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Applying A.I. to Engage the Workforce and Contribute to the Bottom Line

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With the advancement of A.I. and machine learning, HR has entered an inflection point where it has unlimited possibilities to personalize with each candidate and employee while automating and optimizing underlying business processes. By combining insights and enhanced decision-making abilities garnered through operational analytics, the future of human capital management and its impact on the business itself will depend primarily upon how well an organization taps into this emerging field. This session wil

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Applying A.I. to Engage the Workforce and Contribute to the Bottom Line

  1. 1. Empowering HR with A.I. Faster, Leaner, and Smarter Paul Seo IBM Global Services – Talent & Engagement Oracle HCM World 2018
  2. 2. 2 CEO’s #1 Concern Failure to Attract and Retain Talent (CEB CEO Interview 2018)
  3. 3. 3 Why?
  4. 4. 4 10,000per day enter retirement age over the next 12 years (44 million)
  5. 5. 5 42% (70 MILLION) of the U.S. workforce will consist of GIG workers by 2020
  6. 6. 6 2.6 years The average length of service of millennials (56% of the total workforce)
  7. 7. 7 550million members 200million millennials 3 million job postings 122 million interviews
  8. 8. 8 What are some organizations doing?
  9. 9. 9 Leveraging A.I. to do things FASTER LEANER SMARTER
  10. 10. 10 How?
  11. 11. Go mobile Almost 3 in 5 job seekers say organizations that offer mobile recruitment are more attractive to them1 Be engaging and responsive Candidates who are satisfied with their experience are 38 percent more likely to accept a job offer (54 percent vs. 39 percent). Source: IBM Smarter Workforce Institute, “Mobilize to realize: Job seeker insights for mobile recruitment success “ , 2015
  12. 12. Talent Acquisition Use AI to find, select, and onboard optimal talent • Link strategic and operational workforce planning • Conduct active & passive candidate recruiting • Provide interactive candidate experience • Assess strength of fit to each job opening
  13. 13. Talent Management Personalized Career Coach Using AI technology to guide, recommend, and coach the workforce • Personalized development coach • Learning recommendation • Internal opportunities finder
  14. 14. Talent Management Personalized Career Coach Using AI technology to guide, recommend, and coach the workforce • Personalized development coach • Learning recommendation • Internal opportunities finder
  15. 15. Talent Retention Use AI to assess attrition risk and identify retention drivers to: • Proactively manage attrition • Maintain optimal talent pipeline • Minimize operational disruption • Minimize cost of turnover
  16. 16. Uber Case Study Applying Social/Sentiment Analytics to Rapidly Adjusting Operation/Policies Social sentiment pick-up Negative chatter begins IBM policy reversed Employee sentiment returned to normal April 7, 2015 April 8, 2015 April 9, 2015 April 10, 2015 April 11, 2015 CHATTERVOLUME
  17. 17. 17 AI solutions along the entire employee lifecycle… Passive Candidate Recruiting Virtual Candidate Assistant RPA Onboarding Agent Candidate Quality Analytics Virtual Career Coach Employee Sentiment Analytics Virtual HR Agent RPA Driven HR Operations Predictive and Prescriptive Talent Analytics …to provide engaging, mobile, and high-touch experience … Strategic Workforce Planning
  18. 18. 18 …that yield definitive bottom line impact Passive Candidate Recruiting Virtual Candidate Assistant RPA Onboarding Agent Candidate Quality Analytics Virtual HR Agent RPA Driven HR Operations Predictive and Prescriptive Talent Analytics 20% increase in HR Satisfaction Score 25% reduction in service call re-open rates 20% Decrease in overall cost 30% Increase in recruiter productivity 22% Decrease in attrition
  19. 19. 19 How do you get started?
  20. 20. Ideation Building an AI-enabled digital strategy Ambition and Focus Incubation and Scale • Define business vision, objectives, and initiatives • Define enterprise / BU reinvention case, KPIs, and targets • Define target operating model and governance • Define new ways of working • Define and manage roadmap • Scan and assess market and user needs for pains to be addressed • Define future experiences, end-to- end processes, and enabling capabilities • Design future business and technical architecture • Define individual business case and alignment to broader reinvention case • Provide feedback on market receptivity, kill, or scale • Iteratively develop corpus of knowledge • Develop new cognitive organizations, resources, and skills • Iteratively prototype, build, test, and launch new capabilities • Monitor value case realization Build your AI strategy towards actions and outcomes in order to create an AI powered enterprise…
  21. 21. …via accelerated garage concept…
  22. 22. Pilot Sprint-1 Sprint -2 Sprint-N...Rapid agile business-value driven idea to pilot approach Understand Business Analysis, 1st Ideas Explore “Design Thinking” First Vision out of persona driven Scenarios Learn Build Measure & Feedback First rapid agile Pilot Show what is possible, refine value driven scope & priority Build Build Feedback Learn Learn Evaluate Measure & Feedback Measure & Feedback Understand and Prioritize Ideas, dependencies, Setup Priorities Marketing, Communication & Change Optimize & Challenge processes, content & forms ? Run & Optimize Project GO and use the momentum Initial Backlog Refine Backlog Refine Backlog Refine Backlog HR …that continuously learns, adjusts and refines toward the vision
  23. 23. 23 Contact Information North American Practice Leader Talent & Engagement Global Business Services 1-917-885-5732 elizebeth.varghese@ibm.com NA Oracle HCM Leader Global Business Services 1-305-342-2431 achobe@us.ibm.com North America Talent & Engagement Center of Competence Global Business Services 1-203-610-5592 paul.seo@ibm.com
  24. 24. QUESTIONS

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