35 pages on digitalisation, AI and the step from structure to real value. Free to download and share.
When I announced a report in the autumn of 2025 it was going to contain everything: market analysis, vendor overviews, statistics and recommendations in one document. And the plan was to charge for it.
It has become something else. A report about why we are not getting the full value out of our digitalisation, and how to take on that challenge.
The other part turned into a separate report altogether: decision support for those choosing systems, and not only HR systems.
HR priorities for 2027
What do you do when everything already works?
The question came from an HR director who had just completed a multi-year transformation. The systems were in place, the processes worked, the everyday held together. And still she sat there with a feeling that something was missing.
That question keeps coming up in my conversations. Organisations are good at investing when something is broken. Far fewer keep investing when it is no longer about cutting costs but about creating value.
Digital levels and opportunities
In the report I describe development across five levels. The third level, where everything works, is where most organisations feel finished and stop moving.
By then the organisation has taken almost the entire cost, but only a fraction of the value. It commands the systems, the data and the capability, but uses them to keep order. Not to create value.
According to the Nordic HR Trends & Tech Report 2025/26, average digital maturity in Swedish HR sits at 2.9 out of 5, lower than both Denmark and Norway. At the same time, a clear majority of HR professionals rate their own digital capability considerably higher.
So we believe we have come further than we have.
What you will find in the report
🔹 Why structure is not the same thing as value
🔹 What the shift upwards is worth in money
🔹 Why most stop before the value is realised
🔹 What AI requires of the data foundation to deliver
🔹 What an ordinary week looks like in a digitally mature organisation
Before you set your plan for 2027
Do not settle for structure. Structure is cost savings. It matters enormously, and it is the whole foundation for creating value.
But think further. And do something about it.
To make that easier, Åsa Landin at People Dimension and I are launching Spihra at the same time. Spihra does not just show you where you stand. You get a recommended target level for the coming one to two years, the areas that should be prioritised to get you there, and what the shift is worth in money. Start with the quick assessment: ten questions, three minutes, your level straight away.
📬 Download the report
🔹 Take the quick assessment
The report is also available in Swedish, Framtidssäkrad HR. Download the Swedish version instead.
