- The document discusses how artificial intelligence and machine learning can revolutionize talent selection and management beyond just chatbots. - It describes Infor's Talent Science solution, which uses behavioral assessments and predictive analytics to develop customized performance profiles that can reduce turnover by 42% and increase sales commissions by 23%. - A live demonstration is shown of how Talent Science analyzes assessment data and performance metrics to create predictive models and provide recommendations that match candidates to roles where they will be most successful.

1. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Dr. Kurt Steward
Vice President, Infor Public Sector
Dr. Jill Strange
Vice President, Infor Science Applications
SESSION CODE: 198242
The Next Revolution for Human
Resources:
ARTIFICIAL INTELLIGENCE BEYOND BOTS

2. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Lessons From the Past
Understanding the complexities and importance of
accurate behavioral assessment
Revolutionizing Selection through AI
How technological advances and 17 years of research
is driving Talent Science to predictive results
AI in Practice
A live Talent Science demonstration showcasing
behavioral assessment and performance profiles
TODAY’S AGENDA:
AI Beyond Bots

3. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Talent
Management
Artificial Intelligence Progression
B E Y O N D B O T S
Artificial
Intelligence
Analytics
How long are they staying
and why are they leaving?
HCM Bots
Siri-like capabilities in
HCM software
applications
Predictive Analytics
How do I know which top
performers are at risk?
Alexa
Amazon’s personal
assistant launched in 2014
Metrics
How many people did
we hire in the last
month?
Siri
Apple’s voice assistant
introduced in 2011

4. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Talent
Management
Artificial Intelligence Progression
B E Y O N D B O T S
Artificial
Intelligence
Analytics
How long are they staying
and why are they leaving?
HCM Bots
Siri-like capabilities in
HCM software
applications
Predictive Analytics
How do I know which top
performers are at risk?
Alexa
Amazon’s personal
assistant launched in 2014
Metrics
How many people did
we hire in the last
month?
Siri
Apple’s voice assistant
introduced in 2011
TALENT
SCIENCE
Infusing Machine and Talent
Our solution is fueled by behavioral
assessment and automated intelligence
17 Years of Research
To understand the perfect balance of
personality and technology
Understanding Results
We continuously apply what we learn
from our customers to improve
Human Sciences
We have a science team dedicated to
guiding the self-learning process

5. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Infor
Talent Science
Who are we?
Infor is an AI-driven predictive analytics company
What do we do?
See Results.
Our promise.
Easy. Scalable. Predictive.
Measurably reduce employee turnover, increase employee performance,
and streamline the recruitment process.
Use data and science to fundamentally understand what drives high
performance in your business, and then replicate it across your talent
pools.

6. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Lessons From the Past
Understanding the complexities and importance of
accurate behavioral assessment
Revolutionizing Selection through AI
How technological advances and 17 years of research
is driving Talent Science to predictive results
AI in Practice
A live Talent Science demonstration showcasing
behavioral assessment and performance profiles
TODAY’S AGENDA:
AI Beyond Bots

7. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
0
1
2
3
4
5
6
7
US Army Personnel
(Millions)
8
1939 1940 1941 1942 1943 1944 1945
9
A Desperate Need
to Recruit Talent on
a Large Scale
**StudyconductedbytheNationalWWIIMuseum
Only 189,389 active Army
Personnel in the US Military
1939
The US officially becomes involved
in WWII
1941
There are 8,267,958 active Army
Personnel in the US Military
1945

8. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
0
1
2
3
4
5
6
7
US Army Personnel
(Millions)
8
1939 1940 1941 1942 1943 1944 1945
9
**StudyconductedbytheNationalWWIIMuseum

9. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
General John S. Mallory:
Outstanding attributes of successful
leaders in the Allied Expeditionary
Forces in World War I:
1. Common Sense
2. Have Studied Your
Profession
3. Physical Strength
4. Cheerful and Optimistic
5. Display Marked Energy
6. Extreme Loyalty
7. Determined
GEORGE C.
MARSHALL
March 5th, 1920

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Successful Assessment
O F A F U T U R E P R E S I D E N T
George Marshall
Using subjective evaluation,
General George Marshall
recruited incredible talent to the
US Army
Dwight D. Eisenhower
A distinguished talent
found through subjective
evaluation
General Eisenhower
During WWII, Eisenhower was a
five-star general in the United
States Army

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A Future President
Successful subjective evaluation
led to the discovery of the 34th
President of the United States

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HOW?
ARTIFICIAL INTELLIGENCE
© 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.

13. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Measuring Human
Behavior is Extremely
Complex
Human behavior studies have been following
technological advancement over the years
Although it has been around for nearly 50 years, assessments are
just recently beginning to accurately understand people.
THE SCIENCE OF ASSESSMENT
Talent Science is taking the large amount of
knowledge and data acquired over the years to the
next level
A GOOD ASSESSMENT ISN’T ENOUGH

14. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
A PROGRESS
FOCUSED
ASSESSMENT
People
Opinion
Test
Data
With a focus on people and
data, you end up building a
system that is not only based in
objectivity, but also tailored
specifically to the people in
your organization.

15. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
How can we use AI and machine
learning to understand and improve our
workforce?
© 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.

16. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Lessons From the Past
Understanding the complexities and importance of
accurate behavioral assessment
Revolutionizing Selection through AI
How technological advances and 17 years of research
is driving Talent Science to predictive results
AI in Practice
A live Talent Science demonstration showcasing
behavioral assessment and performance profiles
TODAY’S AGENDA:
AI Beyond Bots

17. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
18M
PEOPLE PER YEAR
17
LANGUAGES
200M
PEOPLE TESTED
25+
COUNTIRES
11M
DATA POINTS
PER PROFILE
17
YEARS OF EXP.
Finding Meaning in Data
E X P A N D I N G O U R V I E W O F H U M A N B E H A V I O R
© 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.

18. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Looking Beyond Traditional Methodologies
Talent Science is looking to the future to help managers
and recruiters make better decisions now
Creating Quantifiable Intelligence
It is our goal to find all answers that are hidden in the data
so no detail is left out
Infor Coleman AI
Talent Science uses a combination of patented algorithms
and Coleman’s state of the art cognitive intelligence
BUILDING THE NEXT
GENERATION OF ASSESSMENT

19. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
SUCCESION PLANNING STRATEGIES
Teller
Branch Sales and
Service Rep
Customer
Service Rep
CUSTOM DEVELOPMENT & COACHING CONTENT
HIRED
Relationship
Manager
Branch
Manager
Assistant
Branch
Manager
FUTURE
CAREER
PATH
Branch
Branch
Customer Care
Center
Talent Science 2.0
P R O C E S S F L O W
© 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.

20. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Assessment
Job candidates complete
the Infor Talent Science
assessment
Behavioral DNA
Candidates apply online
and system extracts
Behavioral DNA®
Behavioral Profile
The system compares the
candidate’s Behavioral
DNA against a
Performance Profile
Report
A report is instantly
generated explaining how
the candidate differs from
the ideal behaviors for the
role
Predictive Talent Analytics
T O D E V E L O P A P E R F O R M A N C E P R O F I L E

21. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
ASSESSMENT
DATA
PERFORMANCE
DATA
INCUMBENTS CUSTOM
PERFORMANCE
PROFILE
CULTURAL
COGNITIVE
BEHAVIORAL
Proprietary Performance Profile
G E T T I N G T H E F U L L P I C T U R E
© 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.

22. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
9.1%
Irene Jones
9.1%
OPTIMAL TARGET
RANGE
CANDIDATE
RESULT
PREDICTIVE
POWER
Allison Jones
Product Manager
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23. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
RELATIONSHIPS PROBABILITY PREDICTIVE RESULTS
Creating the Profile
T O A C Q U I R E T H E I D E A L C A N D I D A T E

24. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
0
25
50
75
100
125
150
175
200
225
250
0 20 40 60 80 100
High performers
Mid performers
Low performers
Strength of the Relationship
I F I T W A S E A S Y :
PERFORMANCESCORE
AMBITION

25. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
0
25
50
75
100
125
150
175
200
225
250
0 20 40 60 80 100
PERFORMANCESCORE
High performers
Mid performers
Low performers
AMBITION
Strength of the Relationship
M O R E I S N O T A L W A Y S B E T T E R : B E S T F I T M A T T E R S

26. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
HIGH
SCORE
LOW
SCORE
HIGH
SCORE
LOW
SCORE
HIGH
SCORE
LOW
SCORE
= HIGH PERFORMER = LOW PERFORMER
Creating the Profile
T O A C Q U I R E T H E I D E A L C A N D I D A T E
High scorers and low scorers
begin to differentiate themselves
allowing for some analysis of
high scoring qualities.
SOME SEPARATION
Predictive power is limited
because lower scorers and high
scorers cannot be differentiated.
No clear “success” quality can be
seen.
LITTLE SEPARATION
High scoring candidates can be
clearly determined, giving the
best predictive power possible.
BIG SEPARATION

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Ambition
Acceptance of Authority
Creativity
Emotional Consistency
Job Atmosphere
Objectivity
Assertiveness
Leadership Impact
Pace
People Orientation
Tough-Mindedness
Confidence
Discipline
Social Contact
Competitive Fierceness
Mental Flexibility
Risk Taking
Sociability
Numerical ReasoningAnalytical
Practical
Team Orientation
Need for Recognition
Organizational Structure
Change Orientation
Energy
Optimism
Organizational Skills
Flexibility
Insight into Others
Realistic Thinking
Stress Tolerance
Verbal Reasoning
Attention to DetailBusiness Attitude
Reflective
Self-Reliance
Cooperative
Creating the Profile
T O A C Q U I R E T H E I D E A L C A N D I D A T E
RELATIONSHIPS PROBABILITY PREDICTIVE RESULTS
+ =

28. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Coleman and Talent Science
Broader Reach
• Beyond organizational data
• Calibrated to global workforce
Enhanced Precision
• Increased validity and defensibility
• Dynamically adjusts model to maximize
prediction
Infusing Artificial Intelligence and Machine Learning
© 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.

29. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
STUDY PARAMETERS:
• Sample size: 704 Employees
• Study period: 1.5 Years
• Comparison: With Talent Science vs. Without talent Science
This financial institution views their products, services, and employee investment as the keys
to their rapid growth. To ensure the best use of their current employees as well as new hires,
they partnered with Talent Science to create custom performance profiles. These customized
solutions ensured that all employees were placed in “best fit” positions, which resulted in the
significant decrease in turnover and increase in company performance.
RESULTS:
42.8%
lower turnover among those assessed
through Infor Talent Science
63.2%
lower involuntary turnover among those
assessed through Infor Talent Science
TURNOVER RATE:
Without
Talent Science
With
Talent Science
FINANCIAL
INSTITUTION
CASE
STUDY: 03
Financial
institution
reduces
turnover
42% with
Talent
Science

30. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
STUDY PARAMETERS:
• Sample size: 1,923 financial representatives
• Study period: 3 Years
• Comparison: Recommended vs. Not Recommended
This Infor Talent Science customer employs over 1,300 licensed, experienced field
personnel to assess personal financial situations and make recommendations based on
individual needs. This personal touch is built into the Performance Profile that helps select
representatives with the right core behaviors to maximize performance and reinforce the
company’s position as an industry leader.
RESULTS:
23.8%
higher first year commission for
Recommended hires compared to
those who were Not Recommended
19.5%
more insurance contracts placed for
Recommended hires compared to
those who were Not Recommended
SALES PERFORMANCE:
Not
Recommended
Recommended
| TALENT SCIENCE
08
INSURANCE
COMPANY
CASE
STUDY: 04
Sales team
increases
commissions
by 23% with
Talent
Science

31. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Lessons From the Past
Understanding the complexities and importance of
accurate behavioral assessment
Revolutionizing Selection through AI
How technological advances and 17 years of research
is driving Talent Science to predictive results
AI in Practice
A live Talent Science demonstration showcasing
behavioral assessment and performance profiles
TODAY’S AGENDA:
AI Beyond Bots

32. © 2018, Amazon Web Services, Inc. or its affiliates. All rights reserved.
Please complete the session survey in
the summit mobile app.

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Thank you! We enjoyed being here with you today!
Continue learning about the next revolution for human resources:
Infor.com/publicsector | @InforPubSector
Contact us:
Kurt.Steward@infor.com | 425-606-0135
Jill.Strange@infor.com | 469-998-2716