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

1. Empowering HR with A.I.
Faster, Leaner, and Smarter
Paul Seo
IBM Global Services – Talent & Engagement
Oracle HCM World 2018

2. 2
CEO’s #1 Concern
Failure to Attract
and Retain Talent
(CEB CEO Interview 2018)

3. 3
Why?

4. 4
10,000per day
enter retirement age over the next 12 years (44 million)

5. 5
42% (70 MILLION)
of the U.S. workforce will consist of GIG workers by
2020

6. 6
2.6 years
The average length of service of millennials
(56% of the total workforce)

7. 7
550million members
200million millennials
3 million job postings
122 million interviews

8. 8
What are some organizations doing?

9. 9
Leveraging A.I. to
do things
FASTER
LEANER
SMARTER

10. 10
How?

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. 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. Talent
Management
Personalized
Career Coach
Using AI technology to
guide, recommend, and
coach the workforce
• Personalized
development coach
• Learning
recommendation
• Internal opportunities
finder

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. 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. 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
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
…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
How do you get started?

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. …via accelerated garage concept…

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
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. QUESTIONS