Tag: strategi

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Derfor er Identity & Access Management nøglen til digital transformation

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Nyheder

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Derfor er Identity & Access Management nøglen til digital transformation

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Opdateret d. 9. marts 2021

Den vigtigste investering, der kan foretages i forbindelse med digital transformation, er en investering i teknologi, som understøtter arbejdsstyrkens mobilitet, sikkerhed og produktivitet. Sådan en investering er Identity & Access Management. 

Kerneopgaven i forbindelse med digital transformation ligger i at gentænke eksisterende forretningsmodeller med hjælp fra teknologi. Det er en markant underdrivelse at sige, at disciplinen har fået stigende opmærksomhed i løbet af de seneste år. Digital transformation har længe befundet sig på toppen af danske organisationers prioriteringsliste. 

Det giver god mening, at digital omstilling tildeles det niveau af opmærksomhed. For størstedelen af organisationer har fået øjnene op for disse fordele: 

  • Digital transformation skaber vækstmuligheder på nye markeder. 
  • Digital transformation gør det muligt at følge med en kundeadfærd i konstant udvikling. 
  • Digital transformation gør organisationen kampdygtig i et stadigt mere konkurrencepræget marked. 
  • Digital transformation gør det lettere for organisationen at leve op til stigende lovgivnings- og compliance-krav. 

Mange organisationer har dog svært ved at give sig i kast med transformationsprocessen. Det skyldes primært manglende ressourcer og et begrænset budget. 

Læs også > 4 udfordringer ved digital transformation, som Identity & Access Management kan hjælpe dig med at overkomme 

Investering i organisationskulturen skal komme først

At gennemføre transformationen kræver nemlig ofte, at organisationen investerer i nye teknologier og it-værktøjer. Det betyder, at store summer skal allokeres til cybersikkerhed, cloud computing, Internet of Things- og block chain-teknologi. Det er i hvert fald, hvad mange fejlagtigt antager. 

Og ja. Selvfølgelig kræver det investering at løfte transformationen til det rigtige niveau. Men transformationen handler i lige så høj grad om at gentænke organisationskulturen, som det handler om at investere i nye, hypede teknologier. 

Læs også > Derfor er medarbejderoplevelsen afgørende for digital transformation

De vigtigste teknologiske investeringer, der kan foretages i forbindelse med digital transformation, er de investeringer, som understøtter arbejdsstyrkens mobilitet, sikkerhed og produktivitet. For det er lige netop de parametre, som er grundlaget for at gennemføre en succesfuld transformation af både organisationens kultur og forretningsgrundlag. 

Derfor er Identity & Access Management nøglen til digital transformation

En af de investeringer er automatiseret brugerstyring – Identity & Access Management. Og det er en fuldstændig uundværlig disciplin, når du skal gennemføre et digitalt transformationsprojekt. En Identity & Access Management-platform er afgørende for at sikre, at medarbejdere altid kan tilgå de rette ressourcer og data – på en sikker og effektiv måde. Det har enorm stor betydning for organisationens samlede produktivitet. 

Behovet for en Identity & Access Management-platform er kun blevet forstærket under coronaepidemien. Under epidemien – og i kølvandet på den – har alle organisationer arbejdet på højtryk for at sætte strøm til den digitale transformation med det mål at tilpasse organisationen til nye teknologiske behov, organisatorisk disruption og nye arbejdsformer. 

Identity & Access Management kan hjælpe organisationen med at navigere og tilpasse sig til ekstern disruption, og ikke mindst understøtte og drive den digitale transformation. Blandt andet ved hjælp af følgende. 

Hvordan har vi skrevet en e-bog om, som du kan downloade herunder: 

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Download e-bogen og lær, hvordan du kan bruge Identity & Access Management til at gennemføre den digitale transformation med succes.

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Kategorier
Artikler Enterprise

Skærp forretningens agilitet med Identity & Access Management

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Nyheder

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Skærp forretningens agilitet med Identity & Access Management

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Under Mergers & Acquisitions er organisationens agilitetsniveau afgørende for, hvorvidt M&A-processen bliver en succes. Vi optegner tre centrale områder, hvor Identity & Access Management afhjælper M&A-udfordringer.

Når man taler om forretningens agilitet, taler man om at afstemme organisationens tempo og omstillingsevne til markedsudviklingen. Det handler ganske enkelt om at følge med kundernes forventninger, konkurrenceudviklingen og lovgivningsmæssige forandringer – for alle parametre har en betydelig indvirkning på, hvordan man driver forretning. For at opnå succes, skal organisationen hurtigt kunne reagere på både interne og eksterne forandringer og udfordringer – uden at miste fokus på vision, mål og centrale forretningsprocesser.

Læs også > Nå dine M&A-målsætninger med 2ndC Compliance Suite (pdf)

Det er særligt afgørende i en Mergers & Acquisitions-proces. For at lykkes med fusionen kræver det, at forretningen er agil. I den sammenhæng er Identity & Access Management en skræddersyet disciplin.

De 3 største udfordringer i M&A-processen

Næsten alle organisationer i dag er teknologitunge. Det gør M&A-processen langt mere kompleks – og uden de rette hjælpemidler er der høj risiko for, at processen sinkes eller helt bremses.

De tre største agilitetsudfordringer i forbindelse med Mergers & Acquisitions er:

  1. Det er en besværlig og langsommelig proces at implementere ny teknologi i organisationen
  2. Det er vanskeligt at fastholde talentfulde medarbejdere under transformationsprocesser
  3. Organisationer, der befinder sig midt i en M&A, er et hyppigt angrebsmål for cyberkriminelle.

Værktøjet til at overvinde de udfordringer er en identitets- og adgangsstyringsplatform. Identity & Access Management er nemlig en af de stærkeste agilitets-enablere for organisationen og arbejdsstyrken.

Gør det let at implementere nye applikationer

Agilitet hænger tæt sammen med teknologi. Hurtigt at kunne implementere og afimplementere applikationer i takt med, at organisationens behov udvikler sig, er afgørende for, at organisationen kan følge med udviklingen.

Efter et opkøb eller en fusion findes brugerdata i et væld af kilder. Når data er segmenteret på den måde, er det en udfordring at vedligeholde dem, opretholde sikkerheden og ikke mindst at synkronisere brugerdata fra én kilde til en anden.

Det gør det enormt besværligt at implementere nye applikationer og tildele adgang til dem. Men med en identitets- og adgangsstyringsløsning får organisationen en centraliseret platform, hvorfra alle brugerprofiler kan administreres. Fra denne platform kan organisationen let styre, hvilke brugere, der skal have adgang til hvilke applikationer og systemer.

Det gør det lettere at understøtte organisationens produktivitet og sikkerhed. Og ikke mindst, at værdien af nye applikationer hurtigere realiseres.

Få lettere ved at fastholde medarbejdere

At fastholde medarbejdere i den nye organisationsstruktur fremhæves ofte som en af de største udfordringer i en M&A-proces. Hvis udfordringen ikke lykkes, er det samtidig en af de største risici for processens succes. Uden de erfarne nøglemedarbejdere, bliver det kun vanskeligere at få den nye organisationsstruktur til at fungere.

Et stort irritationsmoment for medarbejderne er manglende mulighed for effektivt at passe deres arbejdsopgaver. Den udfordring opstår ofte, hvis medarbejderne ikke kan tilgå de applikationer, de har behov for.

Læs også > Sådan understøtter Identity & Access Management M&A-processen

En Identity & Access Management-platform sikrer Zero Day Access til alle medarbejdere. Det gør det let at opretholde produktiviteten og medarbejderglæden i den nye organisationsstruktur, fordi det bliver let for organisationen automatisk at tildele medarbejderne adgang til de rette grupper, applikationer og systemer. Dermed kan alle adgange være på plads i det første øjeblik, medarbejderne møder ind på arbejde under den nye organisationsstruktur.

Skærp sikkerheden før, under og efter M&A-processen

M&A’s er yderst komplekse processer. Desværre betyder det også, at vedligeholdelsen og beskyttelsen af it-systemer ofte forsømmes, når to organisationers teknologiplatforme skal integreres. Det ved cyberkriminelle, og de ved, hvordan de udnytter det.

Forsømmelsen af systemerne betyder nemlig, at de får let ved at tilgå personfølsomme data eller udnytte stjålne brugeridentitetsdata. Det er en alvorlig trussel, for intet som et cyberangreb kan lamme en organisation og hæmme dens potentiale for agilitet.

Identity & Access Management er afgørende for at vedligeholde sikkerheden før, under og efter den nye organisationsstruktur falder på plads. Med en strømlinet platform vil organisationen konstant have fuldt overblik over samtlige brugeridentiteter og deres adgange.

Det bliver dermed let at sikre, at ingen medarbejdere har flere adgange, end de behøver. Det udgør en betydelig risiko, fordi brugere med privilegeret adgang til systemer er et hyppigt angrebsmål for cyberkriminelle. Brugere med unødvendige adgange har ligeledes højere risiko for utilsigtet – grundet skødesløshed eller uvidenhed omkring sikkerhedsprocedurerne – at kompromittere interne data.

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Er du nysgerrig på, hvordan 2ndC Compliance Suite kan understøtte din agilitet?

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Sådan understøtter Identity & Access Management M&A-processen

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Nyheder

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Sådan understøtter Identity & Access Management M&A-processen

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I forbindelse med Mergers & Acquisitions er teknologis vigtigste formål at sikre en sømløs transition for medarbejdere, samarbejdspartnere og kunder. 2ndC’s adm. direktør Jesper Bergstedt giver sit syn på, hvorfor Identity & Access Management er et uundværligt værktøj under en M&A.

Når alle endelig er blevet enige, alle papirer er underskrevet og fusionen formelt set er på plads – så kommer den sande udfordring. Hvordan integreres de to organisationer bedst muligt? Her spiller teknologi en større rolle i succesfulde Mergers & Acquisitions, end mange tror.

Et af de vigtigste spørgsmål i forbindelse med en M&A er: Hvordan kan teknologi anvendes til at sikre en gnidningsfri transition for medarbejdere, samarbejdspartnere og kunder, når organisationsstrukturen uundgåeligt ændrer sig?

Der er nemlig mange risici forbundet med fusioner, opkøb og frasalg. Sammenstød mellem forskellige organisationskulturer, problemer med gennemsigtighed og medarbejderengagement – og ikke mindst compliance og governance. For at overkomme de udfordringer er en veludtænkt it-integrationsplan alfa-omega. Det er nemlig den bedste måde at sikre, at organisationen så vidt muligt ikke forstyrres i det daglige arbejde, og at satsningens økonomiske succes sikres.

I den forbindelse er Identity & Access Management et uundværligt strategisk værktøj.

Læs mere > 6 udfordringer ved on- og offboarding, som Identity Lifecycle Management redder dig fra

Overkom on- og offboarding-udfordringerne

En stor udfordring i forbindelse med M&A’s er at sikre en uproblematisk overgang for medarbejderne. Hvis der er én ting, der kan skabe både nervøsitet og irritation i arbejdsstyrken, så er det manglende adgang til applikationer og systemer efter en fusion. Har medarbejderne ikke mulighed for tilgå data, de skal bruge for at leve op til deres jobansvar, så falder deres jobtilfredshed lynhurtigt. Ikke mindst kan det påvirke kunderelationer negativt.

Medarbejdere har behov for øjeblikkelig adgang til de rette ressourcer. De kan ikke vente uger eller måneder – som man desværre ofte oplever – før adgangene er på plads. Jo længere tid det tager at onboarde, jo længere tid står produktiviteten i stampe.

Her kommer Identity & Access Management ind i billedet.

”Identity & Access Management gør det muligt at sikre Zero Day Access til medarbejdere på tværs af hele organisationen – uanset lokation. Det betyder, at de kan have adgang til de rette systemer og applikationer første gang, de møder ind på arbejde under den nye organisationsstruktur,” siger Jesper Bergstedt, adm. direktør i 2ndC.

Den rette Identity & Access Management-løsning er en stærk drivkraft i en M&A-proces. Sådan bliver det nemlig muligt hurtigt at optage og udskille organisationsenheder i koncernens it-systemer. Det gør det let at drive en agil organisation, der er i stand til løbende at tilpasse sig nye behov.

”I forbindelse med M&A’s er det altafgørende at bevare det fulde overblik over alle brugeridentiteter. På den måde kan organisationen nemlig tilføje, flytte og nedlægge brugere så snart behovet opstår. Den opgave løser Identity & Access Management. Også i forbindelse med eventuelle frasalg, vil brugeridentiteterne kunne videregives, og organisationen kan sømløst fortsætte driften af kerneforretningen,” siger Jesper Bergstedt.

Identity & Access Management sikrer således den digitale og teknologiske agilitet under en M&A-proces – såvel som den organisatoriske.

Compliance bliver kun vigtigere under M&A’s

Når organisationer fusionerer eller opsplittes, udfordrer det ikke kun on- og offboardingprocesserne. Det stiller også høje krav til compliance-indsatsen.

De største udfordringer i forbindelse med at leve op til kravene i f.eks. EU’s databeskyttelsesforordning opstår nemlig i forbindelse med oprettelse, vedligeholdelse og nedlæggelse af it-brugere og deres adgange.

”Alt for mange virksomheder tildeler deres medarbejdere flere adgange og rettigheder, end medarbejderne har behov for. Det er en betydelig risiko, fordi brugere med privilegeret adgang til systemer er et hyppigt angrebsmål for cyberkriminelle. Brugere med unødvendige adgange har samtidig større risiko for utilsigtet at kompromittere – måske følsomme – data. Hvis man ikke har fuldt overblik over adgangene i forbindelse med en M&A-proces, kan det få enorme compliance-konsekvenser for hele organisationen,” siger Jesper Bergstedt.

Læs også > Det fulde overblik: Se GDPR-bøderne her

En Identity & Access Management-løsning leverer det fulde, centraliserede overblik over alle organisationens brugere og deres adgange. Alle adgange registreres samt hvorfor, hvornår og af hvem, de er oprettet. Det gør det markant lettere at leve op til både interne og eksterne audits samt at dokumentere processerne for persondatabeskyttelse.

DLG brugte 2ndC Compliance Suite til at understøtte M&A-strategien

2ndC Compliance Suite muliggør hurtig, ubesværet og sikker adgang til information – og løsningen er tilmed et hyppigt anvendt værktøj i forbindelse med M&A’s. Blandt andet af DLG.

DLG præsenterede i 2016 sin femårige strategi, DLG Leading the Way 2021. Efter en periode med konsolidering skal strategien skabe vækst i Europas største grovvareselskab – bl.a. gennem ekspansion i udlandet og et stærkt M&A-fokus inden for organisationens kerneforretning.

Allerede i 2012 hjalp 2ndC koncernen med at transitionere til en cloudbaseret it-platform. For at understøtte platformen valgte DLG at implementere 2ndC Compliance Suite for at få fuld kontrol over både GDPR og identitets- og adgangsstyring.

”Vi har siden 2001 udvidet ved at opkøbe virksomheder. Denne ekspansion resulterede i forskellige it-teknologier og -platforme på tværs af den voksende koncern. Det betød store vedligeholdelsesomkostninger, lav gennemsigtighed i systemerne og en voksende it-byrde. En digital transformation var essentiel, hvis vi ville fortsætte med at ekspandere,” siger Peter Rugaard, it-manager ved DLG.

Læs også > Case: DLG – Med fødderne i mulden og it i skyen

Gennemsnitligt har DLG årligt behov for at kunne on- og offboarde 500 brugere i deres it-systemer. Det stiller høje krav til brugerstyringsløsningen, da det kan blive en økonomisk hæmsko, hvis der går for lang tid, inden den nye organisationsstruktur er fuldt oppe at køre.

”For at være konkurrencedygtige på et globalt marked, er det altafgørende for os at være en agil organisation. Hvis vi ikke kan on- og offboarde brugere i det høje tempo, vi har behov for, så begrænser det vores udfoldelsesmuligheder. De rette adgange skal være på plads fra første arbejdsdag, og de skal være fjernet i det øjeblik brugeren forlader DLG igen. Det klarer Compliance Suite for os, og det er altafgørende for, at vi når vores M&A-visioner,” fortæller Peter Rugaard.

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Vil du se, hvad Compliance Suite kan gøre for dig?

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6 udfordringer ved on- og offboarding, som Identity Lifecycle Management redder dig fra

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Nyheder

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6 udfordringer ved on- og offboarding, som Identity Lifecycle Management redder dig fra

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Der er mange udfordringer forbundet med on- og offboarding af nye brugere i organisationens it-systemer. I hvert fald, hvis processerne foregår manuelt. Vi har samlet 6 udfordringer, som du bliver fri for med en automatiseret Identity Lifecycle Management-løsning.

Når det kommer til at administrere medarbejderne og deres karrierevej gennem organisationen, kan man ikke undgå at støde på en række udfordringer. Når en ny medarbejder begynder på arbejdspladsen, skal medarbejderen hurtigt onboardes og tildeles de rette applikationsadgange, så vedkommende effektivt kan leve op til sine arbejdsopgaver. Når medarbejderen en dag forlader organisationen igen, skal vedkommende øjeblikkeligt have frataget alle sine adgange. Dermed undgår man, at organisationens datasikkerhed ikke kompromitteres.

Uden det rette automatiserede værktøj kan on- og offboarding processerne være et administrativt mareridt, der sluger store mængder tid og skaber grobund for fejl i adgangstildelingen. Fejl, der kan få store konsekvenser.

En automatiseret løsning til Identity Lifecycle Management (ILM) kan dog overkomme nogle af de typiske udfordringer forbundet med både onboarding og offboarding.

Udfordring: Ingen ved, hvilket adgangsniveau medarbejderen skal have

Hver gang en ny medarbejder begynder i organisationen, skal vedkommende have adgang til de rette systemer og en række applikationer. Det er dog ikke altid, at de ansvarlige for adgangstildelingen har fuldt overblik over, hvilke adgange, der er relevante for medarbejdere i netop den rolle. Det kan resultere i, at medarbejderen får for få eller for mange adgange, hvilket udfordrer henholdsvis effektiviteten og sikkerheden.

En Identity Lifecycle Management-løsning vil på baggrund af roller automatisk tildele medarbejderen de adgange, der passer til den position i organisationen, som medarbejderen udfylder.

Udfordring: Medarbejderen bruger lang tid på at vente på adgange

Det er afgørende – for både medarbejderen og virksomheden – at en nyansat ikke spilder sin første arbejdsdag på at vente på, at adgange til de rette systemer og applikationer falder på plads. Med en automatiseret Identity Lifecycle Management-løsning er det let for organisationen at sikre, at adgangene er på plads så snart, medarbejderen træder ind på arbejdspladsen.

Læs mere > Sådan gør du din nye medarbejder til en succes fra første arbejdsdag

Udfordring: Midlertidige adgange og hyppig on- og offboarding er svære at administrere

Langt fra alle har behov for de samme adgange hele tiden. I forbindelse med tværgående projektarbejde eller interne vikariater, er det almindeligt, at nogle medarbejdere har behov for adgang til særlige applikationer i en begrænset periode.

Udfordringen kan opstå, når perioden ophører, og adgangen måske ikke nedlægges korrekt. En automatiseret Identity Lifecycle Management-løsning sikrer, at adgangene fjernes automatisk så snart der ikke længere er behov for dem. Dermed forhindres uretmæssig adgang til data bedst muligt.

Udfordring: Der opstår problemer, når eksterne brugere skal inkluderes i arbejdet

De fleste organisationer har løbende behov for at indlemme f.eks. konsulenter og partnere i deres it-miljø. Det er som regel en manuel proces, og det kan igen skabe udfordringer for datasikkerheden. Særligt hvis adgangene ikke nedlægges, når de ikke længere er aktuelle.

Med en Identity Lifecycle Management-løsning får organisationen mulighed for at oprette tidsbegrænsede adgange. Det betyder at eksterne brugeres adgange til it-systemer og applikationer udløber automatisk, når deres behov for adgangen ophører.

Udfordring: Medarbejdere akkumulerer adgange i løbet af deres ansættelse

Hvis en medarbejder bliver i organisationen i mange år, kan der undervejs i et karriereforløb akkumuleres ualmindeligt mange adgange til forskellige applikationer. Størstedelen af de adgange har som regel ingen relevans for medarbejderens nuværende stilling.

Læs mere > Derfor er automatiseret adgangsstyring smart

Hvis adgange administreres manuelt, er det let at glemme at fjerne adgangene, der hørte til den gamle stilling, mens man sørger for at oprette adgangene, der hører til den nye. På den måde mister organisationen overblikket, og risikoen for både overlagt og uoverlagt datamisbrug stiger. Automatiserede Identity Lifecycle Management-løsninger sørger dog for at nedlægge alle gamle, irrelevante adgange. Det sker, så snart medarbejderen skifter til en ny position i organisationen.

Udfordring: Adgange nedlægges ikke, når medarbejderen forlader virksomheden

Så snart medarbejderen forlader virksomheden på sin sidste arbejdsdag, er det alfa-omega, at medarbejderens adgange fjernes øjeblikkeligt. Hvis den proces ikke foregår via en automatiseret løsning, men via manuel adgangsnedlæggelse stiger risikoen for, at adgange overses. Det kan også ske, at nedlæggelsen udsættes til fordel for andre (lige så presserende) arbejdsopgaver eller måske helt glemmes.

De brugerkonti, der ikke aktivt bruges, men stadig har adgange, kan nemt udnyttes til at få uautoriseret adgang til følsomme data og ressourcer. Med en automatiseret løsning vil alle adgange dog deaktiveres, så snart medarbejderens sidste arbejdsdag indtastes i systemet.

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Vil du se, hvordan Identity Lifecycle Management fungerer i praksis?

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Derfor går HR og Identity Lifecycle Management hånd i hånd

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Nyheder

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Derfor går HR og Identity Lifecycle Management hånd i hånd

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Det er ofte it-afdelingen, der får ansvaret for organisationens identitetsstyring. Men når det kommer til Identity Lifecycle Management (ILM) har HR-afdelingen værdifuld indsigt at byde ind med. Mennesker kommer og går igennem HR. Vi optegner, hvorfor deres adgange med fordel kan gøre det samme.

I de senere år har identitets- og adgangsstyring indtaget en vigtig rolle i mange organisationer. I takt med, at antallet af applikationer kun synes at vokse og it-landskabet bliver mere og mere komplekst så stiger behovet for strømlinede processer. Samtidig er arbejdsstyrken blevet mere mobil og fleksibel og stiller krav om at kunne tilgå organisationens data både inden for og uden for arbejdspladsens mure. Dermed stiger behovet for en stærk identitets- og adgangsstyringsstrategi også.

Oveni alt dette skal organisationer i dag leve op til mange strenge compliancekrav. Det betyder, at de skal arbejde hårdere end nogensinde før for at sikre kontrollen over, hvilke medarbejdere, der har adgang til hvilke ressourcer.

Læs mere > 3 tips til at lave en politik for adgangsstyring

Den opgave er tværorganisationel og involverer adskillige afdelinger. Hovedansvaret placeres ofte hos it-medarbejderne. Det giver mening, da it-afdelingen selvfølgelig skal være involverede, når det vedrører it-systemer og applikationer. Men når det kommer til at styre medarbejdere, deres udvikling og rejse igennem organisationen, så er det afgørende, at HR-afdelingen ikke efterlades på sidelinjen.

HR er allerede mere involverede, end man tror

Det er ofte HR-afdelingen, som har den dybdegående forståelse for, hvilke medarbejdere, der bør have adgang til hvilke ressourcer. Netop derfor er HR det perfekte afsæt for organisationens identitetsstyringsstrategier og -processer. Identitetsstyring er nemlig allerede et kerneområde for HR-funktionen – det italesættes bare sjældent på den måde.

Identitets- og adgangsstyring er nemlig ikke bare en it-funktion. Disciplinens fornemmeste opgave er at administrere medarbejdernes identiteter, og de fleste identiteter fødes i HR. Derefter videregives de til de afdelinger, der er ansvarlige for organisationens adgangsstyring.

Integreres de funktioner yderligere og gøres samarbejdet mellem afdelingerne tættere, vil organisationens Identity Lifecycle Management (ILM) styrkes. Når det er HR, der følger og optimerer medarbejderens rejse gennem de forskellige stillinger vedkommende indtager i løbet af sin ansættelsesperiode, giver det også mening at lade afdelingen være involveret igennem hele identitets- og adgangsstyringsprocessen.

Hvad er Identity Lifecycle Management?

Identity Lifecycle Management handler om at styre medarbejdere, kunder, konsulenter, partneres (og alle andre, der kommer i kontakt med organisationen) livscyklus i it-miljøet.

ILM dækker oprettelse, vedligeholdelse og nedlæggelse af brugerkonti og deres adgang til ressourcer, data, applikationer og systemer i organisationen. Disciplinen er f.eks. relevant fra det øjeblik en ny medarbejder ansættes til vedkommende ender sin tilknytning til arbejdspladsen igen. Det inkluderer onboarding, jobskifte, skift i ansvarsområder og offboarding. Altså hele medarbejderens livscyklus.

Når en ny medarbejder ansættes, er noget af det første, der sker, at HR opretter medarbejderen i afdelingens system. Afhængigt af, hvordan den enkelte virksomhed har organiseret processen, tildeler enten HR, it-afdelingen eller den nærmeste leder medarbejderen adgang til relevante systemer og applikationer. Med tiden forfremmes medarbejderen, skifter jobrolle eller ansvarsområde, hvilket betyder, at vedkommendes adgangsbehov ændrer sig.

Lignende behov for ændringer kan også opstå, hvis organisationen opkøber andre virksomheder og dermed skal inkludere nye medarbejdere, eller ansætter eksterne konsulenter, der har behov for midlertidig adgang til applikationer. Endelig skal alle brugere også nedlægges i samtlige systemer og applikationer, så snart de fratræder deres stilling eller funktion i organisationen.

Hvis de rigtige processer og den rigtige løsning ikke er implementeret i organisationen, opstår der tvivlsspørgsmål samt effektivitets- og sikkerhedsudfordringer hver gang en bruger bevæger sig videre i sin livscyklus.

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Men hvorfor er ILM så vigtigt?

Det er afgørende at have et system på plads, der kan strømline arbejdet med medarbejdernes adgange i takt med, at deres karrierer udvikler sig, og de bevæger sig igennem organisationen. Identitets- og adgangsstyring er nemlig afgørende for at forhindre datatab og reducere de compliance-risici, der opstår, hvis man ikke har overblik over, hvem der kan tilgå, hvilke (følsomme) data.

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Derfor skal HR have større ansvar for Identity Lifecycle Management

Identity Lifecycle Management er en essentiel HR-disciplin, fordi den beskæftiger sig med organisationens vigtigste ressource: medarbejderne og deres produktivitet.

HR kender medarbejderne og deres adgangsbehov bedre end f.eks. it-afdelingen. Det er HR-afdelingen, som har styr på titler, jobroller og -funktioner, som kan have indflydelse på, hvilke applikationer og data, medarbejderen har behov for at tilgå. Derudover er det denne afdeling, der er vidne til hele medarbejderens livscyklus, og den afdeling, der er involverede, når medarbejderen forfremmes eller vedkommendes position og ansvarsområde forandrer sig.

Endelig har HR-afdelingen allerede formaliserede on- og offboardingprocesser implementeret, som har tætte forbindelser til Identity Lifecycle Management. Mennesker kommer og går igennem HR. Derfor giver det mening, at deres adgange og rettigheder gør det samme.

Hvis HR får et større ansvar for organisationens identitets- og adgangsstyring – herunder oprettelse og nedlæggelse af adgange – vil det være langt lettere at få adgangsniveauet til at stemme igennem hele brugerens livscyklus. Og dermed understøttes organisationens sikkerhed, effektivitet og compliance.

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Skal du styrke din Identity Lifecycle Management? Så er automatiseret adgangsstyring din bedste ven!

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Derfor er medarbejderoplevelsen afgørende for digital transformation

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Nyheder

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Derfor er medarbejderoplevelsen afgørende for digital transformation

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Opdateret d. 17. marts 2021

HR skal påtage sig et stort ansvar i forbindelse med organisationens digitaliseringsrejse, fordi medarbejderoplevelsen er central for succesfuld digitalisering. Den gode medarbejderoplevelse kan dog ikke skabes uden en strømlinet it-oplevelse. 

Produkter og services af højere kvalitet, mere produktive medarbejdere, driftsmæssig effektivitet og besparelser over hele linjen. Det er blot nogle af grundene til, at digitalisering er øverst på dagsordenen i bestyrelseslokaler og på ledelsesgange i dag. 

En vigtig del af digitaliseringen er dog også transformationen af arbejdspladsen, og den får desværre ikke lige så stor opmærksomhed som ovennævnte gevinster. Men gevinsterne kan faktisk ikke realiseres uden at tage et grundigt kig på kulturen, arbejdsprocesserne og medarbejdernes dagligdag. 

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Det er her, HR-afdelingen kommer ind i billedet.  

Digitalisering betyder nye ansvarsområder til HR

Digitalisering har ændret den måde, som virksomheder arbejder på – men også de ansattes arbejdsprocesser. Det kan skabe store udfordringer for både HR og virksomhedsledelsen, når medarbejderne gradvist efterspørger mere fleksible arbejdsformer og bedre muligheder for at kunne samarbejde via teknologi. 

Læs også > Tæt samarbejde mellem HR og IT lægger fundamentet for HusCompagniets fremtid 

Samtidig bliver flere og flere HR-processer også digitaliseret, hvilket kræver, at organisationen skal blive endnu bedre til at definere HR’s rolle og funktioner. Med det sagt er der stadig et stort digitaliserings- og automatiseringspotentiale at finde i HR. Et potentiale, der ikke blot vil give HR mere tid til forretningsudviklende kerneopgaver, men også øge afdelingens indflydelse på tværs af virksomheden markant. 

Et fokusområde for HR er medarbejderoplevelsen. En god medarbejderoplevelse øger produktiviteten, skærper arbejdsglæden og mindsker medarbejderfrafaldet. Dét er centrale parametre i større digitaliseringsprojekter.  

Der er en tydelig tendens til, at HR nu i langt højere grad end tidligere sidder med ved bordet – og nogle gange endda for enden af bordet – når nye it-indkøb skal vælges. Derfor skal HR gribe ansvaret og bidrage til at transformere organisationen til en digital arbejdsplads – og dermed lægge strategien for, hvordan organisationen kan designe et arbejdsmiljø, der styrker medarbejderoplevelsen med hjælp fra moderne it-værktøjer.  

En god medarbejderoplevelse kræver god digital adgangsstyring

Digitalisering hænger tæt sammen med automatisering af arbejdsprocesser, men det behøver ikke resultere i skrækscenariet, hvor mennesker mister deres job til maskiner. I langt de fleste tilfælde betyder automatisering af processer og opgaver, at medarbejderne får mere tid til meningsfulde arbejdsopgaver.  

Den gode medarbejderoplevelse hænger tæt sammen med it-oplevelsen. Den skal være glat og strømlinet, så medarbejderne kan passe deres arbejde – alle steder og til alle tider. Og det er svært at realisere uden en strategi (tilsat de rette hjælpemidler) for digital adgangsstyring.  

Læs også > HR i den digitale førertrøje. En business case med 7 stærke argumenter for, at HR skal være ansvarlig for digital adgangsstyring 

Digital adgangsstyring handler ikke kun om at oprette og vedligeholde adgange til organisationens it-systemer. Kernen i disciplinen er at sikre medarbejdernes produktivitet fra det øjeblik, de træder ind på arbejdspladsen, fordi de med det samme har adgang til de applikationer, der kan hjælpe deres arbejdsdag med at glide så glat som overhovedet muligt. Det øger både organisationens samlede effektivitet, og øger den enkelte medarbejders arbejdstilfredshed.  

Vi har skrevet en e-bog om, hvordan HR ved at spille en mere aktiv rolle i digitaliseringen af virksomheden kan medvirke til at forbedre medarbejderoplevelsen og booste organisationens digitale potentiale markant. Hent den ved at klikke på banneret neden for. 

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Boost organisationens digitiale potentiale

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5 grunde til, at HR skal spille en større rolle i digital transformation.

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Derfor skal du pleje din organisations digitale modenhed

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Nyhed

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Derfor skal du pleje din organisations digitale modenhed

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Opdateret d. 8. marts 2021

Digitaliserede og digitalt modne virksomheder er mest konkurrencedygtige og har det største vækstpotentiale. Vi guider dig til, hvorfor du skal satse digitalt.

På trods af, at der er stor forskel på digitaliseringsgraden blandt virksomheder i Danmark, så er danske virksomheder stadig blandt de mest digitale i Europa. Og det er godt! Både nationale og internationale undersøgelser peger nemlig i samme retning: Digitaliserede og digitalt modne virksomheder er mest konkurrencedygtige og har det største vækstpotentiale.

Hvad vil det sige at være digitalt moden?

Digital modenhed øger virksomheders potentiale. Ligegyldigt, hvilken branche, der er tale om. Men hvad vil det helt præcist sige at være digitalt moden? Helt enkelt så handler digital modenhed om at finde det rette balancepunkt mellem teknologi og organisation.

Ifølge konsulentbureauet Capgemini og Massachusetts Institute of Technology (MIT) kan digital modenhed måles på baggrund af to relaterede dimensioner. Digital Intensity på den ene side og Transformation Management Intensity på den anden.

Digital Intensity-dimensionen indebærer, at virksomheden investerer i teknologibaserede initiativer, der forandrer den måde virksomheden opererer på – i forhold til kunderelationer, interne processer og hele forretningsmodellen.

I Transformation Management Intensity-dimensionen har organisationen udviklet – eller er godt i gang med at udvikle – de ledelsesmæssige egenskaber og kompetencer, der skal til for at drive den digitale transformation. Her er der stærkt fokus på at forme en ny fremtid, governance og ikke mindst på den tætte relation mellem IT og forretning.

[/fusion_text][fusion_imageframe image_id=”14866″ max_width=”” style_type=”none” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align=”none” lightbox=”no” gallery_id=”” lightbox_image=”” alt=”Læs mere om din virksomheds digitale modenhed” link=”https://www.2ndc.dk/din-digitale-transformation/” linktarget=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”Kampagneimage1″ id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]https://www.2ndc.dk/wp-content/uploads/2018/09/Ill1_Digital_Intensity.png[/fusion_imageframe][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” class=”” id=””]

Kilde: Capgemini & MIT (2012): The Digital Advantage – How Digital Leaders Outperform their Peers in
Every Industry

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Hvor digitalt moden en virksomhed er, måles ved at undersøge, om virksomheden placerer sig højt eller lavt i forhold til de to dimensioner. Digital modenhed er en gradvis proces og ikke noget, der forekommer natten over. Der er altid nye initiativer eller måder at tilpasse sig, der kan gøre organisationen mere digitalt moden. Det gør det i sidste ende lettere at reagere på muligheder og undgå at drukne i forretningslammende udfordringer på det nye digitaliserede marked.

Læs også > Udnyt dit digitale potentiale. 8 centrale gevinster, der hjælper dig med at realisere forretningsværdien af dit digitale transformationsprojekt

Digital modenhed er afgørende for forretningens succes

Hvis ambitionerne om digital transformation skal indfries er digitalt modent lederskab afgørende. Ledelsen skal træffe de rette strategiske beslutninger for at holde deres organisation konkurrencedygtig i et marked præget af forretningsmæssig disruption og andre opbrud.

Og det skal de, fordi digitalt modne virksomheder ganske enkelt klarer sig bedre end de, der ikke kan følge med de digitale strømninger. Studiet fra Capgemini og MIT viser, at de mest digitale virksomheder generelt får mere ud af deres fysiske aktiviteter, er mere profitable og har en højere markedsværdi end de virksomheder, der har digitaliseret forretningen i mindre grad.

[/fusion_text][fusion_separator style_type=”default” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”30px” bottom_margin=”” border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_imageframe image_id=”14870″ max_width=”” style_type=”none” stylecolor=”” hover_type=”none” bordersize=”” bordercolor=”” borderradius=”” align=”none” lightbox=”no” gallery_id=”” lightbox_image=”” alt=”Bliv klogere på din virksomheds digitale modenhed” link=”https://www.2ndc.dk/din-digitale-transformation/” linktarget=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]https://www.2ndc.dk/wp-content/uploads/2018/09/Ill2_the_digital_advantage.png[/fusion_imageframe][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”default” rule_size=”” rule_color=”” class=”” id=””]

Figur frit efter “The Digital Advantage – How Digital Leaders Outperform their Peers in Every Industry (2012)”

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Rapporten opdeler virksomheder i fire forskellige dimensioner alt efter, hvor digitalt modne de er. Her er der tale om:

  1. Digital Beginners. Virksomheder, der besidder få digitale egenskaber, som ikke kender fordelene, eller som ikke investerer digitalt i et omfang, der kan skabe effektiv digital transformation.
  2. Digital Fashionistas. Virksomheder, der har implementeret digitale initiativer og applikationer, men hvor implementeringen foregår uden en klar ledelsesvision om at skabe synergi og digitale forretningsfordele.
  3. Digital Conservatives. Virksomheder, der forstår vigtigheden af visioner og en stærk virksomhedskultur, der kan understøtte den digitale transformation, men som er for skeptiske eller forsigtige over for digitale trends til at gribe de muligheder, der byder sig.
  4. Digirati. Virksomheder, der forstår at skabe forretningsværdi gennem digital transformation ved at kombinere vision, governance, engagement og investering.

De mest digitalt modne virksomheder (de, der befinder sig i Digirati-dimensionen) klarer sig væsentligt bedre på alle parametre end mindre digitale virksomheder. De genererer gennemsnitligt 9 procent højere omsætning (via deres ansatte og fysiske aktiver), er gennemsnitligt 26 procent (baseret på EBIT-margin og Net Profit Margin) mere profitable end deres konkurrenter, og har gennemsnitligt en 12 procent højere markedsværdi. Kort sagt viser disse tal, at det giver konkret gevinst på bundlinjen at pleje organisationens digitale modenhed.

Selvom digital transformation kan virke både uoverkommeligt og dyrt, så er det en investering, der betaler sig i sidste ende. Især, fordi investeringen er forudsætningen for, at ens organisation har et eksistensgrundlag blot et par år frem i tiden.

Hvordan kan du styrke din organisations digitale modenhed?

Fordelene ved at være en digitalt moden virksomhed er mange – men det er ikke helt uden udfordringer. Udfordringer som højkomplekse it-miljøer, fleksible og mobile arbejdsformer, sikkerhedstrusler og et stort lovgivningspres er bare nogle af dem. Hvordan balancerer man dem, så organisationens digitale transformation kan komme ordentligt i mål?

Læs også > 4 udfordringer ved digital transformation, som Identity & Access Management kan hjælpe dig med at overkomme

Det gør man med Identity and Access Management. Identity and Access Management og digital transformation er nemlig bedste venner og bør gå hånd i hånd. Simpelthen, fordi det er nøglen til at lykkes med sikkerhed, strømlinede processer og et højt effektivitetsniveau både under og efter, den digitale omstilling finder sted.

Identity & Access Management er bindeleddet

IT og digital transformation hænger uløseligt sammen. Og midt i den forbindelse befinder Identity and Access Management sig som det afgørende bindeled.

Medarbejdere, partnere og kunder forventer strømlinet adgang til data og services – ligegyldigt om det drejer sig om interne ressourcer, ressourcer i skyen eller ressourcer på tværs. Tålmodigheden strækker sig ikke langt, og det er uholdbart, hvis interne og eksterne brugere skal bruge lang tid på godkendelsesprocesser. Lige meget om de befinder sig på arbejdspladsen, på hjemmekontoret, på en café eller i et kørende tog.

Som organisation er man i stigende grad afhængig af at kunne dele data enkelt og digitalt. En dårlig brugeroplevelse her kan være den afgørende faktor, der skiller en succesfuld forretning fra en falleret. Det at styre personers digitale identiteter og deres adgange er ikke længere en opgave, der hører til i det mørkeste og mest støvede hjørne af it-afdelingen. Det er en central forretningsfunktion, der skal bo i hjertet af organisationens digitale økosystem.

Digital transformation handler om at drive organisationens profitabilitet (på alle områder) i top med assistance fra teknologiske hjælpemidler.

Netop derfor er Identity & Access Management så afgørende for transformationen: Det er organisationens stærkeste enabler.

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