Special report: How AI is shaping the workplace.
By Marta Chmielowicz
It is the year 2035 and robots powered by artificial intelligence (AI) are part of everyday life. Working as servants in every household and programmed to follow three laws of robotics, they nevertheless band together in a plot to take over the world.
Three strategies that help achieve the biggest impact from artificial intelligence.
By Sudhir Jha
As the global economy enters the age of artificial intelligence (AI), the conversation about how AI will impact the workforce has reached new heights. Questions around the negative implications of AI—including potential job loss and ethical dilemmas—are forcing organizations to consider a future fueled by autonomy. As more and more organizations are getting their AI strategies in place, HR needs to ensure that their workforce is ready.
By Elliot H. Clark
When you start a column off with a title from a Styx song, you are really dating yourself. Nonetheless, it seemed appropriate. HRO Today has recently completed a research report, sponsored by Alexander Mann Solutions, highlighting the rapid integration of artificial intelligence (AI) into HR technology and infrastructure. Within the study, there are several interesting findings which will be presented in detail at the HRO Today Forum North America.
First, let’s define AI. For years I have joked that artificial intelligence was something you got from politicians and online pundits. But now that software has come of age, it’s time to recognize it for what is really is. In a basic sense, AI is the ability for software to learn by observation without needing to be programmed for specific outcomes. For example, the “self-driving” car of the future does not get programmed to stop at red lights—it just does. The software observes millions of traffic patterns and learns what to do when the traffic light is red. Of course, my concern that it will accelerate at yellow lights shows I may not be a good role model for a robot, but you get the general idea.
Whilst adoption of HR technology varies throughout the Asia-Pacific region, an expert says it only has one place to go: up.
By Debbie Bolla
With the Asia-Pacific region undergoing intense economic and business change, it’s no wonder that organisations are seeking to update their technology systems in order to earn a competitive advantage. In fact, Sierra-Cedar’s 2016–2017 HR Systems Survey finds that more than 40 per cent of Asia-Pacific organisations are looking to improve or develop a new enterprise HR systems strategy. These strategies include increasing technology budgets; adopting additional technologies beyond payroll and core HRMS; upgrading to cloud-based services; and investing in analytics, mobile, and social applications. Mehul Rajparia, vice president of APAC for SaaS talent management solutions provider Lumesse, has a unique perspective on the market and shares his insights here.
Artificial intelligence has the potential to improve speed to hire, quality of hire, and candidate experience.
By Marta Chmielowicz
Chatbot technology is not new. In 2001, more than 30 million people were chatting with SmarterChild on AOL Instant Messenger, and now, chatbots are everywhere. Want to order pizza, see next week’s weather forecast, or get some personal shopping recommendations? There’s a bot for that.
New tech tools can help HR improve hiring processes.
By Michael Switow
Before he joined Allegis Global Solutions, Paul Martin applied for a job at an Australian bank. He thought he was more than qualified for the role, but months went by without any word from the company. After four months, Martin received an automated email stating that he did not get the role. As an HR professional, he understood the requisition was closed and that companies use automated technologies to reply to applicants. But the fact that a formatted letter was the only communication he received left a bitter aftertaste.
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