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Beyond Digital HR: When Everyone is in the Cloud, Who Wins?


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Executives in every line of business are exploring how AI, or cognitive solutions, can impact their respective departments. CHROs are no exception and need to know how AI can complement existing investments in cloud HR. IBM’s recent research reveals areas where cognitive capabilities can be leveraged in the new HR era. IBM's 2018 HCM World discussion incorporates findings around how chatbots can be an integral aspect of the new digital HR experience with user-centric design that builds a motivated and high-performing workforce. Join us to explore our 2018 HCM World Update to IBM's HCM Research Findings.

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Beyond Digital HR: When Everyone is in the Cloud, Who Wins?

  1. 1. 1 Beyond Digital HR When everyone is in the cloud, who wins? Adhir Chobe, Partner Lissa Watson, Associate Partner IBM Next Generation Enterprise Applications Oracle HCM Hyper-growth Leaders
  2. 2. 2 THE FUTURE OF HR
  3. 3. 3 Every aspect of our lives will be transformed. In short, success in creating AI could be the biggest event in the history of our civilization...AI will be either the best, or the worst thing, ever to happen to humanity.” “ Professor Stephen Hawking
  6. 6. 6 6 PROGRESS ≠ PROCESS
  11. 11. 11 EX DRIVES CX
  12. 12. 12 Leading organizations are talent-centric andAI-powered
  13. 13. SaaS Self-Service Customer deals with complexity Same research required, this time by the customer Goal 1: To provide exceptional customer service Self-Service Isn’t Enough, expand focus to include Un-structured Data Goal Cognitive Customer expresses needs and makes choices Cognitive system performs analysis on available data and presents better information. Customer is given better input to make choices. Without the “clutter” of underlying information, customer can focus on weighing decisions. Staff engagement enriched 13 Today Answers pieced together from multiple data points in disparate systems Today Limited to availability and experience of staff Answers pieced together from multiple data points in disparate systems “Wow. My HR department really cared about my situation and dug into my options.”
  14. 14. Low Performers 1. Identify the ‘segments’ 2. Isolate the predictors 3. Deploy targeted AI Solutions Sourcing Selection Experiences Learning CompensationPromotion Average Performers Top Performers Talent Centric: Study the Best Using Data Science
  15. 15. 15 Our Strategy Strategic Shift Our Expertise New Skills Our Systems New Ways of Working Our Leaders New Ways of Leading Our Structure Simpler Organization Our Culture Agility and Innovation 6:100-45% -6 650165K +22% IBM’s transformation journey
  16. 16. 16 Attract Retain Develop GrowEngage Deploy Serve Cognitive Onboarding Agent Find Your Fit CogniPay Cognitive Talent Alerts Proactive Retention Feedback App IBM ExpertiseYour Learning Blue Matching Cognitive Chatbots Social Pulse Watson Career Coach IBM’s transformation journey: deploying AI
  17. 17. 17 From To Business Process Decomposition Data Science First 1 HR experiences reinvented for a new era Behaviors, Persona Empathy, Design Thinking Micro Services Technology-led Change (Agile)ERP System-led Change (Program) Analytics and BI last in roadmap Process does not equate to progress anymore
  18. 18. CV AI Systems of Engagement Talent Development L I S T E N · A S S E S S · D E V E L O P Talent Acquisition S O U R C E · A T T R A C T · R E T A I N M A N A G E · I N S P I R E · E N G A G E Candidate Advisor Career Coach Personalized Learning Virtual Advisor Content Collator Recruiter Assistant Compliance Advisor Virtual Assistant Talent Insights On-Boarding Advisor Feedback HR Operations CV CV CV
  19. 19. Talent Acquisition Acquire higher quality talent with AI and improved candidate experience Talent Development Faster and personalized skill building and powerful new content controls HR Operations High touch HR:1 click to self sufficiency. Single point of entry and HR augmentation I N C R E A S E I N R E C R U I T E R P R O D U C T I V I T Y 3 0 % D E C R E A S E I N V E N D O R E X P E N S E 2 0 % D E C R E A S E I N H R S E R V I C E D E L I V E R Y C O S T 2 0 % HR Reinvention & Capability D I G I T A L C H A N G E
  20. 20. Business disruption Experience disruptionTalent disruption Speed and agility Pressure for results Reimagine how people work From subjective to objective Competition for talent EX drives CX Future proof talent strategy People-centric experience
  21. 21. 23 "the last, best experience that anyone has anywhere becomes the minimum expectation for the experiences they want everywhere...”