There’s a skill gap that’s being overlooked in all our conversations about HR adapting to the changing worksphere.
Over the past two years, HR leaders have been poised to take on the digital revolution and lead their organizations in the exploration of new AI platforms, technologies, bots, and ways of transforming work. Much has been conjectured, hypothesized and proven.
The time has come for HR to sharpen its human edge so it can work in tandem with technology.
At the April 2017 HRPS Conference in Miami, Diane Gherson, CHRO at IBM, talked about how IBM is re-imagining workforce strategies through design thinking and co-creation. She stressed how employee expectations are being shaped by consumer experiences. IBM is responding by using AI in the form of digital assistants for self-service human resources support and to create personalized learning paths for employees.
The recruiting function of HR has drastically changed where leading corporations are early adaptors of chat bots that allow job seekers to make decisions about their career without having to go through the process of traditional job applications and pre-hire screening calls. These tasks are now being replaced by automated conversations that do not require “human” input.
Imagine a learning partner where a digital device suggests training courses for your professional development. Based on your course selection and the algorithm underlying it, the device helps you make decisions on which career path to choose. This puts prospective and current employees ahead of managers. There’s never been a time when so much is changing, and leaders need to keep their eyes on the technological imperatives to adapt quickly.
Over the past two years, HR leaders have been poised to take on the digital revolution and lead their organizations in the exploration of new AI platforms, technologies, bots, and ways of transforming work. Much has been conjectured, hypothesized and proven.
The time has come for HR to sharpen its human edge so it can work in tandem with technology.
At the April 2017 HRPS Conference in Miami, Diane Gherson, CHRO at IBM, talked about how IBM is re-imagining workforce strategies through design thinking and co-creation. She stressed how employee expectations are being shaped by consumer experiences. IBM is responding by using AI in the form of digital assistants for self-service human resources support and to create personalized learning paths for employees.
The recruiting function of HR has drastically changed where leading corporations are early adaptors of chat bots that allow job seekers to make decisions about their career without having to go through the process of traditional job applications and pre-hire screening calls. These tasks are now being replaced by automated conversations that do not require “human” input.
Imagine a learning partner where a digital device suggests training courses for your professional development. Based on your course selection and the algorithm underlying it, the device helps you make decisions on which career path to choose. This puts prospective and current employees ahead of managers. There’s never been a time when so much is changing, and leaders need to keep their eyes on the technological imperatives to adapt quickly.
Article Spotted by : Kathryn Benson
Article Published in: HR Reporter Sept 14, 2017
Article Written by : Suanne Neilsen
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