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Abhijit BhaduriGuest Author

Digital Human Resources: The Haves & Will-Not

By Abhijit Bhaduri

What can HR learn from other functions like Marketing who are trying to solve similar problems.

There are thousands of beauty products in the market. Every consumer’s skin type is unique. It is hard to know which product will work best for your skin type. Olay uses a smartphone app that is powered by Artificial Intelligence (AI) technology to simplify this process for the consumer. The consumer snaps a selfie and creates a profile by answering some questions. Using the new platform, the system can give you the “age” of your skin and identify problem areas. Once identified, it will give you suggestions on how to best care for these specific areas of your face, including a full face routine. And as the AI comes into contact with more faces and skin types, the faster it will learn and become better at identifying issues.

Three factors are driving the rise of AI in every business. The first is the increase in the amount of data being generated all around. The social media posts, GPS in phones, photos and videos that we share, the credit card trail we use to buy stuff from e-commerce sites, all generate 2.5 quintillion bytes of data every day. 90% of the data in the world today has been created in the last two years alone. That was in 2015. The pace has only increased since.

Low cost computing power because of all the connected devices and the cloud makes it cheap to do complex calculations. Machine learning techniques now allow us to analyze and verify millions of hypotheses in a day.

Can Digital HR solve hiring and learning problems

Now look at a similar problem organizations face. There are thousands of employers in the market. Every employer’s culture is unique. Every qualified candidate has a unique personality. It is hard to know which candidate will be the best fit for which employer. Imagine a smartphone app powered by AI that could simplify this process. The candidate just has to snap a selfie. Using the publicly searchable data about the person, the AI platform finds the critical elements of the role and company culture where such a candidate will thrive. On the day the vacancy gets created the employer and the candidate get notified and a meeting is set up to explore this possibility.

Finding gaps in the readiness of a candidate for the next role can be done by using AI. Imagine using an AI platform to let the system analyze your readiness for the role you wish to take. Then provides a recommendation of the way to build the gap. There are already AI driven coaching tools that can be used to change the talent management process in organizations. Artificial Intelligence lies at the intersection of big data, machine learning and robotics. HR can leverage AI to truly impact business outcomes.

Read On….

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abhijitAbhijit Bhaduri works as the Chief Learning Officer for the Wipro group. He lives in Bangalore, India. Prior to this he led HR teams at Microsoft, PepsiCo, Colgate and Tata Steel and worked in India, SE Asia and US. He is on the Advisory Board of the prestigious program for Chief Learning Officers that is run by the Univ of Pennsylvania. Visit http://www.abhijitbhaduri.com/   and follow me on Twitter @AbhijitBhaduri

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