Bits and networks have both sped up and changed how workplace diversity works, here’s how to keep up.
While HR was once a department of business that managed people, now it is looked to as the leader in company transformation and growth. It is the HR department that now works to make companies digital, so it’s possible to keep up with the ever-increasing speed of changes – not only in the human resources department but for business as a whole.
A recent Deloitte Digital paper on digital transformation and workforce diversity has revealed that over half of businesses studied are redesigning their HR programs to take advantage of digital and mobile tools. An impressive third of these businesses are using artificial intelligence (AI) while 41 percent are actively building apps to deliver HR services.
By leveraging digital, businesses are enabling themselves to become companies of the future. That means employing young, digitally savvy workers who are happy to do things solo. They share information transparently and use integrated digital systems at work which are designed around teams, productivity and empowerment.
HR departments now have their old responsibilities built on with the added pressure of rewriting the rules of how talent practices work. This means design-based thinking. As such HR departments now study employees across segments instead of using traditional career models. They then offer journey maps with local practices based on an integrated platform.
Bot based business
For example, the AI chatbot Wade can help employees with career strategies by showing them job opportunities in the company. For new recruits there’s AI bot Wendy which helps candidates understand company culture, job opportunities and the hiring process.
Bot’s like Firstjob’s Mya are able to eliminate up to 75 percent of questions people have during the recruitment process and Switch helps candidates find jobs with a Tinder-like experience.
Software vendor Unitive uses AI to write job descriptions based on actual discussions about the job. This can algorithmically identify gender, race, or generational bias so as to reduce unconscious bias in recruiting.
Leading the way
Digital company IBM is leading the way with its 400,000 people as it transitions to digital HR. An employee hackathon led to a new feedback process called Checkpoint, which increased engagement, alignment and goal management. In fact, IBM shut down its old global learning system in favor of a new digital platform where employees can publish what they feel is useful. Not only has IBM offered a new proprietary career management tool but it also uses its own AI system, Watson. This powers CHIP (Cognitive Human Interface Personality), an intelligent chatbot that can recognize and answer 200 of the most frequently asked questions. What’s key here is that this is learning so it’s becoming smarter and more useful all the time. This is the future of adaptive digital integration.
