Here is an excerpt from the Oracle Human Capital Management group for 2018.
We are currently in the golden age of HR. Modern technology has enabled HR leaders to provide their workforce with a better employee experience. Emerging technologies such as data automation, predictive analytics and artificial intelligence (AI) have now added a level of sophistication in how businesses can manage and engage their workforce for higher productivity. So, what should talent management professionals be thinking about in 2018? Here’s a list of trends we think will impact the talent management function of HR this year.
The Moments that Matter
Digitizing the employee experience and essentially treating employees as if they were
internal customers was a hot trend in 2017. Despite many companies tackling this trend
last year, it will still get considerable attention in 2018. This year, we expect companies
to continue to personalize the employee experience and redesign HR to better support
employees and “moments that matter” in their service delivery models. It will require
HR to improve the data gathering and analysis of their employees - determine personas,
identify triggers in the employee lifecycle and reexamine HR’s impact and effectiveness
in truly delivering the service their employees demand.
System Generated Intelligence
If you’ve ever used Siri, Alexa or Google Assistant then you’ve used artificial intelligence.
AI, as well as the term machine learning, are emerging features across many HR
applications. AI is pushing the boundaries of traditional HR systems by offering HR
professionals with system generated intelligence, actions, recommendations and
personalization.
Sourcing and recruiting are also becoming hot topics for AI. Creating a personalized and
engaging experience for candidates and then supporting it with decision support
through natural language processing and chatbots will become the norm. AI can also
connect candidates with opportunities that they may not have even thought about. AI
can also help increase and improve the candidate pool. For example, many recruiters
today use keyword tools to parse a long list of resumes in finding a potential match.
However, this methodology eliminates resumes that may lack relevant keywords, but
are still quality candidates. With AI, candidate matching will take into account more
than just keyword data, such as the candidate’s previous job titles, work history, tenure
and accomplishments. It then matches this data against the target profile and persona
of a particular job requisition to propose comprehensive quantitative and qualitative
matches. With this technology, recruiters no longer need to read countless resumes and
can focus on the right candidate.
Read entire article at Oracle Human Capital Management.