HR DIGITAL

TRANSFORMATION
THE PRACTICAL GUIDE
Introduction

Embracing transformation How to use this guide

From automation to AI, HR’s work is increasingly Every organization engaging in digital transformation will
digitalized. This frees up time for HR teams to move from go through six stages of transformation.
mundane and repetitive tasks to more productive and
At each stage, there are six key components of Digital HR
value-adding ones. It allows HR to become a key driver in
for you to consider and address.
solving pressing business problems.
In this guide, we’ll take you through each transformation
However, leveraging digital in HR is not as simple as
stage and describe concrete action points to improve on
implementing a few technologies here and there. It is a
every component of Digital HR until you have successfully
complicated process that requires time, effort, and
transformed your organization.
resources.
Good luck!
So how do we approach a project of this magnitude? Let’s
find out!

2
The six stages of Digital HR Transformation

Stage 2. Stage 4. Stage 6.

Present & Active Strategic Innovative & Adaptive
Various experiments Multidisciplinary Digital transformation
throughout the project teams execute becomes a
organization drive most digital HR continuous process.
literacy & creativity. initiatives.

Page 13 Page 27 Page 41

Stage 1. Stage 3. Stage 5.

Business as Usual Formalized Converged
HR acts on the belief Experimentation A dedicated team
that current solutions becomes intentional & guides digital support
will remain relevant there is more support of HR strategy &
in the future. from leadership. operations.

Page 6 Page 20 Page 34 3

Each stage has six components

Together, these six components form the foundation of your successful digital transformation.

Strategy & Leadership HR Processes

With a strategy in place, you can put all of your digital A successful transformation requires automating HR
HR activities under one umbrella with a shared vision. processes. This will not only save you time, but also
Encourage your HR leaders to lead by example and reduce complexity and errors, and improve your EX.
stimulate experimentation.

HR Technology People
Technology isn't an end in itself. What is important is People can make or break your digital transformation.
that your selected HR technology supports your main You need people with specific skills, guided by strong
business priorities, both within HR and beyond. leadership, who can collaborate effectively for the
project to be successful.

Innovation Data & Analytics

A culture of (digital) innovation is essential. You will Data will be a cornerstone of your digital
need an agile HR function, a thought-out plan for transformation. Having access to (real-time) HR data
acquiring and developing digital solutions, and a is essential for making informed decisions about the
culture that fosters innovation. organization and its people.
4
STAGE 1
Business as Usual
Right now, your HR function might still see
technology as a supporting element in their work.
Many team members probably believe your current
solutions will be in place for the near future.

5
Stage 1. Business as Usual

Strategy & leadership

Your first step is to start building awareness with
leadership and other key stakeholders on the need for
change and a shift towards digital. You can use inspiration
to get them on board while also creating a sense of
urgency.

Tips

● Invite an inspirational outside speaker, such as an

expert from another organization or a consultant.

● Organize a brainstorm on digital HR focusing on

whether digital transformation is something your
organization needs to be aware of.

6
 Stage 1. Business as Usual

HR technology
Current situation
Tips
At this stage, technology barely has any impact on
business and HR processes. Your HR technology ● Assess the current HR technology landscape on
landscape is most likely scattered. Point solutions are not its ability to support the business on people
connected to the HRIS. challenges.

What should happen ● Encourage incremental improvements where

possible & pilot new innovative solutions.
HR technology is most valuable when it connects to
● Interview key HR tech users to understand the
business needs. Therefore, make sure your technical
current match of HR technology to business
infrastructure supports your people in their journey
needs.
through your organization to reduce challenges your
workforce faces. ● Hire an external expert to benchmark current
business needs and determine HR tech fit-gap.

7
 Stage 1. Business as Usual

Innovation
There is no one-size-fits-all solution for digitizing an HR
department. To find what works best for your
organization, you’ll need to adopt an experimentation
mindset and learn to test different solutions.

Tips

● Talk to co-workers from other departments or people

outside of your organization who are already
experimenting with innovative methods (agile working,
lean, or design thinking) and technology.

● Be specific on your quest for knowledge and advice.

● Identify why innovation is important within your

organizational context.

8
 Stage 1. Business as Usual

HR processes
How to improve Tips

Having HR processes is key to streamlining and

Write down the HR processes present in
standardizing employee-related functions. Ideally, these
1 your organization, then go through the
processes should work flawlessly to create a positive
steps needed to complete these processes.
employee experience.

When you begin with digital transformation, your HR

Seek help from domain experts in your
processes are probably not yet streamlined or
2 organization for this and an HRIT expert
standardized. To get a clear view of where you stand, you
(internal or external).
can create an overview of your HR processes and assess
their level of formalization and standardization. After that,
you can see if there is potential to digitize standard Discuss this result with IT and brainstorm
3
processes and improve your employee experience. on possible (digital) improvements.

9
 Stage 1. Business as Usual

People
How to improve Tips

Change doesn’t happen in a vacuum — so it’s important to ● Organize meetings with people inside your team with
get the buy-in of key people within your organization. digital capabilities.

You can start talking to a small group of potential change ● Discuss and note any first ideas on integrating new

agents to build enthusiasm for digital transformation. At digital HR elements in HR strategy and operations.

the same time, see if you can gather people with digital ● Use these ideas as talking points in the session with
capabilities to start experimenting. leadership (see “Strategy & Leadership” on page 7).

● Talk to people in your network who might be interested

to join the team.

10
 Stage 1. Business as Usual

Data & analytics

How to improve

To make accurate decisions about which HR processes to improve, you’ll need

reliable data.

Your first step is to assess your current HR data availability and quality. After that, you
can gather reporting and analytics requirements from the business. Discuss this with
HRIT and HR analysts to see what you need to do to improve on data and reporting.

Tips

● Work with an HRIT expert (or system administrator, or ● Interview business stakeholders to identify current
external IT or data analytics expert) to go through data reporting and analysis needs.
fields and perform a high-level assessment on data ● Brainstorm with domain experts to identify data and
availability and quality, which can be high, medium, analytics that would improve people processes and
or low. business impact.

11
STAGE 2
Present & Active
At this stage, you will probably notice different pockets of
experimentation driving digital literacy and creativity in
your HR organization. Some people connect over their
shared passion for innovation and try to experiment
together.

12
 Stage 2. Present & Active

Strategy & leadership

How to improve Tips

Now that you’ve created awareness among leadership, it’s

time to develop a shared vision on digital HR. You’ll Identify a critical business area that needs
need to: 1 to change to create clear value for
the organization.
● Partner with leaders to experiment with different
digital solutions for key people challenges.
Find an urgent people issue (e.g. a
● Create enough buzz so executives take notice.
2 dramatic increase in absenteeism) and
A high-impact business case is an excellent way to
propose a digital solution.
do this.

Partner with corresponding business

3 management to test the case and work out
the details.

13
 Stage 2. Present & Active

HR technology
Start building a roadmap of HR technology for the future.
This includes supporting standard HR processes using
technology, data management, data integration, service
delivery models, and reporting and analytics.

Tips

● Create a document detailing the business needs and

the needed HR technology.
● Discuss the possibility of replacing HR technology that
doesn’t meet the current (or future) needs.
● Involve at least business and IT stakeholders when
designing the roadmap.

14
 Stage 2. Present & Active

Innovation
Find out which methods could benefit the HR department and the best
ways to train the department on these methods.

Tips

Discuss the possibilities with leadership and partner

up with L&D to create an option for everyone.
Set up pilot projects to evaluate changes
and find out what works and what doesn’t.

Gradually introduce new methods and give

people room to adjust instead of overselling it.
Introduce a culture of experimentation
within the HR department.
Atos
A strategy focused on transformation

15
 Stage 2. Present & Active

HR processes
How to improve Tips

To redesign your HR processes, you need to start with ● Create a high-level employee journey map.
identifying your key objectives, which could be: ● Collaborate with domain experts, IT, and possibly

● Excellent employee experience external consultants to decide on the preferred

employee experience, level of integration of processes,
● Process integration
and potential improvements in business impact.
● Business impact
● Create ambition statements to plan gradual steps for
You will also need to find out which technology is best
improvement (e.g. fewer steps in the onboarding
suited to meet the technical and functional needs of
process, or shorter time-to-hire for key roles).
your design.
● Check with current vendors how these improvements
can be achieved.

● Discuss options with new vendors if your existing HRIT

landscape cannot provide what you need.

16
 Stage 2. Present & Active

People
How to improve Tips

To execute your desired improvements, you will need to ● Hire 1 or 2 digital talents for short-term success (might
train and/or attract people with digital capabilities, such be interim) & train selected few for future skills.
as HRIT specialists, HR analysts, technical consultants, or ● Identify business issues & create an impact-effort
software developers. matrix. Focus on high-impact, low-effort issues.

Work with other departments to implement new ● Learn by doing & form a few multidisciplinary project
approaches where possible. This could be a data teams to achieve small changes with big impact.
warehouse, a KPI dashboard, or collaboration tools.

17
 Stage 2. Present & Active

Data & analytics

You can team with a data scientist from another
department to create customized reports with key Tips
insights, or perform an advanced analysis on people data.
Make sure to focus on actionable insights and data that ● Team up with a business manager and data

are crucial for decision-making. analyst, and decide on a specific and current
challenge they are facing.

● Collect relevant insights from a people

perspective, and build a report with actionable
insights.

● Identify what data is missing but is crucial for

decision-making and achieving better
business results.

18
STAGE 3
Formalized
This stage is all about intentional experimentation.
You will notice initiatives becoming bolder, which
requires executive support for new resources
and technology.

19
 Stage 3. Formalized

Strategy & leadership

Support from executive leadership is crucial at this stage to gain access to resources to
start building a formal digital HR strategy. Make use of internal and external examples to
get the resources you need. After that, it’s time to start transforming your HR operating
model to your desired new situation.

Tips

Use examples to make a compelling Be specific about what you need from
1 3
case for resource allocation. leadership and why.

Identify relevant stakeholders

2 4 Create a rough timeline for clarity.
and sponsors.

20
 Stage 3. Formalized

HR technology
How to improve Tips

It’s time to buy and/or build new technological solutions ● Be specific about business and user requirements if
to replace legacy systems. When you select you want to replace or buy new technology.
replacements, make sure to be specific about business ● In large key technology replacements, choose a
and user requirements before deciding on your exact capable implementation partner.
strategy. If you’re implementing key technology, consider
● Make sure to be precise about data requirements and
working with an implementation partner.
data collection protocols for every technology
Don’t forget to keep experimenting with new tools! This is replacement or addition. This can affect the future
how you can improve collaboration, dashboarding, functionality of your tools.
employee experience, and project management.

21
 Stage 3. Formalized

Innovation
How to improve

At this stage, you’ll need to start thinking about how you

can integrate innovation into the work of your department.

Tips

● Formalize methods that work for your department.

● Enable specific teams to act as change agents by

training them on a selection of innovation methods.

● Be clear to your trainees why it’s useful to learn this

new method. For example, explain that design thinking
will help you be more creative in your recruitment
strategy.

● Prepare yourself for change. You’ll need to build a

powerful coalition to gain support from your team.
Don’t forget to communicate your message and plan
short and long-term wins!
22
 Stage 3. Formalized

HR processes
How to improve Tips

Start systematically cleaning up HR processes. This ● Continuously measure process efficiency and
means you’ll need to: employee experience by analyzing system data and the
time necessary to complete each step.
● Eliminate non-essential time-consuming steps.
● Regularly discuss process efficiency and impact with
● Automate essential time-consuming steps (if
domain experts and managers: Where do they think
technologically possible and permitted by privacy
improvements can be made, and how can
laws).
automation help?
From there, you can continuously assess the employee
● Communicate and train people involved in the process
experience and implement potential improvements.
to execute the new and improved process properly.

23
 Stage 3. Formalized

People
How to improve
Tips
Once you have a clear understanding of the digital skills
gap in your organization, it’s time for action. Start building ● Identify the skills gap.
new training programs to improve digital literacy. Make
● Train for digital expertise, design thinking, and
sure your colleagues understand and can apply these
customer-centricity to enable people to get the
new skills.
most out of technology and innovation.
If there are certain skills you can’t train for in your ● Explain and communicate the added value of these
organization, identify what digital expertise you currently digital skills for the organization and
have and what you will need to outsource or hire new the employees.
people for.
● Actively build data skills among your strategic HR
Business Partners.

● Implement data practices and awareness to

promote consistent high-quality data (entry).

24
 Stage 3. Formalized

Data & analytics

How to improve Tips

You can create a service delivery model to deliver HR ● Collect business needs for structural delivery of
information, insights, and advanced analyses. Team up people insights.
with IT and other departments to systematically enrich ● Decide with your team what needs to happen on the
and improve data. You can also consider building a following topics to meet these business needs:
prototype dashboard (using a tool such as Tableau or
○ Dashboards and reporting
PowerBI) for a key strategic theme.
○ Data
When you create a plan for any new dashboards,
○ Skills
processes, and roles, keep in mind that your goal is to
○ Processes and governance
deliver people insights that support the business.
○ Roles and responsibilities

● Align with HR services (or a similar department) as

they might already have a service delivery model.

25
STAGE 4
Strategic
In this stage, HR teams recognize the strength in
collaboration. This is because their research, work,
and shared insights all contribute to digital
transformation, ownership, efforts, and investments.

26
 Stage 4. Formalized

Strategy & leadership

How to improve

It’s time to partner with executive leadership to reach an

Tips
agreement on a solid digital HR strategy and ● Take the lead in proposing a Digital HR roadmap
transformation roadmap. You will need to define short and and be bold in doing so.
long-term goals and allocate your resources accordingly.
● Invest in mapping employee journeys and
Make sure to clearly communicate how this will benefit
touchpoints for HR.
your business in the long term to secure the resources
● Create a set of compelling reasons to invest in
you need.
Digital HR, focusing on boosting future growth &
In this phase, you will need visible and active support competitiveness.
from HR leadership. But don’t forget about IT: a strong
● Get buy-in from IT executives & build a solid
relationship with IT executives is also crucial.
relationship with them as you will need them,
a lot.

27
 Stage 4. Strategic

HR technology
How to improve

Align the HR technology roadmap with the organization’s

overall digital roadmap. You can partner up with IT to
integrate your systems with other organizational
programs, knowledge bases, and data platforms. This will
ensure your success when creating value with HR tools,
such as dashboarding and collaboration tools.

Tips

● Work with IT to build connections from HR technology

solutions to an existing business data warehouse or
data lake.
● Develop a process to combine and extract data from
the data warehouse or data lake in a uniform way.

28
 Stage 4. Strategic

Innovation
How to improve Tips

Make methods such as design thinking and the lean

Work with L&D and a selection of early
startup experimentation methodology mandatory in your
1 adopters to create an inspiring continuous
HR training, at least for specific groups. You can partner
learning program for HR innovation.
up with L&D and select colleagues to build a learning
program that can encourage continuous learning.
Challenge HR leadership to set the right
In the meantime, challenge HR leadership to set the right
2 example through suggestions & quick
example by leading programs using innovative methods.
sparring sessions.

Move away from classical Excel & language

3 learning into relevant fields with the potential
to cross-pollinate & spur innovation.

29
 Stage 4. Strategic

HR processes
How to improve Tips

Start looking for ways to have HR processes ● Create highly detailed employee journey maps.
‘communicate’ with each other to optimize business ● Discuss this integral approach with domain experts
impact, the employee journey, and employee experience. and business stakeholders to determine the best way
To this end, you will need to create in-depth employee to add value by linking HR processes.
journey maps. ● Involve vendors and IT to plan for a first experiment
where two HR processes are linked and add value.
Work with domain experts and business stakeholders to
determine how to best add value by linking HR processes.
For example, you can directly link performance
management goals with L&D offerings, and let strategic
workforce planning goals feed into talent
acquisition efforts.

30
 Stage 4. Strategic

People
How to improve Tips

By this point, digital literacy should be a mandate across ● Provide regular inspiration & follow-up on new initiatives
all groups working within HR, including executives. (e.g. weekly live updates, newsletters,
Integrate digital skills within all roles in HR and plan for posters/infographics).
the future by attracting key digital talent. ● Celebrate successes, and discuss lessons learned from

Help new digital HR initiatives flourish with regular failures.

follow-ups and inspiration. Make sure to celebrate ● Integrate a digital skill set in all HR recruitment profiles.
successes and discuss lessons learned.

31
 Stage 4. Strategic

Data & analytics

How to improve
Tips
Make sure to communicate to all stakeholders how
information requests should be handled. You can start ● Build and pilot reports or dashboards.
implementing proper tools so any request, from simple to
● Hire or train team members to improve
advanced, can be processed. This can be done either by
information delivery.
self-service dashboards or a dedicated team of analysts
● Create simple and straightforward
who can quickly provide the right HR insights based on a
communication materials. They should include
solid dataset.
which channel people can use for which
information request, and how they can make
their requests.

32
STAGE 5
Converged
It’s time to form a dedicated digital transformation team to
support HR strategy and operations. Make sure to focus your
activities on business and customer-centric goals. The new
infrastructure of the department will take shape as you
determine the roles, expertise, models, processes, and
systems needed to support digital transformation.

33
 Stage 5. Converged

Strategy & leadership

How to improve Tips

Be sure to regularly align with business developments and ● Stay in touch with internal and external customers
needs within your new HR operating model to boost through HR business partners and/or HR advisors.
digital transformation. You will need to integrate these They need to gain input on business developments and
new digital components into your people strategy. Don’t align people challenges and solutions accordingly.
forget to also team up with IT leaders on new plans for the ● Once business developments require a new approach
future. to the organization of people, you can create a nimble

You can consider creating temporary cross-functional team to tackle that challenge with a custom solution.

teams to experiment with new ways of working and ● Consciously work towards enabling individual
innovative ideas. customization to achieve the workforce of one.

34
 Stage 5. Converged

HR technology
Work towards an integrated set of platforms and tools to suit every need on
people issues. Make sure all relevant HR tools are easily accessible for employees,
management, and executives. These tools should provide real-time information
fed by one single data source. You can partner up with IT and vendors to make
this possible.

Tips

● Exchange of data is crucial to deliver value for the ● Develop smart algorithms (with data scientists and
organization and employees, so work with IT and vendors) that combine information from different apps
vendors to create a situation where any data can and platforms to deliver suggestions and custom HR
(safely) be accessed by any HR-related app or solution. services to both employees and teams.

● Estimate the value of data and the cost of gathering

data for both existing and non-existing data sources.

35
 Stage 5. Converged

Innovation
How to improve Tips

Although innovation might be more streamlined and ● Leverage Organizational Network Analysis as a tool to
formalized at this stage, pockets of experimentation are spot opportunities for collaboration and networking.
still important and crucial to keep it new and fresh. ● Prompt internal communication between departments

Encourage working in hybrid teams to solve specific through events and liaison roles.

people issues. It’s a good idea to form teams around HR ● Identify innovative thought leaders within the
thought leaders to stimulate their ideas. You should also department & form teams with them to pilot ideas.
make sure that there is time for people to come up with ● Encourage people to make good use of their time to be
and work on new ideas. creative, develop, and pilot ideas.

36
Stage 5. Converged

HR processes
Use quick pulse surveys to gather feedback from
employees and business stakeholders on the
effectiveness of your processes. You can then use this
input to optimize HR processes, HR effectiveness, and
employee experience.

Another place where you can find more input is your HR

systems. Here, you can get access to L&D suggestions for
courses, or suggestions from algorithms to further
optimize your processes.

Tips

● Use quick pulse surveys to gain input for process

effectiveness.

● Optimize HR processes with suggestions from existing

HR systems.

37
 Stage 5. Converged

People
How to improve Tips

As data analytics becomes increasingly important and

Identify a clear business case for bringing
complex, you will need to train or hire more data-savvy
1 data-savvy people and developers in, or cooperate
people. Make a business case for hiring specialists, such
with other business lines for this expertise.
as data scientists with HR affinity, to work on advanced
analyses, or developers to build in-house software
solutions. But be aware: talent is in high demand, so make Make yourself attractive to outside talent by
sure to build an attractive employer brand!
2
emphasizing digital ambitions for the future.

Explore the added benefits of Centers of

3 Excellence to foster unique and
hard-to-come-by skills.

38
 Stage 5. Converged

Data & analytics

How to improve
Tips
Team up with other departments to decide on data
definitions and formats for your entire business. After ● First and foremost, align on data definitions and
that, you can start building integrated dashboards and formats with IT, Finance, Control & Business
reports across multiple departments, starting with before you start building integrated dashboards.
Finance. Combine business (customer) data with
● Challenge your HR business partners to be
employee data to deliver rich analyses with business
creative and come up with research questions
impact.
that address pressing business issues.
Encourage HR business partners to provide research ● Ensure you have the capability to analyze data
questions, and proactively provide the business with and answer these research questions.
advanced analyses based on these.

39
STAGE 6
Innovative &
Adaptive
Digital transformation is now a continuous process in
your organization. Your business relies on HR to provide
the best digital solutions for their challenges. You will
need to establish a new ecosystem to identify and act
upon technology and market trends.

40
 Stage 6. Innovative & Adaptive

Strategy & leadership

Use feedback from data and analytics to finetune the digital components in your
people strategy. These should be components that work and impact business
success. And don’t forget to allocate significant budget and resources for
experimentation and pilot programs. Pick those which can bring value to your
overall business strategy.

How to improve

● Build methods for continuous listening in HR and ● Build KPIs that provide the necessary feedback on the

business processes. added value of digital components (e.g.frequency of

use and effectiveness of a recruitment game on the
● Map critical points in the employee journey and align
website).
them with your continuous listening/data capturing
capabilities to capture critical data points. ● Track key business outcomes and relate the input data
to the output data through analytics.
● Connect these data in a data warehouse.
● Structurally optimize the HR input that impacts
● Fully implement the workforce of one.
business outcomes. 41
 Stage 6. Innovative & Adaptive

HR technology
How to improve

In the final phase of your digital transformation, set up

Tips
your HR technology so that you can create a continuous ● Train algorithms with behavioral data to
feedback loop for employee experience and business continuously learn from the organization's
impact. You can work with IT and vendors to achieve this actions, preferences and other input.
and continue to finetune your configuration over time.
● Link these data to business measures &
What works now might not be enough in the (near) future.
identify patterns that work in your specific
For that reason, you will need to either make sure that business contexts.
your current solutions are enough, or replace them to ● Set up intuitive user interfaces for your HR tech
achieve your goals. so people can find the best way to boost their
development, happiness & effectiveness.

42
 Stage 6. Innovative & Adaptive

Innovation
It’s now time to make HR innovation a continuous process Tips
rather than a one-off program.
● Create extra roles for those delivering outside-in
To achieve this, you should encourage an innovative inspiration, connection, innovation, and ideation.
mindset by creating time and resources for new Networking will help them gain access to promising
approaches and collaboration. Keep everyone focused on startups and frontrunners in the HR innovation field.
the right goal by identifying value-adding innovation KPIs
● Identify relevant innovation KPIs that add long-term
and driving intrapreneurship.
value to the business. Commercialize your innovative
capacity.

● Stimulate intrapreneurship and tolerate failures (to a

certain extent).

43
 Stage 6. Innovative & Adaptive

HR processes
How to improve Tips

Think about how you can optimize your EX in such a way ● Analyze system and business data to discover
that HR processes are practically invisible. This will distinguishing patterns and profiles in the organization.
ensure that users of digital solutions enjoy their ● Find out how to customize HR processes to meet the
interactions and your employees are happy to share data. needs of different groups within the organization.
Analyzing data will also help you understand
organizational patterns and profiles.

Customize your HR processes and continuously measure

how tweaks and customization of HR processes can
impact business outcomes. Remember: what works for
one department might not work for another.

44
 Stage 6. Innovative & Adaptive

People
Make a person or small team responsible for the continuous delivery and growth of
innovation within HR. You can do this by networking with interesting third parties,
suggesting innovative ideas for people challenges, and challenging current solutions.

Regularly ask for your innovators for input on skills that will be needed within HR in the
future. Continuously review the talent gap for digital skills within HR.

Tips

Select business-savvy innovators to implement solutions

1
and commercialize new ideas that are generated in the organization.

Ask your innovators to identify skills needed within HR in the future

2
(e.g. blockchain developer to manage exchange of personal HR data).

45
 Stage 6. Innovative & Adaptive

Data & analytics

How to improve Tips

Make real-time data analysis by setting up proper

Regularly ask for input from HR business partners
architecture and processes. You need to ensure that your
1 and HR domain experts about their data and
analytical tools are lean and actionable. Design thinking
analytics needs.
would be ideal for this. You will also need to create
self-service dashboards for all HR employees and provide
Use design thinking to make analytical tools as lean
quick and actionable custom advanced analytics for more
complex people challenges.
2 and actionable as possible (e.g. highlight outliers
from a KPI dashboard instead of a flat list of results).
It’s also vital to keep asking HR business partners and
domain experts about what analytical insights they need
Ensure your analytics unit can handle multiple
to add value.
3 projects and initiatives and deliver constant
business value.

46
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