Aleš Štempihar

Askit d.o.o. Director, Team Leader at Digital42, IIBA Slovenia Vice President

Aleš Štempihar has been working on digital business transformation since 2015 and holds three international certifications in this field (the latest from Cambridge University). He emphasises the key importance of employee experience, new competencies, organisational culture and HR leaders when designing digital strategies and implementing digital business transformation. Recently, he has been focusing on innovative approaches to increasing employee engagement through Employee Experience (Ex), which he has summarised as a leading author in the booklet “Employee Experience – A Guide to Improving Employee Engagement”. In this way, Ales conveys a message to company management and leaders about the new meaning and value of employees and the HR department in the conditions of modern business.


With HR cream to the competences of the future

The meaning, role and value of HR in (digital) business transformation

Too many executives and managers see digital business transformation primarily through technology and business optimisation. The transformation part is skipped over or at best greatly simplified. This is one of the key reasons why digital business transformation unfortunately becomes just the implementation of a few technology projects. The right way is of course the other way around. It all starts with a change in the way leaders understand and act and a focus on people. In this talk we will present:

  • Changes in the economy and society that affect the right understanding of digital by focusing on organisational culture and people (employees, managers, and customers);
  • the new competences needed (which are far from being only technological);
  • digital as a means to increase employee engagement;
  • how to take the right approach to attract and retain digital talent;
  • how HR can in practice prepare its digital projects better than others in the company;
  • why digital business transformation is an opportunity to assert HR’s strategic role;
  • why HR leaders, with a few extra competences, can be fully capable of taking on this role;
  • and concrete guidance on how;
  • what cream cake has to do with all this.