The reason this “tech meets HR” marriage is so exciting is how quickly the technology evolution has disrupted HR and enhanced the way HR professionals get things done. Now there’s another big disrupter on the horizon, one that you would be wise to keep your eyes on: Artificial intelligence.
In layman’s terms, artificial intelligence (or, AI as it’s commonly referred to), is an area of computer science where computers are “developed” to behave much the way humans do. There are three levels when it comes to AI, depending on how advanced the computers get, and the measuring stick is “human reasoning.”
Strong AI genuinely simulates human reasoning. These systems not only think, but can also “explain” how humans think and reason.
Weak AI includes systems that can “think” (computers playing chess against human chess masters, for example), but don’t tell us anything about how humans think, and the systems don’t really think themselves.
In-between AI includes systems that are informed by, or inspired by human reasoning. Examples include Google’s Deep Learning (driven by big data) and IBM’s Watson, a system that can answer questions by analyzing thousands of pieces of text, discerning patterns, and weighing evidence, a sort of “layered learning,” much like the way our brains learn. This in-between area is where most AI work is being done today.
The biggest driver of AI’s impact in the HR industry is the massive growth of big data. Until now, we haven’t had access to simple software systems with which to track and analyze internal employee data (think sick days, vacation requests, hiring trends, workflow, etc.). Today, most businesses have undergone some degree of digital transformation, and rely on this type of technology. HR professionals are recognizing that this valuable data and the insights teased from it play a major role in reducing risk and driving decision-making, when it comes to talent management and organizational performance.
Here are four ways AI has the potential to have an enormous impact on HR.
The pace of technological change in our work worlds is happening so quickly that a recent World Economic “Future of Jobs” report estimated “…some 65 percent of children entering primary schools today will likely work in (jobs) that don’t currently exist.” And many of those jobs will probably be related to computer learning and predictive analytics. Human resources professionals need to start embracing big data today, so they can be prepared to embrace the incredible advancements in artificial intelligence of tomorrow.
Photo Credit: Filippo B. via Compfight cc
In this guest contribution from Steve Vonder Haar, Senior Analyst with Wainhouse, a Futurum Group…
In this guest contribution from Craig Durr, Senior Analyst with Wainhouse, a Futurum Group Company,…
Futurum's Daniel Newman dives into the recent announcement coming out of Micron, that they will…
Futurum analyst Michael Diamond recaps the Amazon Devices and Services event and reviews some of…
Futurum senior analyst Steven Dickens provides his take on the latest announcements coming out of…
Futurum’s Ron Westfall and Daniel Newman examine Micron’s financial results for the fourth quarter 2022…