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Connect with me: https://www.linkedin.com/in/davidswanagon/
The Future of Work = People + Machines
How to leverage AI to optimize human capital performance
David Swanagon | December 9 2022
People Analytics Camp
Connect with me: https://www.linkedin.com/in/davidswanagon/
01 Leading Machines in the Digital Era
02 Ethical AI and the role of Data Privacy
03 Critical Skills for Future CHROs
Agenda
Connect with me: https://www.linkedin.com/in/davidswanagon/
The Future of Work = People + Machines
• Merger of CHRO and Chief Digital Officer
• Employee Workspace (3 Dimensions)
Physical, Hybrid, and Metaverse
• Bot as the Hiring Manager
• 75% of talent will be borrowed
• Digital Avatars for non-working hours
Emerging Trends
Success Requires an AI Driven Framework
Connect with me: https://www.linkedin.com/in/davidswanagon/
CHRO of the Future
Traditional HR Activities
• CEO Succession and Board Engagement
• Talent Management
• Employee and Labor Relations
• HR Business Partner for C-Suite
Data Driven Insights and Technology
• Strategic Workforce Planning (emphasizing critical skills)
• Business process design
• Neural Networks re: engagement, predictive attrition, and succession
• Machine Workforce (Bot as a Hiring Manager)
• IT Cost of Ownership—Full suite of cloud-based HR applications
25%
75%
In the next ten years, the CHRO and Chief Digital Officer roles will
merge. Talent will be fully embedded into the broader data strategy.
Connect with me: https://www.linkedin.com/in/davidswanagon/
Metrics that Matter
New Hire Attrition
Day 1, 30, and 90 are strongly correlated to
new employees being retained.
~5%
EPS
Learning Velocity
Percent of new learning achieved and
retained each year by employees.
~4%
EPS
Succession Plan Strength
# of Critical Roles that lack top talent has a
detrimental impact on profitability.
~7%
EPS
Bottom
Line
Impact
Many firms rely on HRBPs for root cause analysis
Many firms have difficulty tracking critical skills
Data-driven talent lists are an emerging trend
Degree of Sophistication among Fortune 500s
~16% Earnings per Share
Connect with me: https://www.linkedin.com/in/davidswanagon/
People Analytics follows four stages of maturity
Maturity Model [3-7 years to build]
Technical Focus:
Trend Analysis
KPI Dashboards
Leadership Skill:
Data Storytelling
Reporting
Technical Focus:
Regression
Sentiment Analysis (NLP)
Leadership Skill:
Change Management
Insights
Technical Focus:
Neural Networks
Time-Series Forecasting
Leadership Skill:
ML Ops
Predictive
Technical Focus:
Reinforcement Learning
Computer Vision
Leadership Skill:
Ethical AI Governance
Prescriptive
Most
Companies
HR Business Partner Data Scientist Sr. Data Scientist Principal Data Scientist
Connect with me: https://www.linkedin.com/in/davidswanagon/
Engineering/Technical Talent HR Professionals and related SMEs
Data Driven
Culture
Data Privacy and
Governance
Applied
Research
Data
Ecosystem
Automation &
Service Delivery
Dashboards and
Modeling
Programming
and Tools
Community
of Practice
Industry
Partnerships
Leadership and
Culture
Technology and
Methods
Talent And
Services
1-2 Years
5+ Years
1-3 Years
Time to Build
Evolving People Analytics Framework
Top Talent (Successor)
Connect with me: https://www.linkedin.com/in/davidswanagon/
Most critical skills (LinkedIn Talent Insights)
Skill Criticality Based on Market Demand
Excel
PowerQuery
Cloud
Computing
DevOps | CI-CD
Agile Methodologies
Python/R/SQL
Programming
ML Ops
HRIS Vendor Management
Tableau
Power BI
Legacy
Technologies
Neural Networks
Reinforcement Learning
Computer Vision
Storytelling (soft skill)
High
Talent
Availability
Low
Needed Critical
External Market Analysis: Data Scientist Critical Skills (example only)
Blue boxes are
the critical
skills, but most
difficult to hire
Critical Skills for People Analytics
Connect with me: https://www.linkedin.com/in/davidswanagon/
Consultancy
Service Delivery
Data Analytics
Data Engineering
Stakeholder Engagement
PMO/Governance
Build Models
Collect Data
Customer Facing
Technology Facing
Data Scientist ML Ops Senior Manager
Data Engineer
Demand Management
Solution Architect
Data Visualization
Engineering/Technical Talent HR Professionals and related SMEs Top Talent (Successor)
The Org Structure blends HR and STEM talent
Data Architect
Data Quality Manager
I/O Psychologist
Connect with me: https://www.linkedin.com/in/davidswanagon/
Ethical AI and Data Privacy are Critical Skills
Diversity, Equity
and Inclusion
Executive
Decision Making
Employee
Data Privacy
Employee
Connectivity
Regulatory
Pressures
Social
Pressures
----------- Machines Scale Human Strengths and Flaws -------------
Data Privacy is part of the Employee Experience

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David Swanagon: The Future of Work = People + Machines

  • 1. Connect with me: https://www.linkedin.com/in/davidswanagon/ The Future of Work = People + Machines How to leverage AI to optimize human capital performance David Swanagon | December 9 2022 People Analytics Camp
  • 2. Connect with me: https://www.linkedin.com/in/davidswanagon/ 01 Leading Machines in the Digital Era 02 Ethical AI and the role of Data Privacy 03 Critical Skills for Future CHROs Agenda
  • 3. Connect with me: https://www.linkedin.com/in/davidswanagon/ The Future of Work = People + Machines • Merger of CHRO and Chief Digital Officer • Employee Workspace (3 Dimensions) Physical, Hybrid, and Metaverse • Bot as the Hiring Manager • 75% of talent will be borrowed • Digital Avatars for non-working hours Emerging Trends Success Requires an AI Driven Framework
  • 4. Connect with me: https://www.linkedin.com/in/davidswanagon/ CHRO of the Future Traditional HR Activities • CEO Succession and Board Engagement • Talent Management • Employee and Labor Relations • HR Business Partner for C-Suite Data Driven Insights and Technology • Strategic Workforce Planning (emphasizing critical skills) • Business process design • Neural Networks re: engagement, predictive attrition, and succession • Machine Workforce (Bot as a Hiring Manager) • IT Cost of Ownership—Full suite of cloud-based HR applications 25% 75% In the next ten years, the CHRO and Chief Digital Officer roles will merge. Talent will be fully embedded into the broader data strategy.
  • 5. Connect with me: https://www.linkedin.com/in/davidswanagon/ Metrics that Matter New Hire Attrition Day 1, 30, and 90 are strongly correlated to new employees being retained. ~5% EPS Learning Velocity Percent of new learning achieved and retained each year by employees. ~4% EPS Succession Plan Strength # of Critical Roles that lack top talent has a detrimental impact on profitability. ~7% EPS Bottom Line Impact Many firms rely on HRBPs for root cause analysis Many firms have difficulty tracking critical skills Data-driven talent lists are an emerging trend Degree of Sophistication among Fortune 500s ~16% Earnings per Share
  • 6. Connect with me: https://www.linkedin.com/in/davidswanagon/ People Analytics follows four stages of maturity Maturity Model [3-7 years to build] Technical Focus: Trend Analysis KPI Dashboards Leadership Skill: Data Storytelling Reporting Technical Focus: Regression Sentiment Analysis (NLP) Leadership Skill: Change Management Insights Technical Focus: Neural Networks Time-Series Forecasting Leadership Skill: ML Ops Predictive Technical Focus: Reinforcement Learning Computer Vision Leadership Skill: Ethical AI Governance Prescriptive Most Companies HR Business Partner Data Scientist Sr. Data Scientist Principal Data Scientist
  • 7. Connect with me: https://www.linkedin.com/in/davidswanagon/ Engineering/Technical Talent HR Professionals and related SMEs Data Driven Culture Data Privacy and Governance Applied Research Data Ecosystem Automation & Service Delivery Dashboards and Modeling Programming and Tools Community of Practice Industry Partnerships Leadership and Culture Technology and Methods Talent And Services 1-2 Years 5+ Years 1-3 Years Time to Build Evolving People Analytics Framework Top Talent (Successor)
  • 8. Connect with me: https://www.linkedin.com/in/davidswanagon/ Most critical skills (LinkedIn Talent Insights) Skill Criticality Based on Market Demand Excel PowerQuery Cloud Computing DevOps | CI-CD Agile Methodologies Python/R/SQL Programming ML Ops HRIS Vendor Management Tableau Power BI Legacy Technologies Neural Networks Reinforcement Learning Computer Vision Storytelling (soft skill) High Talent Availability Low Needed Critical External Market Analysis: Data Scientist Critical Skills (example only) Blue boxes are the critical skills, but most difficult to hire Critical Skills for People Analytics
  • 9. Connect with me: https://www.linkedin.com/in/davidswanagon/ Consultancy Service Delivery Data Analytics Data Engineering Stakeholder Engagement PMO/Governance Build Models Collect Data Customer Facing Technology Facing Data Scientist ML Ops Senior Manager Data Engineer Demand Management Solution Architect Data Visualization Engineering/Technical Talent HR Professionals and related SMEs Top Talent (Successor) The Org Structure blends HR and STEM talent Data Architect Data Quality Manager I/O Psychologist
  • 10. Connect with me: https://www.linkedin.com/in/davidswanagon/ Ethical AI and Data Privacy are Critical Skills Diversity, Equity and Inclusion Executive Decision Making Employee Data Privacy Employee Connectivity Regulatory Pressures Social Pressures ----------- Machines Scale Human Strengths and Flaws ------------- Data Privacy is part of the Employee Experience