| | November 20189CIOReviewcompany and finding open roles for internal talent. In addition, more companies across the globe are now "employing" chatbots--essentially, AI agents that use natural language and engage with customers and employees.The technologies described above are being used in companies to augment initiatives in various parts of the talent management process to enhance the process in terms of scope and speed. And at the same time, these innovations are helping to reduce costs--a priority for nearly every company looking to maintain or gain an edge. Intel has a digital technology in place, which it named "Ivy," to answer their employees' questions regarding compensation, benefits, and various other topics in the HR domain. The program is designed to convincingly simulate how a human would respond to such questions. Moreover, one of the major aircraft manufacturing companies uses AI for sourcing and selecting potential applicants as a core part of the recruitment process. And an investment company uses AI predictive indexes to augment both on boarding new hires and promotion decisions. One of the most intriguing talent management applications of AI is its emerging use in the leadership coaching process. While the use of AI in coaching is still in its early phases, coaching apps such as Butterfly, Giant Otter, Voice Vibes, and Orai are being used by an increasing number of companies. Analyzing data from 360 feedback surveys and employee surveys, performance reports, and listening to voice cues, apps diagnose the coaching needs of their users and provide advice along with recommendations for training to address their deficiencies. As just one example, a large global pharmaceutical company is currently implementing an AI coaching program targeted at lower level managers. The results of this AI program are signaling that more developmental support to more managers is needed, across the enterprise. AI can also support leaders who currently have a human coach, working to target developmental needs in between live coaching conversations. In a world where more people are working remotely and over dispersed locations, AI can coach individuals who may have limited access to in-person mentoring and feedback. While for the foreseeable future experts do not see AI replacing human coaches, their roles will undoubtedly evolve as the technology continues to develop. (And we should add that future generations will have grown up interacting with and relying on technology).As AI continues to develop, there is a growing demand for IT and HR functions to work in partnership. While developing more advanced AI applications has numerous benefits for organizational performance including cost savings, service enhancements, and new market opportunities, realizing these performance benefits requires effectively addressing and leveraging workforce impacts. These include the elimination of jobs, the redistribution of work within the organization, and the upgrading of roles and responsibilities along with the creation of new roles. Managing those changes will require close collaboration. Everyone agrees that changes are inevitable, although the business community as a whole lacks agreement about AI's specific implications for the workforce, or the timing of its impacts. One thing they do agree on--the workplace of the future will look and operate fundamentally different from the way it does today. Using AI, with all of its technological advances, still requires human insights and the personal touch that is the essence of the HR function. As AI continues to develop, there is a growing demand for IT and HR functions to work in partnershipAmy Lui AbelLyle Yorks
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