HR Tech As A Part Of Digital Transformation | Interview With Albert Loyola, HR Tech Consultant | Part 2
HR leaders have to be aware that AI capabilities are not the solution for everything. They may create smarter decisions and higher quality solutions, but they have to be monitored and involve reskilling employees to be able to adapt to these changes.
….Continues from Part 1.
6. What do you find is the greatest pain for the industry of HR Tech, in your opinion, and what are your top 3 tips to the founders of HR Tech applications ?
A Shift From “Automation” To “Productivity.”
Organizations are implementing agile practices, creating team-centric organizations, and employees are overwhelmed with too much to do. Burnout, team engagement, and employee experiences are key issues, and we are now dealing different forms of communication in the workplace. Can tech founders build HR software that really improves productivity, provide predictions and helps teams work better together? That’s the next challenge. This where AI come to play to work alongside humans bringing technology more intelligent and useful.
Feedback, Engagement, And Analytics Tools
I remember that 10 years ago I was working in the consumer good business and we were implementing a brand-new performance management and engagement surveys, but both initiatives were designed on a year-basis approach. This reality has changed drastically, where employees are waiting for constant feedback and employee engagement is more than make “happy” employees and moving more towards to “design” experiences linked to customer value. Furthermore, the workplace has become a dynamic world of real-time survey systems, emotions analysis software, organizational network analysis (ONA) tools, and products that actually automatically ask your peers for feedback to give you real-time coaching and provide information to managers about skill development and career development
Chatbots to accelerate HR
Chatbots solutions (that were successful in marketing) are coming to HR to support candidate experience, interview scheduling, pre-screening and video interviewing. AI in recruitment will be huge. This is where HR tech founders need to focus to provide top-notch solutions. Chatbots come in different varieties, they range from simple to sophisticated, they’re becoming popular in the HR world by administering transactional and administrative tasks while delivering solutions and providing response 24/7. HR tech founders need to develop chatbots solutions that will make internal communications between candidates, recruiters, and employees easier and effective. Chatbots must have the ability to provide quick and customized answers to candidates and employees.
7. What is YOUR vision for the Future of applications in the HR Tech domain?
As I described before, I think we are in an early stage with regards to artificial intelligence in HR. Big technology players are reassessing their business models, services and products to remain competitive. In the last 2 years we have seen an explosion of “AI-HR startups” disrupting every single process and practice that HR had in place. The market is hot and there is high demand for innovate HR tech solutions. This will bring opportunities of scalable growth for everyone. I think long term- we will see some M&A where major or mid-size players will join to enhance their business portfolio, create synergies and expand to international markets.
For example, HireVue, AI-driven talent assessment suite and video interviewing solutions, has completed the acquisition of MindX, a game-based assessments company. Also, IBM and Cornerstone Expand Strategic Relationship to provide organizations around the world with the best HR consulting services and talent management technology
8. Honestly, if I was to be an employee at this day in age…I would probably be a very problematic one, not wanting to be followed on my every move. How do you think the future workplace will evolve to accommodate employees who will opt to be “off the grid”…Will such “independence” be tolerated? (as it will affect the data collected and analyzed).
I think the biggest challenge here is to create employee experiences. The “one size fit all” is gone. HR need to design customize experiences and to do that, HR needs to learn agile and design thinking tools to design “personalize work experience”. Dianne Gherson, IBM’S head of HR, interviewed by Harvard Business Review, led the employee experience overhaul using design thinking and mentioned “we have found that employee engagement explains two-thirds of our client scores. And if we are able to increase client satisfaction by 5 points, we see an extra 20% in revenue, on average”. What was the message? There was a direct impact between employee experience and customer experience but how to start? IBM brought people from different functions into the design process and teams were accountable to co-create the brand-new employee onboarding. Everything started with an initial assessment to understand new hire’s point of view and realize that the onboarding experience involved to work with a broader set of players to make it happen. In short: people are much less likely to resist the change when they had the chance to shaping the future in their organizations. Team collaboration and network organizations are key in the future workplace
9. Is there any message you would like to convey, as a summary, or to a question which was not asked, but you think is important to talk about?
I think there is no better time to be in HR. This technological revolution is putting HR on stage and on the other hand, brings new responsibilities, a different type of HR leadership and technology savvy capabilities.
10. And last but not least…Would you agree to a “humanoid robot” following your work day and your every move, so it can learn and evolve? You know, like an apprentice 🙂
Something is clear to me: there’s a new boss in the workplace: Artificial Intelligence (AI). Technology is moving so fast that we even have humanoids interacting with people, teams and learning from them. These evolving technologies will augment human capabilities, but they also raise a number of questions. How are human and machines going to work together?
I think Humanoids in the workplace are causing organizations to adapt to this new technology world, develop collaboration, innovation and team-oriented capabilities. However, this change will involve a huge mindset shift from the employee perspective.
To answer your question, it might feel weird at the beginning but its part of the “mindset shift” that employees need to embrace. Although we are still far from bots possessing a “general intelligence” like that of a human brain, business and HR leaders have to be aware that AI capabilities are not the solution for everything. They may create smarter decisions and higher quality solutions, but they have to be monitored and involve reskilling employees to be able to adapt to these changes.
HRTechnation – Thank you for sharing your insights with us, Alberto!!
Alberto Loyola is Managing Partner with Ignite Organizations, a talent and organization consulting firm. He serves as a trusted advisor to leadership teams on future workforce strategy, HR technology capabilities and integrated talent and HR solutions, he enables clients to address their future workforce needs and lead change in the face of digital transformation.
Alberto is a People Technology Advisor & Speaker on the Future of Work, Employee Experience, Design Thinking and Artificial Intelligence in HR. His work has been featured on different business and HR tech magazines. Alberto holds a Master Degree from Cornell University, in Human Resources
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