Every organization is looking at the future of work – how work is changing, how their workforce is evolving, and just as importantly, how their workplace needs to transform.
The Argyle Group recently hosted the Virtual Event: How HR Executives are Designing the Future of Work. The panel discussion featured the insights of cross-industry HR thought-leaders, showing how the latest in strategic thinking and HR technology is helping them attract and retain talent, build inclusive work forces, stream-line processes, and design their HR organizations to prepare for the future of work.
For the HR Organization of the future- Data is King
The amount of data that is being produced by people, whether it’s on the consumer-side or on the employee-side, is unprecedented. With such incredible access to data, HR executives are transforming their HR organization and are able to look at the things that will make a significant impact on their businesses… with new eyes. Access to cloud-computing and massive amounts of data has allowed HR executives to hone their talent acquisition and retention strategies, while also developing new ways of rewarding and engaging their workers.
For HR executives, there are several key messages when it comes to building a data-driven HR organization.
*First, look outside the box.
* Accessing the wealth of best practice data from external thought leaders, research analysts and other organizations will offer broad insights to transforming your 2020 HR strategy.
*Second, democratize your data by pushing down actionable insights to your workers, thereby allowing people to respond to information in the moment.
*And third, combining survey data with people analytics, or metadata from your communications will provide deeper insights than any one method alone.
*Finally, make sure you match your data to your objectives. The most effective use of data is to tie it directly to goals and rewards.
“As part of the cultural transformation work at Hilton, we established our objectives around the core values of the company and really worked on defining the core tenets of how we operate. By leveraging new data, tools and technologies, HR was able to glean important insights on how these tenets were being adopted in a division with historically high turnover, and more importantly, what could be done to improve retention.” Tushar Trivedi, VP Global Head of HR for Hilton Hotels
“As people move within the network, there’s a network map that’s created that allows us to see how people are communicating within the organization.” Going even deeper, he adds, the company is beginning to look at the tone of communications through natural language processing at an aggregate level.” Anthony Onesto, Chief People Officer at Suzy
“Making sure that you tie your data to outcomes and objectives is really important, and then tying it to bonuses, whether they be team or individual bonuses will ensure that there’s accountability.” Jes Osrow, Former Director of People and Culture at TodayTix
HR and Artificial Intelligence – Changing the Game
It really gets exciting when you consider how AI technology can fundamentally change the way work is accomplished. Mark Miller, Lead of the Workplace Transformation Practice – Collaboration Technology Group, Cisco.
Big data and artificial intelligence (AI) are changing the game for HR practitioners and technology providers alike. For example, cognitive assessments, one of the many by-products of big data and AI technology, can streamline the recruiting process and reduce the time to competency with more targeted and customized on-boarding programs. This can result in a more personalized experience within the workplace and can drive increases in productivity and employee engagement.
Artificial intelligence (AI) is defined in several ways along a spectrum of technologies. For example, Robotic Process Automation (RPA), is the lower end of the AI spectrum, and machine learning is at the highest end of the AI spectrum. Mid to higher level AI refers to technology used to do tasks that require some level of intelligence or learning to accomplish. It is based on advanced algorithms that can handle huge amounts of data, at high speeds, where the software can learn and correct automatically from patterns or features in the data. In HR, AI can be most readily applied to self-service transactions, recruiting and talent acquisition, payroll, reporting, access policies and procedures.
AI is changing the HR mindset:
- The HR job description will fundamentally change in the next five years.
- Progressive companies will be looking for creative innovators and data analysts in highly automated HR organizations.
- AI is increasing recruitment efficiency and attracting talent.
- Cloud based technology and chat bots are being used to dramatically reduce recruiting time and overhead. AI is connecting and aligning people to leverage knowledge and induce collaboration that otherwise may not occur.
For further insights from our event thought leaders, please request a copy of our eBook: How HR Executives are Designing the Future of Work and by attending Future Work Live.
Future Work Live is a dynamic event coming to New York City on New York City on December 4th and 5th comprising two days of workshops, training master classes and fireside chats that will give you the tools, training and connections you need to lead your organization through changing times. With over 50 speakers and 300 attendees, Future Work Live is the premier learning and networking opportunity of the year for senior HR executives and HR technology service providers.