By: Amy Flesch Account Executive at Gordon Flesch Company, serving the Rockford area The world of work is changing at an ever-increasing pace. Therefore, keeping up with (or getting out in front of) office technology trends now could increase your workplace productivity, streamline business processes and reduce office waste. Gordon Flesch Company has been an office technology provider since 1956 and we’ve seen workplaces dramatically evolve over the decades. Here’s the top five industry trends in office printing that we see emerging for 2024:
Artificial Intelligence (AI) is set to revolutionize the world of office printers. With AI capabilities, printers can now analyze data, make intelligent decisions and optimize printing workflows. AI-powered printers can learn from user preferences, anticipate printing needs and automatically adjust settings for optimal results. This not only saves time and effort but also improves overall printing efficiency and accuracy. Furthermore, AI can enable printers to detect and prevent potential issues, even before they occur. By continuously monitoring printer performance and analyzing data, AI-powered printers can identify maintenance needs, predict component failures and even order replacement supplies automatically. This proactive approach eliminates downtime and ensures uninterrupted printing operations. The Impact of Hybrid Work On Printer Technology The expansion of hybrid work models, where employees split their time between remote and office work, has significant implications for printer technology. With employees working from a variety of locations, the demand for flexible and versatile printing solutions has increased. Hybrid work also calls for enhanced mobile printing capabilities. Employees need the ability to print from their smartphones, tablets and laptops, regardless of their location. Printers that support secure mobile printing technologies, such as uniFLOW or PaperCut are forecasted to be popular in 2024. Moreover, printer technology will need to adapt to the changing collaboration needs of hybrid work environments. Printers with built-in collaboration features, such as document scanning and sending to an email address or internal organizational file will facilitate seamless collaboration and streamline workflows. Enhancing Cybersecurity Measures for Business Printers With cyberthreats on the rise, the need for robust cybersecurity measures to protect office printers (and any other networked office technology) is paramount in 2024. Cyberthreats are evolving, and if left unprotected, printers could be vulnerable entry points for hackers. Here’s what printer manufacturers are doing to address this:
Environmental sustainability is an integral part of any office environment. Even more so, in 2024. Today’s newer generation of multi-function printers are equipped with energy-saving modes when not in use and can be configured to combine multiple office productivity functions within one compact device. Printing, copying, scanning and faxing (or any combination of these) are productivity-boosting choices. In addition, a review of a business’s current office technology devices, fleet use data and a short discussion about business goals is often all that is needed to help a knowledgeable office technology provider design an older print fleet into a cost-effective and more environmentally sustainable office solution. Leveraging Printers for More than Just Printing The simple printer of yesteryear has grown-up and many of today’s multi-function printers include document scanning and digital archiving capabilities. This allows businesses to digitize their paper documents, store them electronically, and easily retrieve and share them when needed. By eliminating paper-based processes, businesses can increase efficiency and reduce storage costs. How to Optimize Your Print Fleet Don’t let the wrong technology hold your business back. Contact me at aflesch@gflesch.com or 815.249.8311 for a no obligation expert review of your office equipment and learn more about what Managed Print could do for you. By: Deepshikha Shukla, associate vice president of Business Innovation and dean, Rockford UniversityTerms like ‘great resignation,’ ‘quiet quitting,’ ‘great attrition’ and ‘gig economy’ have permeated the talent landscape vocabulary in the past few years. The COVID-19 pandemic greatly accelerated and exacerbated the already rapid technological advancements in the modern era that exposed a skills gap in the hiring and retention realm. With planning, employers and potential employees in the pre-pandemic era might have created gradual change, but the pandemic made those needs imminent. Forbes magazine reported: “According to a McKinsey report, lack of career development and advancement is the top reason for leaving a job. Eighty-seven percent of organizations ‘know they have a skills gap or will have one within the next few years.’ But in a study by PWC, only 40% of employees say their company is upskilling, and only 26% said their employer is automating or enhancing work through technology.” The skills gap refers to the disparity between the skills that employers need and the skills that job seekers possess. This can occur due to technological advancements, changes in industry requirements or inadequacies in the education system to equip individuals with relevant skills, among other reasons. The higher education industry, which has traditionally prepared future job-seekers, is massive and, therefore, has substantial inertia that hinders agility. This paved the way for companies like Google, IBM and Salesforce, who developed in-house industry certifications, to meet their needs through competency-based education – learning that focuses on the demonstration of specific skills or competencies rather than the amount of time spent in a classroom. Large companies such as these had the means and they adapted. However, the bulk of the small- and medium-sized businesses that make up a significant part of the U.S. (or global) economy and drive prosperity at the local and state level do not have the same means, resources and access. If you add to that the challenge of digital transformation necessitated by generative AI and cybersecurity considerations, there continues to be a substantial demand for re-envisioning the current workforce development needs. Higher education can and should play a pivotal role in competency-based education, reskilling (training that leads to acquiring new skills to transition into a different job role or alternative roles), and upskilling (training in new skills/capabilities that could enhance one’s career). Here are some ways a local higher education institution can help fulfill these needs: Identify industry needs – This requires higher education to work closely with industries to understand their current and future needs for skilled professionals. By identifying the skills in demand, institutions can tailor their professional programming to address those needs. Develop relevant curriculum – Institutions can design professional programs that focus on developing the specific skills and competencies required by employers. This may involve updating existing curricula, creating new courses or integrating experiential learning opportunities. Provide hands-on training – They can offer practical, hands-on training through internships, co-op programs and project-based learning. These experiences allow students to apply theoretical knowledge in real-world settings and develop the practical skills needed in their chosen field and also provide a glimpse into their future jobs/careers. Offer continuing education and reskilling/upskilling opportunities – With the rapid pace of technological growth, professionals need to continuously update their skills to stay relevant in the workforce. Institutions can provide continuing education programs and opportunities for upskilling and reskilling to help individuals adapt to changing industry requirements. Foster partnerships – Collaboration between higher education institutions and industry partners is essential for ensuring that professional programming remains aligned with industry needs. Partnerships can facilitate curriculum development, internship placements, guest lectures and other initiatives that enhance the relevance and effectiveness of professional programs. Rockford University (RU) recently launched the College of Professional and Extended Learning to provide programming to address and bridge the skills gap in the greater Rockford area by consolidating and/or enhancing existing programming. For example:
Deepshikha Shukla, trained as a theoretical nuclear physicist and has served in higher education for 18 years. An educator with a passion for problem-solving and social justice, she serves as the AVP of Business Innovation and dean at RU. She was the 2022 RU Employee of the Year and received the 2023 Women in Business Excellence in Leadership award. The views expressed are those of Shukla and do not necessarily represent those of the Greater Rockford Chamber of Commerce. This article was originally printed in the April, 2024 Issue of The Voice. Find it on page 5! RACVB & Rep. Maurice West Announce Restaurant Relief Grant Program for Rockford, Winnebago County3/7/2024
Illinois State Rep. Maurice West, D-Rockford and the Rockford Area Convention & Visitors Bureau (RACVB) announced the launch of a $1.5 million state-funded grant program. The funding will provide vital relief to restaurants in Rockford and Winnebago County that suffered skyrocketing unemployment insurance rates resulting from state-mandated closures. RACVB will serve as the grant administrator, overseeing the application and distribution of funds to eligible restaurants in Winnebago County.
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