The Impact of GPT and Generative AI Models on People Analytics (Interview with Andrew Marritt)

Since ChatGPT was launched in November 2022, there has been a surge of interest and some concern about the potential impact of GPT and Generative AI models on business as well as on HR and workers. One recent report by Goldman Sachs suggests that AI could replace the equivalent of 300 million full-time jobs, as well as a quarter of work tasks in the US and Europe. However, the same report also predicts that, similar to previous industrial revolutions, there will be new jobs and a productivity boom.

How to Ensure AI in HR is Fair, Effective and Explainable

One of the most impressive examples of how to scale people analytics successfully comes from Capital One. During his five-year tenure as Head of People Strategy and Analytics at Capital One, from 2017 to 2022, Guru Sethupathy quadrupled the size of the function to around a hundred people and delivered significant value with his team to the business as well as Capital One’s Associates. Guru shared a case study of this transformation in Excellence in People Analytics and an episode of the Digital HR Leaders podcast: How Capital One Delivers Value at Scale with People Analytics.

Exploring the Future of Skill-based Organisations

According to PwC, three-quarters of CEOs are concerned about the availability of key skills and how this could constrain them from acquiring, developing, and retaining the talent they need to drive growth. This is prompting an increasing number of companies to transition towards a ‘skills-based organisation’. The effort to do so should not be underestimated especially as the consequence of this shift is that the dominant structure of work for the past century – the job – is increasingly being disrupted.

People AnalyticsAndreas De Neve & David GreenApril 6, 2023EX, skill-based talent, Skill Management, UpskillingComment

Using AI to Make Better Promotion Decisions

HR should be a key partner in shepherding organisations towards bias-free decision making, to ensure optimal outcomes for both employees and employers. It is the position of these authors that data and Machine Learning (ML) (i.e., a subset of Artificial Intelligence) can play a significant role in enhancing the conditions for minimising bias in decision making at all stages of the employee lifecycle.

Skills HR Leaders Need to Capitalise on AI

Artificial Intelligence (AI) in HR is the wave of the future. AI-enabled tools and technologies can be used to streamline processes, automate data management, and power people analytics. HR Leaders and professionals are quickly adopting the power of AI and data-driven insights to make more informed decisions when hiring, managing performance data, and developing better employee retention strategies.

Transitioning from Traditional Data Management to Modern People Analytics

Do you remember the spreadsheet? Back in the day, it was HR’s essential tool. Attendance data and productivity data, and benefits enrollment were all kept on individual spreadsheets on someone’s computer to use for all HR decision-making. The data was collected manually and from people of various backgrounds and training. Plus, these spreadsheets were susceptible to unwanted exposure or someone unintentionally corrupting the information, making it difficult to ensure data quality.

How To Connect People Analytics and Employee Experience

With 70% of surveyed respondents agreeing that business leaders have shown more interest in employee experience since the COVID-19 pandemic, it indeed is no surprise that employee experience has come to the forefront of improving business goals. Yet many companies are struggling with how to reach their goals with their EX efforts. Connecting analytic teams with business goals is a helpful way to overcome this challenge.

Leveraging ChatGPT in HR Activities: How Automation Can Support HR Upskilling

intelligence (AI) has been quietly helping us navigate the complexities of everyday life for years and has undeniably become a necessity in the modern age. In fact McKinsey research highlights that 58% of the businesses surveyed confirmed using AI for at least one function in the workplace. And the world of HR is no exception to this trend. A data-driven approach to HR is on the rise, and AI is at its core. It is being used to help with important decision-making around hiring, employee performance tracking and management and HR upskilling. And with the emergence of ChatGPT, HR professionals now have access to a powerful new tool that can revolutionise HR activities in ways that weren’t possible before.

People Analytics, Digital HRJasmine PanayidesMarch 22, 2023People Analytics, Data-driven HR, Upskilling, myHRfuture, AIComment

Why Are People the Key Ingredients to Data-driven Transformation?

One can't pick up an industry or trade publication without headlines extolling digital transformation, data-driven cultures, and artificial intelligence. Most of the focus is on new software, hardware, and gadgets that will magically "transform" its capabilities. We, too, are excited about the potential. Unfortunately, though, most transformation efforts fail. From our perspective, the most important reason is a too-narrow focus on technology, coupled with a failure to embrace people. Indeed, it appears that many transformation efforts view people as part of the problem.

People AnalyticsSalma Al Hajjaj & Dr. Thomas C. RedmanMarch 16, 2023Comment

Why Should HR and the Business Share the Same Definition of Employee Experience?

Employee Experience (or EX as it is known), continues to generate a lot of noise with organisations arguably putting increased focus on EX in the wake of COVID-19. Businesses know that people are one of their main assets, however meeting people’s expectations for the experiences they have at work is increasingly difficult. A move towards a more employee-centric approach to the experience of work requires a change in mindset across the enterprise. In this blog Caroline outlines why it’s important for the Business and HR to share the same definition of Employee Experience .

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