AI Visionaries

It was fantastic being a part of #CHRO event today.. As a group, we discussed : 1. How can AI transform HR business effectiveness and overall employee experience with 3 As : Assist, Automate, Augment. #Assist - In answering questions, making informed decisions. #Automate - Routine, tedious and time-consuming operational tasks (Job description, engagement surveys, time away, shift swaps, personalized content). #Augment - the judgement, productivity and effectiveness of work. (Autonomous payroll, HR service desk, Report generation, Scheduling optimization). 2. Organizations are struggling to balance #AI innovation with people-centric focus. As per Dayforce research, 43% of employees are worried about AI. Almost half of surveyed workers expect significant job changes from AI in the next five years. 76% believe AI is in demand. Most of surveyed HR leaders fear lagging in organizational success without AI adoption in 12-24 months. 💡As a panel (in smaller group), Lisa Shea, Scott C. Carroll, Ebby Ajegbo, Carolene E., Liz Osterhus, Ragine Williams, M.S., SHRM-CP, Dipti Salopek and I, discussed below : 1. What are some of the unique considerations that organizations must overcome while implementing AI. 2. What areas of business AI could have an impact while improving employee experience. 3. How have privacy regulations hindered (or contributed) to AI strategies in organizations. #HR #HumanResources #AI #Automation #Technology #HRcommunity #Data #Analytics #Changemanagement #CHRO #Virtualevent Evanta, a Gartner Company Victoria Tracy Ringwood David Lloyd Amy Meichner Amy Onori Ana Quintela Rodriguez Andrew Diskin Chelsea Kaden Ely Bar-Ness Michelle Ricardo Laura Sapp Jim Scarfone Jennifer Bida Jay Hargis Nicolette Sherman Ricardo Pravda Tiffany Banks Yoyo Chung Dmitriy Potashnik David Green 🇺🇦 Dave Ulrich Steve Browne, SHRM-SCP LinkedIn

Webinar insights : Transforming HR & People Analytics with AI Few takeaways : 1. Success in AI hinges on how well it meets the needs and improves the experiences of end users.. If it can't do this we won't see adoption. 2. Successful implementation of AI would mean it is seamless for our users. For example : Not having to really learn prompt engineering but having the solution we build understanding the intent. Alternatively, the AI is being used in an indirect way where it is embedded into existing processes. 3. Predictive capabilities of AI are a big benefit, and the more variables you feed the model, the accurate it may become to predict turnover. The key is to have data to do the prediction models somewhat accurately. For example : You can create a "turnover risk" score to identify high-value employees who are likely to leave in the next 6-months. Then HRBPs could intervene to try and retain them etc. 4. Involve employees in the transformation process and get their buy-in. Incorporate their feedback/ suggestions and communicate the plan to them with transparency. Train them well so they know how to use new tools/ processes. Overall, The discussion delved into how organizations are utilizing AI and its potential to revolutionize HR and people analytics practices. Panel discussed the ways to overcome challenges while adopting AI, importance of AI practices and ethical considerations in HR and more. Thanks for the insightful discussion, David Green 🇺🇦, Jasdeep Kareer, PhD (née Bhambra), Justin Shemeley, Andrew Elston Insight222 Tristan Hack Dave Ulrich Steve Browne, SHRM-SCP #peopleanalytics #HRcommunity #CHRO #peopledata #humanresources #HRwebinar #AI #GenAI AI Visionaries #HR #Tech #Analytics #People LinkedIn

🚀HireVue Research Insights : AI in Hiring - Perspectives from HR Leaders and Employees 🚀 HireVue recently surveyed 3,100 workers and 1,000 HR professionals across the U.S., U.K., and Australia to understand perceptions of AI in hiring. Here are the key findings: 💡Top AI Applications in Hiring: • 31% use AI for candidate communications • 27% use AI for resume screening • 27% use AI for assessments 💡Benefits for HR Leaders: • 53% have more time after automating manual tasks • 53% notice greater productivity • 50% experience faster turnaround in filling roles 💡GenAI Utilization by HR Leaders: • 59% use it to suggest improvements to job post content • 53% create the first draft of job post content • 52% summarize job post content 💡Employees Enhancing Job-Search Productivity with AI: • 53% update resumes using AI • 46% write cover letters with AI • 42% prepare for interviews with AI 💡Concerns About AI in Hiring: • 44% worry about biased recommendations • 42% are concerned about legal compliance • 36% are wary of poor communications AI technology offers a tremendous opportunity to revolutionize the hiring process, benefiting both HR professionals and employees. To fully realize these benefits, it's crucial for employers to choose AI hiring tools that balance technology with a human touch, ensure ethical use, and prioritize compliance with regulations. Report link : https://lnkd.in/gYYwTWWs #AIinHiring #HRTech #FutureOfWork #HRInsights #Recruitment #HiringTrends #TechInnovation #EmployeeExperience #WorkplaceTechnology #AIResearch #JobSearch #Hiring #TalentAcquisition #GenAI #HRLeaders #WorkplaceInnovation Dave Ulrich David Green 🇺🇦 Jeremy Friedman Natalie Dopp, SHRM-SCP, SPHR Neeru Monga Steve Browne, SHRM-SCP Brian Heger #HR #HumanResources #HR #AI #Technology #Tech #Automation #GenAI LinkedIn

🚀HireVue Research Insights : AI in Hiring - Perspectives from HR Leaders and Employees 🚀 HireVue recently surveyed 3,100 workers and 1,000 HR professionals across the U.S., U.K., and Australia to understand perceptions of AI in hiring. Here are the key findings: 💡Top AI Applications in Hiring: • 31% use AI for candidate communications • 27% use AI for resume screening • 27% use AI for assessments 💡Benefits for HR Leaders: • 53% have more time after automating manual tasks • 53% notice greater productivity • 50% experience faster turnaround in filling roles 💡GenAI Utilization by HR Leaders: • 59% use it to suggest improvements to job post content • 53% create the first draft of job post content • 52% summarize job post content 💡Employees Enhancing Job-Search Productivity with AI: • 53% update resumes using AI • 46% write cover letters with AI • 42% prepare for interviews with AI 💡Concerns About AI in Hiring: • 44% worry about biased recommendations • 42% are concerned about legal compliance • 36% are wary of poor communications AI technology offers a tremendous opportunity to revolutionize the hiring process, benefiting both HR professionals and employees. To fully realize these benefits, it's crucial for employers to choose AI hiring tools that balance technology with a human touch, ensure ethical use, and prioritize compliance with regulations. Report link : https://lnkd.in/gYYwTWWs #AIinHiring #HRTech #FutureOfWork #HRInsights #Recruitment #HiringTrends #TechInnovation #EmployeeExperience #WorkplaceTechnology #AIResearch #JobSearch #Hiring #TalentAcquisition #GenAI #HRLeaders #WorkplaceInnovation Dave Ulrich David Green 🇺🇦 Jeremy Friedman Natalie Dopp, SHRM-SCP, SPHR Neeru Monga Steve Browne, SHRM-SCP Brian Heger #HR #HumanResources #HR #AI #Technology #Tech #Automation #GenAI LinkedIn

What is an OKR ? Picture this: Your organization has an ambitious new goal of reducing wait time and improving customer satisfaction. The only problem? → There’s no system in place to effectively execute the idea and you have no clue where to start. That’s where Objectives and Key Results (OKRs) come into play. 💡 The methodology for OKRs was originally developed in the 1970s by Intel CEO Andrew Grove, who taught one of the company’s most successful salespeople, John Doerr, about the concept. Doerr later served on the board of Google and introduced its founders, Larry Page and Sergey Brin, to OKRs. The company implemented OKRs in 1999, and has used them every quarter since then. Organizations across the globe, including Disney, Samsung, Microsoft, Amazon etc., now use OKRs to help accomplish their goals. 💡How Are OKRs Used? → OKRs are made up of two components: #Objectives and #Key Results. An Objective is typically followed up with two to three Key Results statements. 💡Example of a HR OKR : OKR: Create a better new employee onboarding system within six months. Key Results: → Complete surveys of all new employees about their onboarding experience. → Research at least three competitors’ onboarding processes and present the analysis. → Meet with managers and leaders to gain feedback about onboarding process. According to Doerr, no more than seven OKRs should be set, with the optimal number being three or four. When there are just a few objectives, it’s easier to prioritize what needs to be done, decide what the most important goals are and stick to a timeline. Objective is the "what", and the key results are the "how". 💡Tracking : Track with the metrics that are defined by the written key results. Consistent weekly meetings or regular check-in conversations to review progress and fix any issues ensure that you are on track and aligned. Whether you’re using #KPIs, #OKRs, or both, make sure everyone on your team understands and is aligned with the goals. "OKRs are “KPIs with soul.” KPIs (Key Performance Indicators) are standalone metrics — they don’t necessarily communicate context or what direction the team needs to go in. OKRs provide that context. Since KPIs are measurable, they can sometimes make great Key Results. OKRs and KPIs can work together!" - As highlighted by Danielle Hughes in his book "Measure what matters: OKRs: The Simple Idea that Drives 10x Growth". 💡Refer to images below (Few examples curated by Atlassian for better understanding). Are you using OKRs or KPIs in your organizations? or both? Do share your views in 'Comments' section below.. #HR #HumanResources #PMS #Performance #Goals #metrics #KPI #OKR Dave Ulrich David Green 🇺🇦 Josh Bersin People Matters Eric Partaker Ashley Faus Avani Solanki Prabhakar Amy Coleman Steve Browne, SHRM-SCP Michael Watkins Brigette Hyacinth Brian Heger Marshall Goldsmith LinkedIn

🚀 How can HR create more value for all stakeholders? 🚀  Answering this question will enable you and your organization to: → Make informed choices with actionable insights about where to prioritize your HR work. → Intentionally disclose what you are doing, its impact, and improvement plans. Making informed choices and intentional disclosures is relevant for many stakeholders (See figure 1 below) Basis a research study, Dave Ulrich suggests six specific actions and questions that allow business and HR leaders to create more value. (See figure 5 below) 1️⃣ Articulate a point-of-view 2️⃣ Define, seek, track outcomes over activities. 3️⃣ Prioritise what matters most 4️⃣ Apply innovative and relevant methodology. 5️⃣ Translate to stakeholder value 6️⃣ Scale, leverage and improve work Article link : https://lnkd.in/gNYC7SyQ #HRstrategy #Humanresources #Valueproposition #HR

🚀Chief HR Officers-How do you develop your organization's talent strategy?🚀 Below is a list of 3 categories with few questions to begin with! This is just a small sample that can be used as a starting point. You may modify it as per the fitment and requirement. These questions will help you to stimulate ideas to develop talent strategy. 3 categories : 1. #Overall strategy - For eg. : What's our strategy for moving talent internally between lines of business or functional areas? 2. #Succession planning - For eg. : Are the executives two to three levels below the C-suite getting the experience and development they need to drive our current and future strategies? 3. #Diversity and Inclusion - For eg. : How are we investing in recruiting, developing, and promoting a diverse workforce? What are the results of those efforts? These are just 3 categories - you may want to add more, like #Wellbeing, #Recruitment, #Onboarding, #Talent management, #Learning and development, #Reward and recognition, #Compensation and #Total Rewards, #Exit processes etc. Note - Sample questions are pulled from various resources, including PwC, SAP, Brian Heger 'Repost' it if you find it useful. Share your views in 'Comments' section below. #HR #Organization strategy #talent strategy #Human resources #workforce #CHRO #HRLeaders Dave Ulrich Steve Browne, SHRM-SCP David Green 🇺🇦 Adam Grant Dr. Debjani Roy AIHR | Academy to Innovate HR peopleHum People Business Consulting BW People.in Gary A. Bolles Marshall Goldsmith Josh Bersin

🚀 The Four Quadrants of Leadership and Relationship between Connection and Competence 🚀 💡Is it better to be good at your job or to be able to connect with your people? Of course, the answer is both, but how do competence and connection interact, and WHY do you need both? Read on.. Marc Randolph, the first CEO of Netflix, once shared that his secret to success was doing 10% more than what was expected. Contrast this with a common sentiment in today's environment where many feel that employees aim to do less than what is expected. In such a setting, merely pointing out gaps without a plan to bridge them won't help you or your team. This is where the concept of the Vulnerable Leadership comes into play. 💡What’s the relationship between vulnerability and leadership, and why do you need BOTH? Below, you’ll find a quadrant with four types of leaders. As you read about each one, ask yourself what kind of leader you are and what kind of leader you work with. Based on the model, there are four types of leaders within a quadrant of #vulnerability and #leadership (or #competence and #connection). These are the crucial aspects of a great leader: Excel at your job and connect authentically with those you lead. 1. The Novice : Someone who is either new to their leadership journey or not a leader yet. 2. The Robot : Someone who is effective in leadership but struggles with vulnerability. These stereotypical leaders focus more on competence than connection. They may excel at their jobs but have a hard time motivating, inspiring, and engaging their people. 3. The Incompetent Leader : Someone who is vulnerable but struggles with leadership. They consistently point out gaps without demonstrating efforts to close them. Perhaps once competent, they stopped learning and growing after becoming a leader. 4. The Vulnerable Leader : Someone who combines the elements of vulnerability and leadership to achieve positive change and outcomes. These are the leaders who are both good at their jobs and can connect with their people genuinely really well. This type of a leader is not only comfortable exploring the gaps that they have but more importantly demonstrates how they are trying to close those gaps. Understanding where you fall on this quadrant and how you can lead with vulnerability will help you navigate change, drive business performance, create trust, and unlock your potential and that of those around you. Don’t be vulnerable…lead with vulnerability. This is why it’s so crucial to bring together, BOTH, vulnerability AND leadership. What kind of leader are you? and what kind of leader do you work with? Share your views in 'Comments' section below.. #BookSummary #Leadingwithvulnerability #HR #Leadershipstyles Dave Ulrich Steve Browne, SHRM-SCP Josh Bersin Michael Watkins Adam Grant Marshall Goldsmith LinkedIn George Rogers Gary A. Bolles

What is an OKR ? Picture this: Your organization has an ambitious new goal of reducing wait time and improving customer satisfaction. The only problem? → There’s no system in place to effectively execute the idea and you have no clue where to start. That’s where Objectives and Key Results (OKRs) come into play. 💡 The methodology for OKRs was originally developed in the 1970s by Intel CEO Andrew Grove, who taught one of the company’s most successful salespeople, John Doerr, about the concept. Doerr later served on the board of Google and introduced its founders, Larry Page and Sergey Brin, to OKRs. The company implemented OKRs in 1999, and has used them every quarter since then. Organizations across the globe, including Disney, Samsung, Microsoft, Amazon etc., now use OKRs to help accomplish their goals. 💡How Are OKRs Used? → OKRs are made up of two components: #Objectives and #Key Results. An Objective is typically followed up with two to three Key Results statements. 💡Example of a HR OKR : OKR: Create a better new employee onboarding system within six months. Key Results: → Complete surveys of all new employees about their onboarding experience. → Research at least three competitors’ onboarding processes and present the analysis. → Meet with managers and leaders to gain feedback about onboarding process. According to Doerr, no more than seven OKRs should be set, with the optimal number being three or four. When there are just a few objectives, it’s easier to prioritize what needs to be done, decide what the most important goals are and stick to a timeline. Objective is the "what", and the key results are the "how". 💡Tracking : Track with the metrics that are defined by the written key results. Consistent weekly meetings or regular check-in conversations to review progress and fix any issues ensure that you are on track and aligned. Whether you’re using #KPIs, #OKRs, or both, make sure everyone on your team understands and is aligned with the goals. "OKRs are “KPIs with soul.” KPIs (Key Performance Indicators) are standalone metrics — they don’t necessarily communicate context or what direction the team needs to go in. OKRs provide that context. Since KPIs are measurable, they can sometimes make great Key Results. OKRs and KPIs can work together!" - As highlighted by Danielle Hughes in his book "Measure what matters: OKRs: The Simple Idea that Drives 10x Growth". 💡Refer to images below (Few examples curated by Atlassian for better understanding). Are you using OKRs or KPIs in your organizations? or both? Do share your views in 'Comments' section below.. #HR #HumanResources #PMS #Performance #Goals #metrics #KPI #OKR Dave Ulrich David Green 🇺🇦 Josh Bersin People Matters Eric Partaker Ashley Faus Avani Solanki Prabhakar Amy Coleman Steve Browne, SHRM-SCP Michael Watkins Brigette Hyacinth Brian Heger Marshall Goldsmith LinkedIn

🚀 20 best #AI Marketing tools that some of the big brands like Google, IBM, Airbnb etc are using today 🚀 💡In 2024, #Marketing is all about #data - information on your #competitors, market #trends and what your potential #customers talk about your product. AI makes this process much simpler. 💡Techniques including #sentiment analysis can be used to aggregate positive and critical product reviews. Competitor intelligence can keep you up to date with what competitor brands are doing. 💡You can improve the #ROI of your marketing campaigns with better targeting. Read on.. 🚀 Here are 20 AI marketing tools you must try in 2024 🚀 1. Lexica (For blog thumbnails) 2. Notion AI (For productivity) 3. Content at Scale (For generating SEO blog posts) 4. Originality.AI (For AI content detection) 5. Writer (For content writing for teams) 6. Undetectable AI (For rewriting AI content) 7. Fullstory (For digital experiences) 8. Zapier (For automating tasks) 9. Hemingway (YC W24) (For content editing) 10. Chatfuel (For chatbots) 11. Grammarly (For content editing) 12. ALBERT AI (For digital advertising) 13. Headlime (For landing pages) 14. Userbot.AI (For conversation management) 15. Browse AI (For scarping web pages) 16. Algolia (For search and recommendation APIs) 17. Photoroom (For removing image backgrounds) 18. AI Response Generator Replyio.com (For email replies) 19. Brand24 (for media monitoring) 20. Influencity - Influencer Marketing Platform (For influencer marketing) Which of the marketing tools are you currently using in your organizations? Do share your views in "Comments" section below. "Repost" if you find it useful. #Marketing #AI #Automation #Technology #Tech #Software Ann Handley Neil Patel Gary Vaynerchuk Jay Baer Larry Kim Ryan Holmes Brian Solis Orlando Baeza Lola Bakare Jess Cook Tim Hanson Joe Polizzi Rand Fishkin Shishir Agrawal #Marketingtools #Artificialintelligence #marketingtrends