KN1: IBM's HR Transformation and the Future of Work Gary Kildare Chief HR Officer, IBM
Transformation of HR and the Future of Work Ga Gary ry Kildare CH CHRO IBM BM Europe
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The HR Journey Cognitive Era Social Cloud Cognitive Mobile Standardisation Era Outsourcing • Consumerisation of HR • Personal Digital Assistants + HR practitioners Re-engineering Big Data & Analytics
IB IBM has has em emer erged ed as as a a cognitiv nitive e so solutions s and cloud platform company … to c … t compete an and w win in in in t the C Cognit itiv ive E Era All IBMers must modernise their skills, continuously innovate, work in new ways, and adopt a growth mindset. To help support and achieve those goals, our HR team must evolve. Evolving HR into an agile , outcome-oriented function
A COGNITIVE WORKPLACE A personalised and proactive employee experience designed to maximise potential, increase productivity and generate greater value from the workforce
EMPLOYEE EXPERIENCES TRANSFORMED WITH WATSON Transform Talent Transform Talent Optimise HR Development and Acquisition operations Engagement Get right people in right place Create an irresistible employee Engage and grow talent for at the right time experience maximum impact IBM Watson IBM Watson IBM Watson IBM Watson IBM Watson Recruitment Virtual Agent Talent Talent Insights Career for HR Coach Development Enterprise Social Messaging Collaboration Networking Mail that understands you; Manage your teamwork less clutter, more clarity; Engage with knowledge and and work with your teams connecting me to we expertise across the organisation Orient Me Moments Prioritised Inbox Show me what’s Summarise activities, Help me do what important to me actions and questions I need to do next
HR DISRUPTOR IBM Analytics Some Practical Examples
1. Bluematching IBM has thousands of open job postings at any given time – many of which are ideally suited for IBMers who have direct or adjacent skills - and we needed a way to match these roles to IBMers.
Co Compare employe yee profiles to open job requisitions and proactively y send empl employees ees po potent ential job b ma matches hes ba based ed on n ‘fit’ and nd career eer pr progres ession n obj bjec ectives es. 33,000 employees worldwide who participate in the Bluematching community 20% employees accepted recommended jobs across Business Units 3X Application rate in the community relative to the IBM general population 78% Increase in number of interviews after an employee joins the community
2. Executive Success Profile Senior level appointments are often ‘make or break’ decisions that carry significant upside or downside consequences. The challenge is to make the best decision across a range of factors – both for the role and the individual.
Wa Watson Personality Insights based big-da data a mode del l to cap aptur ure key ey expe perie ienc nces, environ en onmen ental f factor ors, s, a and c capabiliti ties t es to en o enable f e fact-bas based d sele lectio ion n de decis isio ions ns and and dr driv ive hig highe her suc uccess rates. 32 Characteristics that are correlated with financial performance 600+ Executive decisions made in an average year 50% exemplars were identified by the model in the top 10% of a prioritized list of candidates 3500 Words in digital footprint needed to obtain statistically significant personality inferences
3. Manager T alent Playbook Managers are challenged to understand and execute global talent strategies given the range of data available and ‘player coach’ expectations.
Pe Personalised next-be best-act ction recommendations to managers regarding co compensation, learning, promotions, retention, and performance ce management and diversity. 92% 8,000+ Accuracy of predictive analytics Managers worldwide model 4 $ Savings Average actions provided Benefit associated with playbook per employee to each usage manager
4. Proactive Retention Annual compensation budget decisions miss skill-based and dynamic market conditions resulting in higher attrition and labor costs.
5. Expertise Inference Infer employee expertise based on analysing digital footprint using cognitive computing techniques
91% accu ccuracy cy of inferred expertise for select ct employee categories for a variety of data source ces A A. Employee-entered free text on their responsibilities B. Basic HR information, including expertise assessments C. Internal social media (tags, blogs, wikis, etc.) D. Job-specific data sources like C sales opportunities for salespeople, publications for researchers, etc. E. IBM Expertise Taxonomy, existing skill evaluations and textual skill descriptions E Skill: Apply Knowledge of InfoSphere Data Architect (135164) Description: Thorough applied or technical knowledge of data modeling and database design with InfoSphere Data Architect (IDA), including functions and capabilities. The individual should have knowledge and be capable of addressing technical using IDA to map requirements, to design logical and physical data models, and to generate physical D schemas.
6. New Performance Management Approach In less than four months, agile methodology, expertise, and technology deliver a uniquely IBM global performance management program inspired and designed by IBMers
Using social engagement to co-create HR programs ppreciation oaching valuation Send a quick 5 question Get feedback survey • Gather insights into the work Be agile and request feedback • experience you are providing from others. for your team members. Prompted to ask, “Please tell me • one thing I could have done better…” As a manager you can also • gather feedback on your team from other IBMers! Give feedback Track history • Contribute to the • No more lost emails and notes! development of your team Review strengths and • and colleagues by sending development opportunities for instant feedback anywhere, you and your team, all in one anytime. place and saved for one year.
Technology has driven exponential change before Cognitive Computing Augmenting Human Intelligence Information • Learn at scale and Telecom • Reason with purpose • Interact naturally with us Oil, Automobiles and Mass Production Steel, Electricity and Heavy Engineering Steam and Railways Source: Adapted from the work of Carlota Perez The Industrial Revolution 1700 Today IBM The New Work of HR: Artificial Intelligence & Exponential Change
Exponential Exponential Exponential knowledge knowledge knowledge Physician Marketer Cybersecurity Manager +230,000 active clinical trials 90% of smartphone users keep 10,000 security research papers their location services on published annually 200,000 security events reviewed on 160,000 cancer studies 230,000,000 social media posts an average day by an enterprise published every year every hour security operations center 26,000,000,000 credit and debit 400,000 forms of malware released 80,000,000 CT scans taken every year card transactions every year every day IBM The New Work of HR: Artificial Intelligence & Exponential Change
Exponential technological capability Watson can read and comprehend 800 million words a second - context, syntax, the vocabulary of industries. Watson has EQ — can understand Watson can recognize natural tone, personality, emotional state language speech almost as well (anger, fear, disgust sadness and joy) as humans Watson can ‘hear’ and understand all 5G will be 1000x faster than of the data coming from sensors in 4G, with a latency of 1ms elevators, buildings, automobiles Watson can see better than any other AI system on the planet — describe the contents of an image, discriminate fine grain visual categories, label images better than humans can 3 1 IBM The New Work of HR: Artificial Intelligence & Exponential Change
Preparing for a better future A new partnership People excel at: Setting goals • Common sense • Value judgment • = + Together we get: • Better decisions • Greater confidence • Reduced bias Machines excel at: Large-scale math • Pattern discovery • Statistical reason • IBM The New Work of HR: Artificial Intelligence & Exponential Change
Preparing for a better future Principles for the Cognitive Era TRUST TR T and PURPO PU POSE SE TRANSPARENCY CY SK SKILLS To augment, not Transparent, responsible Supporting workforce replace, human ability application of data to evolution and skills and intelligence. establish trust and development. confidence. IBM The New Work of HR: Artificial Intelligence & Exponential Change
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