Artificial intelligence offers a new and exciting set of applications in the HR technology space. One interesting opportunity is in employee surveys and engagement: what if AI could help avoid a biased approach and lead to better outcomes?
Employers with fewer than 1,000 employees make up over 99% of the North American market. This research looks at how these employers adopt HR tech, hire HR staff, and outsource HR activities. Most importantly, it looks at the "why" behind each of these decisions.
Applications for artificial intelligence are exploding within the HR, talent, and learning industry, but what about the human work still needing to get done? This sample chapter of Ben's book Artificial Intelligence for HR demonstrates that the human skills of work aren't easily replaced by algorithms.
It's hard to turn around today without running across a new chatbot claiming to revolutionize the recruiting industry. This report looks at the 25+ chatbots serving the talent aquisition space with scheduling, screening, candidate engagement, and more.'s
Disruption is a way of business today, but it brings more than just challenges to business models--it also affects the skills employers need to be successful. Our research on reskilling and upskilling shows the average cost versus hiring, how learners prefer to be reskilled, and more.
Employers that develop and deploy using a learning content strategy are 2X more likely to be high-performing than peers who do not use this approach. In addition, high performers are also twice as likely to measure the impact of learning content on outcomes. This research explores the essentials of learning content strategy.
Employee internal mobility has seen an explosion of interest in recent years, and our research focuses not just on the applications but also the practical case studies and examples of how it works well. Our Talent Mobility Maturity Framework offers a conversation tool for talent leaders looking to improve their practices.
HR is often accused of failing to think strategically, and this research highlights that critical gap. In this study, we found that business leaders outside HR are more likely to call their technology strategic. Additionally, firms with more recent cloud implementations of HCM are likely to see more benefits and better results than firms with older systems. of
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