Latest news with #Dayforce
Techday NZ
15-07-2025
- Business
- Techday NZ
AI leaders urge ethics, data & trust to unlock value
As organisations across Australia and New Zealand (ANZ) mark AI Appreciation Day, industry leaders are reflecting on the extraordinary progress of artificial intelligence, as well as the pressing challenges and responsibilities that lie ahead. While AI promises transformative benefits for business, security, and society, these experts stress that its success hinges on the quality of data, robust governance, and an unwavering prioritisation of ethics and human empowerment. Wade Weirman, Principal Data Lead at Rackspace Technology ANZ, underscores that the real engine behind artificial intelligence is not the algorithms or technologies themselves, but the data that feeds them. "AI only works when data is trusted, accessible, and embedded across the organisation," Weirman says. He warns that without strong data leadership, AI deployments risk misfiring or even generating biased results that could erode public trust. "Getting this right isn't optional; it's essential for long-term scalability and societal trust." For David Lloyd, Chief AI Officer at Dayforce, the spotlight is now on HR teams to steer their organisations through the current wave of AI-driven change. Lloyd believes HR has a unique opportunity to lead business transformation, emphasising the adoption of AI agents that automate complex, high-volume tasks and foster a more adaptable workforce. "HR can become the driving force behind ethical and trustworthy AI adoption, shaping how organisations align technology with values." From a technology infrastructure perspective, Justin Hurst, Chief Technology Officer APAC at Extreme Networks, advises businesses to approach AI with careful planning rather than hasty adoption. Hurst suggests that teams should be given room to experiment and learn, while training in data literacy and network automation must become strategic priorities. "The future of network engineering is not about replacing people with AI, but about enabling them to work smarter and more strategically," he notes. The environmental impact of AI is also under scrutiny. Simon Wistow, Co-Founder of Fastly, points to the growing significance of energy efficiency in AI development. With nearly half of respondents in Fastly's recent survey indicating a preference for energy-efficient AI models if costs were tied to consumption, Wistow calls for transparency and optimisation of infrastructure. "We all need to start thinking about AI and the internet as something physical - because it is. It uses real resources, generates emissions, and has real-world consequences," he observes. Matthew Hardman, APAC Chief Technology Officer at Hitachi Vantara, reinforces the importance of enterprise-wide data governance and infrastructure. His company's survey found that 43% of successful AI projects in Australia attributed their success to strong governance and project management, with 35% highlighting high-quality data. "By addressing these challenges and responding to increased scrutiny from boards and regulators, businesses can unlock AI's transformative potential," Hardman says. Cybersecurity emerges as both a risk and opportunity in today's AI landscape. Les Williamson, Regional Director ANZ at Check Point Software Technologies, points to a recent surge in AI-powered cyberattacks and urges organisations to embed security measures from the design stage. "A well-governed AI can revolutionise cyber security, streamline auditing processes, and ensure regulatory compliance across industries," he says. Patrick Harding, Chief Product Architect at Ping Identity, and Gareth Cox of Exabeam both highlight the evolving nature of identity management in an AI-driven world - a landscape complicated by autonomous agents and deepfake technologies. Harding stresses, "Building and maintaining trust in every digital interaction is more essential than ever," urging organisations to rethink traditional security and identity models. On the workforce front, Shaun Leisegang of Tecala and Pieter Danhieux of Secure Code Warrior see AI as an enabler rather than a replacement, shifting the focus from automation to human augmentation. "AI is not a replacement for human potential, but rather a partner in unlocking it," says Leisegang. Danhieux echoes this sentiment, emphasising the necessity for human expertise in navigating AI's vulnerabilities and maximising its productivity gains. Across industries, the message is clear: to unlock the vast opportunities presented by AI, organisations in Australia and New Zealand must balance rapid innovation with responsibility, sustainability, and a relentless focus on both data quality and human talent. As companies integrate AI deeper into their operations, leadership, governance, and transparency will be key to realising not just smarter machines, but smarter organisations able to thrive in an increasingly AI-powered world.
Yahoo
14-07-2025
- Business
- Yahoo
Dayforce Earnings Preview: What to Expect
With a market cap of $8.8 billion, Minneapolis, Minnesota-based Dayforce Inc (DAY) is a human capital management (HCM) software company. It offers the Dayforce cloud platform and Powerpay for small businesses, delivering HR, payroll, workforce management, benefits, and talent intelligence solutions across the U.S., Canada, Australia, and internationally. Dayforce is expected to release its fiscal Q2 2025 earnings results on Wednesday, Jul. 30. Ahead of this event, analysts project the company to report an EPS of $0.32, a 39.1% growth from $0.23 in the year-ago quarter. It has exceeded Wall Street's bottom-line estimates in two of the last four quarters while missing on two other occasions. Shopify Stock is a Bargain - How to Make a 3.2% One-Month Yield with SHOP Tariffs, Inflation and Other Key Things to Watch this Week Stocks Set to Open Lower as Trump Ratchets Up Tariff Threats, U.S. Inflation Data and Big Bank Earnings Awaited Stop Missing Market Moves: Get the FREE Barchart Brief – your midday dose of stock movers, trending sectors, and actionable trade ideas, delivered right to your inbox. Sign Up Now! For fiscal 2025, analysts forecast the provider of human-resources software and services to report EPS of $1.46, up 47.5% from $0.99 in fiscal 2024. Shares of Dayforce have risen 8.3% over the past 52 weeks, underperforming the broader S&P 500 Index's ($SPX) 12.1% return and the Industrial Select Sector SPDR Fund's (XLI) 21.7% gain over the same period. Despite reporting better-than-expected Q1 2025 adjusted EPS of $0.58 and revenue of $481.8 million, Dayforce shares fell 6.4% on May 7 due to a weaker-than-expected Q2 revenue forecast of $454 million - $460 million. Additionally, the company's February announcement of a 5% workforce reduction signaled internal cost pressures despite top-line growth. Analysts' consensus view on Dayforce stock is cautiously optimistic, with a "Moderate Buy" rating overall. Among 17 analysts covering the stock, nine suggest a "Strong Buy," one has a "Moderate Buy," six give a "Hold," and one provides a "Strong Sell" rating. As of writing, the stock is trading below the average analyst price target of $67.80. On the date of publication, Sohini Mondal did not have (either directly or indirectly) positions in any of the securities mentioned in this article. All information and data in this article is solely for informational purposes. This article was originally published on
The Age
10-07-2025
- Health
- The Age
Gen Z are taking more sick days. Here's why that's a good thing
There are two types of people in the workplace. The first are those who rarely take sick days, valiantly soldiering on through sniffles and aches, and who pride themselves on never getting anywhere close to using their potential days off. The other type are, shall we say, a little bit looser with sick leave. They see the allocation as part of their employment rights and will happily message their boss if they're feeling even a tiny bit under the weather. We all get a certain number of sick days, they reason, so why not just take them all? Which of these you are might depend on your generation, as a wide chasm has emerged in different types of workers depending on your age. A 2022 survey of Australian employees by management consultants Frost & Sullivan found that Gen Z workers took an average of 14.3 sick days a year, compared to Baby Boomers who averaged out at just 8.9 days. This brings up a vexed, but little discussed, question about our working lives: should sick leave only be taken when you can't get out of bed, or should it also be used as a preventative? Now, before you pick sides in this debate, we need to consider that the main driver behind younger workers being more likely to 'chuck a sickie' based on relatively minimal symptoms is because it's not just about their physical health, but their mental health as well. Increasing rates of anxiety, depression and burnout, and the ability to better recognise early warning signs, is one of the reasons younger people are more willing to email their manager that they won't be coming in today. A preventative day off, even if you can't see it physically, can be just as important as waiting until you can't get out of bed. However, it's not just younger workers who are changing how we think about sick leave, with data on American employees for HR platform Dayforce showing that the number of sick days we all take has increased since the pandemic, rising 55 per cent from 2019 to 2023. Of course, a lot of that is thanks to early career workers, but there's also been a 16 per cent increase in sick days for workers over 35. So what does all this mean? It's important to understand that mental health days as valid as physically ill days, and should be recognised as such. As long as they are not being abused, they represent employees taking a longer-term view of their career.
Sydney Morning Herald
10-07-2025
- Health
- Sydney Morning Herald
Gen Z are taking more sick days. Here's why that's a good thing
There are two types of people in the workplace. The first are those who rarely take sick days, valiantly soldiering on through sniffles and aches, and who pride themselves on never getting anywhere close to using their potential days off. The other type are, shall we say, a little bit looser with sick leave. They see the allocation as part of their employment rights and will happily message their boss if they're feeling even a tiny bit under the weather. We all get a certain number of sick days, they reason, so why not just take them all? Which of these you are might depend on your generation, as a wide chasm has emerged in different types of workers depending on your age. A 2022 survey of Australian employees by management consultants Frost & Sullivan found that Gen Z workers took an average of 14.3 sick days a year, compared to Baby Boomers who averaged out at just 8.9 days. This brings up a vexed, but little discussed, question about our working lives: should sick leave only be taken when you can't get out of bed, or should it also be used as a preventative? Now, before you pick sides in this debate, we need to consider that the main driver behind younger workers being more likely to 'chuck a sickie' based on relatively minimal symptoms is because it's not just about their physical health, but their mental health as well. Increasing rates of anxiety, depression and burnout, and the ability to better recognise early warning signs, is one of the reasons younger people are more willing to email their manager that they won't be coming in today. A preventative day off, even if you can't see it physically, can be just as important as waiting until you can't get out of bed. However, it's not just younger workers who are changing how we think about sick leave, with data on American employees for HR platform Dayforce showing that the number of sick days we all take has increased since the pandemic, rising 55 per cent from 2019 to 2023. Of course, a lot of that is thanks to early career workers, but there's also been a 16 per cent increase in sick days for workers over 35. So what does all this mean? It's important to understand that mental health days as valid as physically ill days, and should be recognised as such. As long as they are not being abused, they represent employees taking a longer-term view of their career.
Fast Company
09-07-2025
- Business
- Fast Company
Scaling HR with confidence: Why the right technology partner matters more than ever
Choosing the right human capital management (HCM) platform is a critical decision for any company, especially ones that are growing fast. Foundry Commercial, an integrated real estate firm serving industries in 22 states, knew that to continue its mission of building a generational real estate company, its HR systems had to evolve alongside its rapid expansion. As Foundry expanded its 3,500-person workforce and diversified its property portfolio, the cracks in its old systems became impossible to ignore. 'We were finding we had to have a lot of workarounds with our existing platform,' says Brandy Garnero, Foundry's chief human capital officer. Data integrity issues, service inconsistencies, and frustrated HR teams were getting in the way of focusing on larger strategic priorities. That's why Foundry made a pivotal decision to partner with Dayforce, a single, AI -powered people platform for HR, pay, time, talent, and analytics. 'Brandy and the Foundry team were experiencing challenges similar to those faced by many of our customers,' says Eric Glass, chief marketing and communications officer at Dayforce. 'Rapidly growing companies require scalable technology to help them operate with confidence, but success involves more than just the platform's capabilities. A trusted partner that provides real value is essential.' After 10 years, Foundry's existing platform simply couldn't keep up with the company's evolving complexity. From senior living communities to industrial parks, each of Foundry's wide variety of property types introduced new challenges that the old system wasn't flexible enough to handle. Garnero and her team started evaluating potential HCM providers in January 2024. By April, Dayforce had won them over with its ability to customize solutions and provide industry expertise tailored to Foundry's specific business model. 'We're looking at this long term, and we needed a partner that would scale with us in the direction we're going,' she says. The real proof came in the eight-month implementation. 'Dayforce really listened to us and customized their approach,' Garnero says. They didn't push unnecessary modules or rush implementation for the sake of speed, and they even recommended pushing back the original October go-live date to January 2025 to ensure Foundry's team was fully prepared. This reflects a commitment to long-term success rather than rushed delivery, Glass says. FIXING PROBLEMS, CREATING POSSIBILITIES The new system worked seamlessly from the start. More importantly, the nagging problems that once plagued Foundry's HR operations—manual workarounds, data errors, and time-consuming processes—were gone. The HR team could once again focus on more strategic, high-value work, including developing talent and supporting leaders. 'Streamlining and automating tasks frees up teams to really lean in and do the strategic work that has the highest impact, the work they're meant to do. That's truly what it's about,' Glass says. One solution in particular has had a surprising impact: Dayforce Wallet, an on-demand pay application that lets employees securely access their earned wages in between pay periods. It has helped reduce turnover rates among frontline healthcare workers from 97% to 85% in the first quarter post-implementation. That 12% improvement translates to an estimated annual savings of $450,000, a surprisingly high return on investment from what might seem like a simple payroll tweak. Along with enhanced efficiency and scalability, the newly implemented Dayforce platform also restored a sense of credibility for the HR team, which had been eroded under the previous system, Garnero says. AN ONGOING PARTNERSHIP The collaboration will continue as Foundry and Dayforce look to optimize additional talent modules and automate more routine tasks, Glass says. 'There are always small challenges that come up as a company grows, and our approach is to respond openly and quickly. When a payroll system doesn't work properly, it's more than a technical issue, it directly impacts people and their livelihoods. That's why we're committed to being a long-term partner our customers can count on.' As Foundry expands its presence across the commercial real estate landscape, it can do so with confidence that its HR operations are scalable and reliable, Garnero says. 'Companies often make decisions based on fixing an issue or solving it from a cost perspective. Those things are important, but it's equally important to have somebody who's in it with you. And I feel like we have that now and will continue to as we grow.'
