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Two in Three Leaders Say Their HR Tech Is Working. Frontline Workers Disagree

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4 months ago

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SYDNEY, June 25, 2026 /PRNewswire/ — Research commissioned by Humanforce, a leading global provider of intelligent, AI-driven human capital management (HCM) solutions for frontline workforces, has revealed a clear perception gap inside Australian organisations that is shaping how supported people feel at work. While 66% of decision makers say they are satisfied with their current HR systems, only 44% of frontline workers agree. The findings suggest many leaders do not fully see how HR technology is experienced on the frontline, where HR processes are part of every shift rather than an occasional administration task.

The independent study, conducted by Forrester Consulting, surveyed 342 business decision makers and 328 frontline workers, alongside in-depth interviews with senior workforce and HCM leaders. Frontline workers reported feeling overburdened (32%) and unsupported (30%), while more than one in four (28%) said traditional HR systems increase their likelihood of burnout, creating a significant workforce risk.

“HR technology should make work simpler, not harder,” said Clayton Pyne, CEO of Humanforce. “Frontline work such as healthcare, retail, hospitality, aged care and childcare is dynamic, mobile and compliance intensive. When systems are built for traditional desk-based environments rather than high-pressure, shift-based operations, gaps emerge between leadership expectations and employee experience. These gaps compound over time.”

That friction shows up most in the “high-frequency” processes that frontline employees rely on repeatedly. Workers reported onboarding (32%) and clocking in or out (22%) as the most challenging processes. These are fundamental tasks where small inefficiencies quickly add up across teams, sites and shifts. Many also reported limited intuitive self-service functionality (34%) and difficulty navigating systems (33%), making it harder to get answers or complete tasks independently. 

Access is another clear pressure point. One third (33%) said they have limited mobile access to essential HR tools, despite the reality that most frontline roles aren’t desk-based: 61% work across multiple sites and 47% work outdoors. This highlights a mismatch between how HR systems are typically designed and how frontline work actually happens.

Pyne says the results reflect rising workforce expectations as compliance obligations increase and frontline complexity grows. The research also demonstrates that HR systems are now being judged as operational tools that shape productivity, support and trust, not simply administrative systems. Organisations are increasingly seeking connected platforms that provide visibility, automation and intelligence across the employee lifecycle, because the frontline experience is where culture and retention are won or lost.

“With workforce shortages continuing, expectations rising and compliance obligations intensifying, HR systems can no longer operate as back-office utilities,” Pyne said. “Organisations cannot afford to ignore the productivity and engagement impact of ineffective HR technology, which puts retention, performance and workplace culture at risk.”

The research reinforces that employee experience is central to performance, with 36% of frontline workers identifying an empathetic and positive culture as the most important driver of engagement. But the data suggests culture isn’t only shaped by leadership messages – it’s shaped by the systems people use when they need help, clarity or support.

This is reflected again in sentiment. Dissatisfaction among frontline workers (23%) is more than double that of decision makers (9%), reinforcing the visibility gap between leadership perception and frontline reality. It also underscores why organisations can believe “the system is working” while frontline teams experience it as friction.

“Modern, intelligence-powered platforms designed specifically for frontline environments are becoming a strategic advantage,” Pyne said. “They strengthen compliance, improve productivity and build trust across the organisation by removing everyday friction.”

Unlike traditional HR systems designed for desk-based environments, Humanforce is built around the reality of frontline work. For CPOs, HR directors and talent leaders, exercising genuine influence over the frontline employee experience means owning the moments that matter away from the desk. Roster receipt, shift bidding, clock-on, break management, peer communication, recognition, payslips, and microlearning during a commute: this is the frontline employee journey, and it runs through WFM. By connecting talent acquisition, HR, workforce management, benefits and payroll within a single platform and a single app, Humanforce gives organisations the only channel that reaches frontline workers where they actually are — from hire to pay, and every shift in between.

“In today’s competitive labour market, employers of choice are defined by the systems they invest in,” Pyne concluded. “Secure, mobile-first and employee-centric HR technology is essential to support frontline teams, unlock productivity and build lasting retention.”

About Humanforce
Humanforce provides the market leading, employee-centred, intelligent and compliant HCM suite for frontline and flexible workforces, offering highly configurable, all-in-one WFM, HR, Talent, Benefits and Payroll – without compromise. Our vision is to make work easier and life better by focusing on the employee experience (EX), and the efficiency and optimisation of businesses.

Founded in 2002, Humanforce has a 2300-strong customer base and is heading towards one million employees under management, across a wide range of industries including Aged Care, Childcare, Healthcare, Retail, Hospitality, Events & Stadia, Local Government and more. Today, we have offices across Australia, New Zealand, the United Kingdom, the Philippines, and the USA.

Customers include Accor, Flight Centre, Hungry Jack’s, Vodafone, Fujitsu, Alfred Health, Hostplus and more: https://humanforce.com

 

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SOURCE Humanforce

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LEAP Group Relaunches HumanView, a Growth Intelligence System Built to Explain Why Customers Behave the Way They Do

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5 hours ago

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October 24, 2026

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Reimagined from the ground up, HumanView pairs statistical modeling with expert analysts to turn millions of real-world customer signals into business decisions

LOUISVILLE, Ky., Oct. 23, 2026 /PRNewswire/ — LEAP Group today announced the relaunch of HumanView, its growth intelligence service. The new version has been rebuilt from the ground up and now has a dedicated home at leapgroupnetwork.com/humanview.

HumanView analyzes what customers say and do across social platforms, e-commerce sites, review platforms, search behavior and user-generated content, including signals from Reddit, TikTok, YouTube, Meta, Amazon and Walmart+ that general AI tools cannot always access. Because the data reflects unprompted, real-world behavior, it avoids the response bias built into surveys and focus groups.

The service works in three layers. HumanView captures signals at scale, decodes millions of records through validated statistical models such as regression, correlation and clustering, and then relies on experienced analysts to interpret the patterns. Clients receive clear, human-validated insights instead of another dashboard.

“Machines find the patterns. Humans find the point,” said Alan Gilleo, CEO at LEAP Group. “The first version of HumanView showed us how much customers reveal when nobody is asking them questions. This version is built to explain why they act the way they do, and to put those answers in front of everyone making decisions, from product to service to marketing.”

HumanView focuses on three areas:

Growth Intelligence: customer motivations and how people perceive a brand and its competitors

Market and Category Intelligence: product pain points, service friction, unmet needs and competitive gaps

Audience Intelligence: new segments, positioning opportunities and gaps in the market

Every model is designed and validated by data scientists and benchmarked before it informs a recommendation.

To learn more about HumanView, visit leapgroupnetwork.com/humanview.

About LEAP Group
LEAP Group is a boutique marketing agency holding company with offices in Louisville, Indianapolis, Cincinnati and Chicago. Guided by the belief that brands should “Market Less. Matter More.,” LEAP gives clients access to specialized experts across its entire network. Learn more at leapgroupnetwork.com.

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SOURCE LEAP Group

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STEPHEN A. SMITH ADDRESSES WHITE HOUSE DINNER ATTENDANCE, REAFFIRMS COMMITMENT TO HBCUs AND PROTECTING CORPORATE INVESTMENT IN BLACK EDUCATION

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6 hours ago

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October 24, 2026

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NEW YORK, Oct. 23, 2026 /PRNewswire/ — Stephen A. Smith, media mogul, New York Times bestselling author, and proud 1991 graduate of Winston-Salem State University, is addressing the public discussion surrounding his decision to attend a White House dinner with President Donald Trump, emphasizing his commitment to the long-term financial stability of Historically Black Colleges and Universities (HBCUs).

For Smith, the decision was rooted in a commitment to institutions that have educated generations of Black leaders, professionals, entrepreneurs, and public servants.

“I will always advocate for HBCUs and the students whose futures depend on them,” Smith said. “My reason for attending the White House dinner was to discuss the challenges these institutions face in securing long-term funding and to make the case that corporate America must continue to invest in them.”

Smith acknowledged federal support through the FUTURE Act while expressing concern that political tensions surrounding diversity, equity, and inclusion (DEI) could discourage private companies from supporting HBCUs. He maintains that these institutions deserve sustained corporate partnerships, philanthropic contributions, and public investment.

“If we truly believe in free-market capitalism, businesses should be able to support educational institutions and charitable causes without fear of criticism or repercussions,” Smith said. “HBCUs have made extraordinary contributions to this country. They deserve sustained public and private investment.”

Ashley Christopher, Esq., Founder and CEO of the HBCU Week Foundation, recognized Smith’s advocacy and decision to engage with the administration.

“Stephen A. Smith has been a powerful advocate for HBCUs, using his platform and influence to shine a national spotlight on our institutions,” expressed Christopher, “His continued support of HBCU Week helps advance our mission of connecting students with life-changing educational opportunities, and we are proud to have him as our ambassador.”

Since Smith became an HBCU Week Ambassador in 2019, the initiative has facilitated more than 15,000 on-the-spot college acceptances and raised and awarded more than $150 million in scholarships, according to the HBCU Week Foundation.

As public discussion continues, Smith is emphasizing the importance of ensuring HBCUs have the resources and partnerships needed to educate future generations and expand opportunities for students.

CLICK HERE to watch Smith’s full response to his White House visit.

MEDIA CONTACT:

media@mrsasinc.com

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SOURCE Straight Shooter Media

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Advantex Announces Completion of Financing and Extension of Maturity Date of Previously Issued Debentures

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6 hours ago

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October 24, 2026

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TORONTO, Oct. 23, 2026 /CNW/ — Advantex Marketing International Inc. (CSE: ADX) (“Advantex”), a leader in the merchant cash advance and loyalty marketing products for merchants, today announced the completion of a $250,000 secured debt financing. Advantex issued a $250,000 non-convertible debenture which bears an interest rate at 12% per annum and matures December 15, 2027. The proceeds raised from this issuance of the Debenture will be used for working capital purposes.

Advantex has also extended the maturity of its existing $700,000 in 12% secured debentures from October 10, 2026 to December 15, 2027.

About Advantex Marketing International Inc.

Advantex provides working capital to merchants. Advantex also provides specialized marketing programs that enable members of Aeroplan to earn Aeroplan points at participating merchants.

Advantex shares trade on the Canadian Securities Exchange under the symbol ADX. For more information go to Advantex’s profile on www.sedar.com

Forward-Looking Information

This news release contains “forward-looking statements” within the meaning of applicable securities laws relating to the future business and operations of Advantex. Actual results and developments may differ materially from those contemplated by these statements. The business and operations of Advantex described herein is dependent on a number of factors and is subject to a number of risks and uncertainties. Factors that could cause actual results to differ material include, but are not limited to, changes in Advantex’s economic and competitive conditions including but not limited to the industry sectors in which Advantex operates.

The statements in this news release are made of the date of this release. Forward-looking statements are made based on management’s beliefs, estimates and opinions on the date the statements are made and Advantex undertakes no obligation to update forward-looking statements if these beliefs, estimates and opinions or other circumstances should change, except as required by applicable law.

SOURCE Advantex Marketing International Inc.

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