’t think I have ever seen a good intranet in 24 years since I first started writing about business intranets in 1997 (yes – by writing about this market I was a part of the problem!). I’d even argue that there is no such concept as a “good intranet” – as it is an inherently flawed idea. An intranet effectively tries to bring together all the stuff that employees don’t access or don’t want to access and puts it somewhere that employees might actually use.

Intranets don’t help employees do their jobs

Why don’t we access these systems? Because they are generally not “core” to our jobs. Employees will find and access the systems and applications that are core to getting their jobs done – even if they are terrible to use (even in this “designed for humans, SaaS-world” there are still plenty of core systems that are terrible to use). Some companies try to integrate their intranet and core applications; making employees access the intranet to login to their essential apps. This might make life easier for IT responsible for deploying, managing and securing the applications. It also excites HR as they hope that along the way to accessing these systems, a “schmear” of company culture or information might rub off on them. But many employees quickly work out ways around these systems by bookmarking sites or using dedicated applications.

One of the reasons that company intranets are generally so poor is because they don’t actually help people do their job. There are often no guided processes or checklists to ensure follow through on tasks. Remember how many salespeople didn’t (or still don’t) use the CRM system because it didn’t help them actually sell? Well, intranets suffer from the same problem.

Some software providers looked to solve this problem by bringing the company intranet and core application together into a single interface. Salesforce has limited success with Chatter – but many users of Chatter spent much of their energy telling employees they “weren’t using Chatter the right way” – which sounds awfully like a design problem, not a user one.

Now is a good time to review your company intranet

Why now? Because the big collaboration players (Microsoft in particular) are improving their offerings in this space, creating partnerships, and painting a vision of a world where employees might actually WANT to access company intranets.

Which brings me to Microsoft Viva. We wrote about Viva when it was initially launched as a concept and businesses (and more importantly, their employees) can now experience the capabilities. Viva helps resolve some of the challenges with business intranets:

  • It makes some of the collaboration systems more usable and insightful
  • It actually provides outcomes for employees (through the learning module in particular)
  • It integrates with existing processes and exposes these application-centric processes through Teams

At the same time, it is trying to be a “cultural change agent” by having a single place to go to view company news and announcements. This is similar to many company intranets, and like many of them, is likely to be an abandoned sideshow – the only time many employees visit it will be when they are forced to – like when the CEO sends an all-company email saying that there is an announcement on the company intranet that everyone needs to see. Which is the digital equivalent of posting you a letter to inform you that you have an email!

The challenge for Viva is that employees need to be using Teams to get the most out of it – and I don’t just mean “using Teams for chat and calling” but using the collaboration elements effectively – ALL the time. And the challenge with this is that (a) many employees don’t EVER use these features of Teams (or use them sporadically), and (b) some companies (and teams within companies) have multiple platforms for collaboration and sharing (Slack, Trello, Basecamp, Jira etc).

But either way, Viva looks like a positive step forward for collaboration – and more importantly, it gives businesses some guidelines on how to improve their existing intranet.

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How to Make your Intranet work?

Integrate the work that people have KPIs on, with collaboration and intranet systems

Design processes so the intranet makes it EASIER for people to do their jobs – by removing unnecessary handing of information, copying and pasting, multiple levels of authentication and moving between many applications or screens. Leave requests or approving invoices have already been integrated into email – so managers can click a button in the email to send the approval. But what if there were a page on the intranet where all the leave requests or approvals for funding or payment were in a single spot? What if the system provided insight around these requests (such as Mary Singh only has 1 day leave left, or Company ABC takes 90 days to pay on average)? And if all leave requests could be approved with a single click, it actually makes the employees life easier.

Build processes into the systems to solve employee pain points

Many intranets are ostensibly used for helping employees find each other or find experts on specific topics. But they don’t guide this process – they just say “there’s lots of information here – use the search tool and good luck!”. Design guided processes for outcomes people actually want to achieve. Survey your employees to find out what they’d like the intranet to help them achieve – and build some employee journey maps across various roles to understand the challenges and pain points. If it makes sense, use the intranet to help resolve those pain points.

Make your existing tools more powerful and easier to use

Your employees generally want to collaborate. Don’t get me wrong – many don’t wake up each morning thinking that they’d love to share some documents with unknown team members today – but they do want to work together more easily than they do today. So take a look at what stops them from achieving this and look to solve those problems by making existing tools more powerful and easier to use. Adding analytics helps employees and their managers better manage their time and their interactions. Automating file sharing and discovery will help employees find the information they need without adding additional work for the content creator.

Businesses need to think of their intranets as “places to get things done”

Too many intranets seem to be designed for 4pm on Friday afternoon versus 9am Monday morning. And if this is yours, then don’t be surprised that employees don’t use it that often or give it little time. The more you can use an intranet to make employees lives easier, the more likely that you will be creating a resource which improves the productivity and happiness of the employees you serve.

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Welcome to the Great Bounce Forward

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5/5 (4)

As economies around the world are beginning to recover from the recessions and slowdowns caused by the pandemic, we are beginning to witness, what I like to call, the “Great Bounce Forward”.

Why the Great Bounce Forward? Because too many businesses, journalists and economists are talking about businesses “bouncing back”. But there is no bounce back. We are bouncing into the “economic unknown”. The trading conditions we see today are nothing like what they were at the beginning of 2020. While many people refer to the “new normal” I have heard few talks about how they are or will benefit from these new market conditions.

Bouncing back may not be relevant as we negotiate the economic unknown – it is time to evaluate how we can bounce forward!

Leaping Ahead Through Digital First

Customer interactions have changed – digital-first is now a requirement – and many customers expect a personalised and optimised experience. Many companies are starting to personalise experiences today – thinking they are “delighting customers” through personalised transactions and journeys. But you don’t delight customers by giving them what they want – you disappoint them if you don’t offer a true personalised experience.

Digital changes are coming thick and fast. For example, Australia Post has announced that online sales are currently 20% higher than what they were at the previous highest peak in December 2020. Yes – much of Australia is in a lockdown, but online sales are dwarfing what they were during lockdowns in 2020.

But it is not just about offering online sales. In the digital world, customers now expect to be able to track packages, get alerts when they are delivered, and have access to easy and free returns. Again – if you don’t do this today, you are creating poor customer experiences and are most likely losing business to those that offer great experiences.

Here is what organisations are witnessing:

The need to evolve their CRM solution. Salespeople expect the CRM to give them insights on who to sell to, why to sell to them and what approach will work best. CRM systems that don’t provide this analysis are letting businesses and salespeople down.

Analytics has to be turned into actions. More businesses are telling their analytics partners to stop telling them what to do, and just do it! Automating the outcomes of BI and analytics is beginning to be expected.

Ease of use has become essential. Interactions and processes need to be intelligent and easy to automate. We no longer throw teams of people at challenges – we automate the outcomes and use technology to deliver entirely new experiences without teams of employees pulling strings behind the scenes.

Process and technology changes happen quickly and seamlessly. We have been taught this by Zoom, Microsoft, AWS and Google. If you aren’t doing this today, you are behind the market and behind the expectations of your employees and customers.

Ecosystems are emerging to enable this agility and innovation. We can now innovate with a growing range of partners. Companies can partner for a single sale and move on. Start-ups are being embraced by dinosaurs, and competitors are becoming partners. More companies than ever are involving their own customers in their innovation processes. Ecosystems are changing the ability of technology and business teams to offer new and improved services to customers and employees.

Customer Experience Insights

Time for a Shift in Organisational Culture

Seemingly, the world changed overnight. But many of these changes have been in the works for years. It just took a global crisis to highlight how important they are and how much organisations need to change to embrace these opportunities. The only thing holding businesses back from thriving in the Great Bounce Forward are their people and culture. If you can embrace these changes, your businesses will move forward and emerge as different companies to the ones that entered the pandemic in early 2020. You’ll be more open, agile, innovative and digitally aware. You’ll be able to move in new, unheralded directions, driving improved customer, shareholder, or citizen value.

So stop thinking about how your business will bounce back. Make plans for it to bounce forward into the unknown.

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Cisco to acquire Socio Labs

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Cisco has recently announced their intention to acquire Socio Labs, a US-based event technology platform – the latest in a series of acquisitions. Cisco’s Webex Events provides meeting, webinar and webcast capabilities, including polling, Q&A, chat and real-time translation. This acquisition will allow Webex Events to cater to large-scale, hybrid events and conferences. Solution capabilities will include live streaming, sponsorship, networking, and advanced analytics – including for pre-event and post-event activities.  

Collaboration Platforms are Here to Stay

2020 was the year video conferencing and collaboration finally became mainstream. With the exponential rise of remote and hybrid working, the investments in collaboration technologies has increased – and Ecosystm research shows that the trend is continuing well into 2021.


Experience Economy

The other aspect that has been impacted by the pandemic is the Events business. With social distancing regulations, Events and Marketing teams are being challenged in their outreach and go-to-market initiatives. Even when countries allow in-person events, it is becoming increasingly difficult to get people to attend events. With most organisations allowing remote working many attendees are away from the CBD/ commercial areas and are reluctant to commute to attend events. This has seen the rise of a hybrid event model that caters to both in-person and virtual attendees.

While some countries are beginning to bring back in-person events, they will remain largely virtual. Event organisers will have to cater for those who are happy to attend in-person and those who want to access the event virtually. Providing a better experience for hybrid events, will require richer features using video and collaboration platforms to allow live streaming, chat, feedback, analytics – to gauge audience engagement – polling and other interesting ways to retain audience attention. Additionally, it will be important for these platforms to facilitate sponsorship, registrations and even ticketing capabilities directly from within the platform. These new dimensions to step up engagements for both virtual and in-person events have become necessary for the world we are living in. 

Cisco Strengthening Collaboration Capabilities

Cisco is enhancing the virtual/hybrid meeting and events experience they provide and this has been evident from their recent acquisitions. They clearly see the need to enhance audience participation and engagement from pure static video and collaboration environments. Socio Labs’ business accelerated during the pandemic and they built a platform that offers a deeper engagement with the audience. Their customers include Google, Microsoft, PepsiCo and Hyundai.

Last year Cisco acquired BabbleLabs, a noise removal technology provider and the product has been integrated into their Webex platform, to improve the audio experience. Earlier this month Cisco also completed their acquisition of Slido. This means that Webex users can now leverage Slido’s capability of gathering real-time audience feedback, rather than just asking questions via text or chat. The solution can also enhance the learning experience during team training sessions and offers built-in analytics to gauge audience participation and where the gaps are. These acquisitions are an indication that Cisco is serious about their market presence in the video and collaboration space – and is keen on making a mark in the Events market.  


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Microsoft Launches Viva to Improve Remote Employee Experience

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Much has been written (and discussed on webinars) about the demands of managing the work-from-anywhere experience. We were all thrown into this last year, and are still working our way through the challenges. For most employees it has been a positive experience – but there is still a lot more we can and should do to improve experiences for employees and their managers.

Workplace Analytics Gains Significance

At the start of 2020, my colleague Audrey William and I discussed the need for workplace analytics when predicting workplace trends for the year, but the pandemic delayed many of these investments. As working from home (or from anywhere) becomes a long-term trend, we are learning that managers need tools to better empower their employees to deliver what the business needs. There are many reports of employees working overtime; working longer days; not taking breaks; being in back-to-back meetings for days on end; skipping meals; and wearing themselves out.

There are many benefits of remote work – employees have the freedom to manage the day as they choose, they have no commute and (conceptually) more harmony between work and home duties. But there are also many processes that are harder. It is not as easy to find the right person to connect to or learn from, get the best information or answer to a question, and get coaching and new skills. Managers need to understand their employee work experience because they don’t sit with or supervise them all day. Self-service for employees used to mean walking around the office and having a conversation or meeting. Today, we need to make these outcomes easier for every worker regardless of location.

Microsoft Lauches Viva

Microsoft has announced the release of Viva – a new product suite to help businesses overcome these challenges. They have published a “Future of Employee Experience” video here as part of the launch – but don’t watch it – or if you do, be prepared to be disappointed when you see the actual products… The good news is that we have moved from oval-shaped phones in Future of Work videos in 2000 (because all web content is designed for round screens right?) to transparent phones in 2010 (who needs to be able to see what’s on the screen?) to virtual screens in Future of Work videos in 2021… Guess they’ll never become a reality either!

Based off the early reviews and commentary about Viva, I believe Microsoft is really onto a winner here:

  • Managers need better analytics about how their team spends their days and employees need insights as to how to increase their productivity or find a better balance in their life.
  • Employees need to find the people and information in their business to connect with and learn from – how often do employees reach out to others to ask for help or information when the answers they were looking for weren’t too far away. This information needs to be easier to find – even surfaced to employees before they go looking for it.  
  • Everyone in your business needs to keep learning within their flow of work – the formal training programs offered by most businesses today are useless if employees are too busy to take the course.
  • Business leaders need to drive cultural change more effectively or support their broader business initiatives by linking employees with the information and insights that can help reinforce or change organisational culture.

Viva should support these outcomes. Microsoft is partnering with many other businesses to make this work (systems integrators, training providers, workplace and HR platforms etc). If the products deliver as promised, they might provide the missing link that many businesses need today to keep their employees safe, productive, happy and connected.


Learn about the factors that have been accelerating the shift towards the new ways of working. The top 5 Future of Work Trends For 2021 are available for download from the Ecosystm platform. Signup for Free to download the report.

Ecosystm Predicts: The Top 5 FUTURE OF WORK Trends for 2021
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SAS Acquires Boemska to Boost its Cloud-Native Vision

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SAS announced that it has acquired Boemska, a provider of low-code development tools and analytics workload management software. The small, privately held company is UK-based with an R&D centre in Serbia. The acquisition will be integrated into SAS Viya, its cloud-native platform, which includes containerised analytics and machine learning offerings. Terms of the deal have not been disclosed.

A SAS silver partner, Boemska has wins in Health, Finance, and Travel. Most of its reference clients are based in Europe in addition to a small number in the US and South Africa. Boemska has two primary software offerings – Enterprise Session Monitor (ESM) and AppFactory. Additionally, it delivers cloud migration, performance diagnostics, and application development services.

Boemska Capabilities

Boemska ESM provides visibility into performance and cost management of analytics workloads. The product enables self-service root cause analysis for developers, monitoring and batch schedule optimisation for administrators, and departmental cost allocation of cloud resources. ESM manages SAS, R, and Python workloads and is compatible with workload management platforms from the likes of IBM and BMC. Boemska shipped an updated version of ESM in 2020 to improve the UI and ensure support for SAS Viya. At the time, it announced that its development team had doubled in the preceding 12 months, suggesting a trajectory of growth.

AppFactory is a low-code development platform for data scientists and data engineers using SAS, which generates JavaScript for front-end developers along with data transport, authentication, and exception handling. SAS emphasises the portability of apps that can be created and run on mobile and IoT devices. Examples provided include machine learning and event alerts in healthcare wearables, video-based defect identification in Manufacturing, and drone-based asset monitoring in Utilities. Boemska states that its low-code offering seeks to bridge the “last mile of analytics” by putting insights into the hands of decision-makers.

SAS Focuses on Cloud-Native Analytics and AI

SAS launched Viya 4.0 in mid-2020, a major step in its vision to become a provider of cloud-native analytics and machine learning solutions. The platform includes offerings, such as Visual Analytics, Visual Statistics, Visual Machine Learning, and Visual Data Science packaged in containers and orchestrated by Kubernetes. Microsoft Azure has become its preferred cloud partner, assisting in developing SAS Cloud, hosted from data centres in the US, Brazil, Australia, and newly launched facilities in Germany and the UK. Viya managed services are also available from Azure regions. AWS and Google Cloud are expected to make the leap to Viya 4.0 from version 3.5 soon. As part of its cloud-native strategy, SAS now offers three tiers for software updates – bi-annual, monthly, or immediately after release.

Ecosystm Comment

The major overhaul of SAS Viya is part of the vendor’s USD 1B investment into AI over three years from 2019-2021. The platform includes a heavy emphasis on NLP, machine learning, and computer vision. The integration of Boemska’s low-code development offering into Viya will allow SAS clients to extract greater value from AI by quickly embedding it in mobile and enterprise applications. The converging trends of citizen developers and data literacy suggest SAS has selected the right path for the future.


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Future of Talent – Key Dimensions

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5/5 (2)

Organisations are finding that the ways to do work and conduct business are evolving rapidly. It is evident that we cannot use the perspectives from the past as a guide to the future. As a consequence both leaders and employees are discovering and adapting both their work and their expectations from it. In general, while job security concerns still command a big mindshare, the simpler productivity measures are evolving to more nuanced wellness measures. This puts demands on the CHRO and the leadership team to think about company, customer and people strategy as one holistic way of working and doing business.

Organisations will have to re-think their people and technology to evolve their Future of Work policies and strategise their Future of Talent. There are multiple dimensions that will require attention.

Hybrid is Becoming Mainstream  

It is clear that hybrid workplaces are here to stay. Ecosystm research finds that in 2021 BFSI organisations will use more collaboration tools and platforms, and virtual meetings (Figure 1). Nearly 40% expect more employees to work from home, but only about a quarter of organisations are looking to reduce their physical workspaces. Organisations will give more choice to employees in the location of their work – and employees will choose to work from where they are more productive. The Hybrid model will be more mainstream than it has been in the last few months.

Companies are coming to terms with the fact that there is no single answer to operating in the new world. Experimentation and learnings are continuously captured to create the right workforce and workplace model that works best. Agility both in terms of being able to undersand the market as well as quickly adapt is becoming quite important. Thus being able to use different models and ways of working at the same time is the new norm.

Technology and Talent are Core

Talent and tech are the two core pillars that companies need to look at to be successful against their competition. It is becoming imperative to create synergy between the two to deliver a superior value proposition to customers. Companies that are able to bring the customer and employee experience journeys together will be able to create better value. HR tech stacks need to evolve to be more deliberate in the way they link the employee experience, customer experience, and the culture of the organisation. That’s how the Employee Value Proposition (EVP) comes to life on a day-to-day basis to the employers. With evolving work models, the tech stack is a key EVP pillar.

Governments will also need to partner with industry to make such talent available. Singapore is rolling out a new “Tech.Pass” to support the entry of up to 500 proven founders, leaders and experts from top tech companies into Singapore. Its an extension of the Tech@SG program launched in 2019, to provide fast-growing companies greater assurance and access to the talent they need. The EDB will administer the pass, supported by the Ministry of Manpower.

Attracting the Right Talent

Talent has always been difficult to find. Even with globalisation, significant investment of time and resources is needed to find and relocate talent to the right geography. In many instances this was not possible given the preferences of the candidates and/or the hiring managers. COVID-19 has changed this drastically. Remote working and distributed teams have become acceptable. With limitations on immigration and travel for work, there is a lot more openness to finding and hiring talent from outside the traditional talent pool.

However it is not as simple as it seems. The cost per applicant (CPA) – the cost to convert a job seeker to a job applicant – had been averaging US$11-12 throughout 2019 according to recruiting benchmark data from programmatic recruitment advertising provider, Appcast. But, the impact of COVID-19 saw the CPA reach US$19 in June – a 60% increase. I expect that finding right talent is going to be a “needle in a haystack” issue. But this is only one side of the coin – the other aspect is that the talent profile needed to be successful in roles that are all remote or hybrid is also significantly different from what it was before. Companies need to pay special attention to what kind of people they would like to hire in these new roles. Without this due consideration it is very likely that there would be difficulty in on-boarding and making these new hires successful within the organisation.

Automation Augmentation and Skills

The pace at which companies are choosing to automate or apply AI is increasing. This is changing the work patterns and job requirements for many roles within the industry. According to the BCG China AI study on the financial sector 23% of the roles will be replaced by AI by 2027. The roles that will not be replaced will need a higher degree of soft skills, critical thinking and creativity. However, automation is not the endgame. Firms that go ahead with automation without considering the implications on the business process, and the skills and roles it impacts will end up disrupting the business and customer experience. Firms will have to really design their customer journeys, their business processes along with roles and capabilities needed. Job redesign and reskilling will be key to ensuring a great customer experience

Analytics is Inadequate Without the Right Culture

Data-driven decision-making as well as modelling is known to add value to business. We have great examples of analytics and data modelling being used successfully in Attrition, Recruitment, Talent Analytics, Engagement and Employee Experience. The next evolution is already underway with advanced analytics, sentiment analysis, organisation network analysis and natural language processing (NLP) being used to draw better insights and make people strategies predictive. Being able to use effective data models to predict and and draw insights will be a key success factor for leadership teams. Data and bots do not drive engagement and alignment to purpose – leaders do. Working to promote transparency of data insights and decisions, for faster response, to champion diversity, and give everyone a voice through inclusion will lead to better co-creation, faster innovation and an overall market agility.  

Creating a Synergy

We are seeing a number of resets to what we used to know, believe and think about the ways of working. It is a good time to rethink what we believe about the customer, business talent and tech. Just like customer experience is not just about good sales skills or customer service – the employee experience and role of Talent is also evolving rapidly. As companies experiment with work models, technology and work environment, there will a need to constantly recalibrate business models, job roles, job technology and skills. With this will come the challenge of melding the pieces together within the context of the entire business without falling into the trap of siloed thinking. Only by bringing together businesses processes, talent, capability evolution, culture and digital platforms together as one coherent ecosystem can firms create a winning formula to create a competitive edge.


Singapore FinTech Festival 2020: Talent Summit

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Ecosystm Predicts: The Top 5 AI & Automation Trends for 2021

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5/5 (1)

Ecosystm had predicted that in 2020, AI and analytics would be a top priority for organisations as they embarked or continued on their Digital Transformation journeys. What we saw instead was organisations collecting the right data – but handling more pressing matters this year. They focused more on cybersecurity frameworks, enabling remote employees and the shifts in product and service delivery. In 2021, as organisations work their way to recovery, they will re-evaluate their AI and automation roadmaps, more actively. Ecosystm Advisors Alea Fairchild, Andrew Milroy and Tim Sheedy present the top 5 Ecosystm predictions for AI & Automation in 2021.

This is a summary of the AI & Automation predictions, the full report (including the implications) is available to download for free on the Ecosystm platform here.

The Top 5 AI & Automation Trends for 2021

  1. AI Will Move from a Competitive Advantage to a Must-Have

The best practices and leading-edge technology-centric implementations, over the years gives a very good indication of market trends. In 2018 and 2019 AI-centric engagements were few and far between – they were still in the “innovation stage” as trials and small projects. In 2020, AI was mentioned in most applications, showcased as best practices. AI is currently a competitive advantage for businesses. CIOs and their businesses are using AI to get ahead of their competitors and highlighting these practices for external recognition.

That also means that it is a matter of time before AI becomes a standard practice – processes are smart “out-of-the-box”; intelligent applications are an expectation, not the exception; systems learn because that is how they were designed, not as an overlay. If your competitors are using AI today to get ahead of you, then you need to also use AI to catch up and keep up. In 2021, having a smart business will not get you ahead of the pack – it will move you into it.

  1. AI Will Thrive in Areas where the Cost of Failure is Low

While organisations will be forced to adopt AI to remain competitive, initial exploration of AI solutions will be in areas that they consider low risk. The Financial Services, Retail, and other transaction-oriented industries will use AI to drive improved personalisation, increase customer retention, and improve their ability to lower risk and combat fraud. These are process-driven areas, where manual processes are being enhanced and enriched by AI. Although machine learning and other AI technologies will help improve the speed and quality of services, they will not be a replacement for many of the more complex business practices that companies and their employees frequently overlook to automate. The ‘low hanging fruit’ to add AI to will come first, with various degrees of success.

There will be industries and processes where organisations will be more skeptical about adopting AI. If Google finds a wrong translation or gives a wrong link, it is not a big concern, unlike a wrong diagnosis or wrong medication. In areas that are crucial to our well-being – such as healthcare – AI does not yet have the trust for acceptance of society. There are still questions around ethics and algorithm concerns.

  1. Technology Providers Will Stop Talking about AI

Technology vendors highlight what they consider their key differentiators, that show that they are ahead of the game. When every piece of software and hardware is intelligent, vendors will stop talking about the fact that they are intelligent. This may not fully happen in 2021 – but ENOUGH technology will be intelligent for those who have not yet made their software smart to understand that they cannot talk about its intelligent capabilities as that just shows they are behind the market.

The good news is that the less we hear about AI, the more intelligent applications will become. AI is quickly becoming a core capability and a base expectation. Systems that learn and adapt will be standard very soon – but be wary, as significant market changes can break these systems! Many companies learned that the pandemic broke their algorithms as times were no longer “normal”.

  1. Enterprises Will Seek Hyperautomation Solutions

RPA will increasingly become part of large enterprise application implementations. Technology vendors are adding RPA functionality either organically or through acquisitions to their enterprise application suites. RPA often works in conjunction with major software products provided by companies such as Salesforce, SAP, Microsoft, and IBM. Rather than having an operative enter data into multiple systems, a bot can be created to do this. Large software vendors are taking advantage of this opportunity by trying to own entire workflows. They are increasingly integrating RPA into their offerings as well as competing directly in the RPA market with pureplay RPA vendors.

As the RPA offerings continue to mature, enterprises seek to scale implementations and to automate non-repetitive processes, which require more intelligence. They will seek to automate more processes at scale. They will demand solutions that process unstructured data, handle exceptions, and continuously learn, further increasing productivity. Intelligent automation typically incorporates AI, particularly voice and vision capabilities and uses machine learning to optimise processes. Hyperautomation turbo charges intelligent automation by automating multiple processes at scale – and will become core to digital transformation initiatives in 2021.

  1. Businesses Will Put “Automation Targets” in Place

2020 was the year that many businesses started seeing some broad and tangible benefits from their automation initiatives. Automation was one of the big winners of the year, as many businesses took extra steps to take humans out of processes – particularly those humans that had to be in a specific location, such as a warehouse, the finance team, the front desk and so on (because of the pandemic, they were often working at home instead). Senior management is seeing the benefits of automation, and they will start to ask their teams why more processes are not automated Therefore we will start to see managers put targets around a certain percentage of tasks automated in an area – e.g. 70% of contact centre processes will be automated, 90% of the digital customer experience for a certain outcome will be automated and so on. Achieving these numbers may not be easy, but the targets will change the mindset of people designing, implementing, and improving processes.


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Anta Group Leverages IBM & SAP for their Digital Platform

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5/5 (1) The Retail industry has been one of the hardest-hit industries during the COVID-19 crisis. The industry had to pivot faster than many to cater to an evolving market need and customer expectation, amidst social distancing measures and supply chain disruption. Ecosystm’s Digital Priorities in the New Normal study finds that nearly 83% of organisations in Asia Pacific’s Retail industries were forced to work on digital transformation (DX) in the aftermath of the crisis (Figure 1).Impact of COVID-19 on digital transformation

Retail organisations that had not walked the DX path found themselves struggling to cope in recent times. Ecosystm Principal Advisor, Alan Hesketh says, “Digital transformation in retail, as represented by deep customer understanding and omnichannel operations, is far from new. Industry leaders launched these activities almost 20 years ago and continue to aggressively develop these capabilities. Retailers not actively leveraging these capabilities to understand their customer preferences are at a massive competitive disadvantage.”

Anta Group Accelerates DX

The Anta Group, a sports products manufacturer based in China with over 12,500 stores, has launched a group-wide digital platform designed and deployed by IBM Services based on SAP S/4HANA. The initial phase of Anta Group’s DX included creating intelligent workflows and was completed in January 2020. This enabled the company to adjust its retail operations and switch to quickly to online channels during the COVID-19 pandemic.

Like any retail organisation, the Anta Group realised that their product offerings had to be diverse to cater to an evolving customer base. This growth required an upgrade to a group-level management platform to help the business run more efficiently across the entire value chain of procurement, supply, production and sales. The SAP S/4HANA platform gives the senior management a single view of data across business units to help with better decision making regarding production and sales optimisation. The company claims to have improved its supply chain efficiency by 80%, that has led to faster delivery and business growth even in these difficult times.

IBM Services has a role to play in providing the business intelligence required for agile decision-making. By integrating data from multiple sources – retail stores, multi-brand products, channels, customers, suppliers and finance teams – on the one platform can help Anta Group to settle accounts quickly and issue business analysis reports for different entities as well as a real-time view of the operation across the organisation.

Hesketh says, “Retailers must have an accurate, timely understanding of their customers’ behaviour and resulting sales performance. COVID-19 has dramatically increased the volatility of sales, making rapid recognition of changes essential. For those lagging in their digital transformation to acquire this understanding, an attractive option is partnering with organisations with demonstrated relevant capabilities; in this case with SAP, for the capabilities and performance of their in-memory product, and IBM for their configuration and implementation expertise.”

IBM and SAP evolving their partnership

In 2016, IBM and SAP had expressed intentions of increasing investments to help their customers on their DX journeys. As some economies move into the recovery phase, all businesses will be forced to transform – or keep transforming if they are already along that path. Last month saw IBM and SAP announce the evolution of their partnership with new offerings to help businesses transform faster. The next evolution of the IBM and SAP partnership aims to focus on faster DX time to value, innovation through industry-specific offerings, customer and employee experiences and providing flexibility and choice to organisations to run their workloads in hybrid cloud environments.

Hesketh adds, “But the product and implementation partners are, while important, not the real determinant of the success of DX activity and time to value. Retailers must recognise and commit to the strategic reshaping of their business, taking their large workforces with them on the journey. This is a high-risk change. A strong relationship between product vendor and implementation partner, as SAP and IBM demonstrate here, assists in reducing, not removing, this risk.”

 


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Ecosystm COVID-19 Research Data

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SAS & Microsoft Announce Technology & Go-to-Market Partnership

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5/5 (2) This week saw SAS and Microsoft announce a strategic partnership both in their technology offerings and go-to-market strategy. SAS analytical products and industry solutions will be migrated onto Microsoft Azure as the preferred cloud provider for the SAS Cloud. Microsoft hopes to leverage SAS’ industry expertise, especially in healthcare and financial services. This partnership builds on SAS integrations across Microsoft cloud solutions for Azure, Dynamics 365, Microsoft 365 and Power Platform.

Here is what our Analysts say:

Andrew Milroy - Ecosystm Principal Advisor

To date, the focus of cloud computing has been around providing customers with levels of agility, speed, and scalability that cannot be provided by on-premises solutions. Customers have benefitted from this cloud functionality by being able to provision new services rapidly, pivot swiftly when they need to change their business models and build resilience and flexibility into the ways in which they do business. Today, customers are asking for more. Microsoft has responded to this demand by forming or enhancing cloud partnerships with leading cloud vendors including Salesforce, SAP, Oracle, Workday, ServiceNow and Adobe, as part of an overall strategy to make it easier for customers to choose Azure as their key enterprise foundation, and to offer more functionality.

Across industries, from healthcare to financial services, businesses finally realise the potential value of data. They recognise that the most competitive businesses are those that fully leverage the data that they can access. Businesses want cloud services to offer AI and machine learning capabilities. They want to use these capabilities to become more innovative and more competitive. To do this, these cloud services need to be integrated more tightly with capabilities which Microsoft does not have.

SAS is the leader in data analytics and AI software for enterprises, so it makes perfect sense for Microsoft to partner with the company. Integrating SAS models with Microsoft’s cloud estate, in particular Azure will enable Microsoft to offer its customers more than the typical benefits of cloud services. They can offer their customers intelligent cloud services.

SAS can offer its customers a more comprehensive solution by integrating its AI and machine learning capabilities into the Microsoft cloud estate. SAS and Microsoft will combine their engineering resources to ensure that SAS’ analytics products work well on Azure. A key priority is building an Azure-optimised version of Viya, the cloud version of SAS’ core analytics toolkit. SAS will also look at ways in which it can integrate its software with the native analytics services provided in Azure.

Importantly, companies will create joint solutions across multiple verticals. An example of a joint solution is SAS’ IoT analytics and the Azure IoT platform being used to increase situational awareness of rising stream levels, to predict where flooding might occur, thus improving emergency response.

SAS software will continue to be cloud-agnostic. But, SAS itself will migrate its internal operation and its global cloud business to Azure. The expanded partnership with Microsoft does not impact SAS customers who run on AWS or GCP. But, Azure customers can expect to see benefits over time as SAS and Microsoft work closely on joint solutions.”

Tim Sheedy - Ecosystm Principal Advisor

“The SAS and Microsoft relationship goes well beyond ‘Azure is our cloud hosting platform of choice’. It brings together Microsoft’s leading suite of AI tools and cloud infrastructure and platform capabilities and the leading analytics and intelligent applications provider. Through the combined toolset, every-day applications have the opportunity to become even more intelligent – and the industry-specific intelligent business processes that SAS is known for will be able to be hosted on the cloud, and more deeply integrated into existing solutions and PaaS services. The ability to embed SAS workloads into containers means that a broader user set can access and learn from the analytics that they provide – and automate an even greater number of business and customer processes using the AI and Analytics toolsets from both providers.

It also simplifies the management of SAS software and gives a clear and easy path to the public cloud for SAS customers who have not yet made that transition.

The partnership has the opportunity to further accelerate Microsoft’s transition towards even smarter applications. Microsoft has already been recognised in the market as having one of the better AI capabilities – mostly because of embedding intelligence into existing applications and processes. But Microsoft was never going to be able to provide the intelligence for every process in every industry. This partnership will accelerate Microsoft towards the automation of more processes that are used by customers across the spectrum of sectors and industries – and it obviously extends SAS’ reach beyond their traditional customer base.”

 

 

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