Die Arbeitswelt im Umbruch - Kognitive Systeme und ... · Systeme und künstliche Intelligenz in HR. 2 ©2016 IBM Corporation 31 May 2017 Agenda: The NEW IBM How important is DATA?

©2016 IBM Corporation 31 May 20171

Sven Semet, IBM Watson Talent – [email protected] – Mobile: +49 1713050853

Die Arbeitswelt im Umbruch - Kognitive

Systeme und künstliche Intelligenz in HR

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Agenda:

The NEW IBM

How important is DATA?

How about COGNITIVE?

Innovative Digitale Workplace solutions.2


The „new“ IBM ...

http://ibm.biz/TheNewIBM

http://ibm.biz/TheNewIBM


Our Trends actually ...


Unstructured data — “dark data” — accounts for 80% of all data generated today.

5

6


© 2016 International Business Machines Corporation 7

Healthcare

Each person will

generate 1 million GB

of health-related data

in their lifetime –

equivalent to about

300 million books.

7


Tabulating

Systems Era

1900 - 1940s

Programmable

Systems Era

1950s - Present

Cognitive

Systems Era

2011 -

8


© 2016 International Business Machines Corporation 99

Cognitive

systems

must learn

at scale,

reason with

purpose,

and interact

with humans

naturally.


https://www.youtube.com/watch?v=vqjndtS8jQU

https://www.youtube.com/watch?v=vqjndtS8jQU


Wir müssen heute HR Strategien

und Systeme überdenken, die für

ein anderes Zeitalter geschaffen

wurden.

Vergütung

Mitarbeitergewinnung

Mitarbeiterbeziehung

IT-Sicherheit

uvm.

Führungskräfte- und

Mitarbeiterentwicklung

Engagement


Wir brauchen einen Plan,

um uns von Speichersystemen

hin zu Systemen zu bewegen, die uns neue

Einsichten bringen

Durchgängige

Nutzererfahrungen

schaffen

Die Business-Strategie

beeinflussen

Die Mitarbeiter

“aufpowern”


IBM Watson Virtual Agent

for HR

IBM Watson Talent Development

IBM Watson Career Coach

IBM Watson Talent Insights

IBM Watson Recruitment

1

3

IBM Watson Talent


© 2016 IBM Corporation

Position und Ziele

Gruppe

Fähigkeiten

Persönliche

Lernhistorie

Mobil

Intuitiv

Motivierend

Mitarbeiter erhalten persönliche Lern-

und Karriereempfehlungen von einem

cognitiven HR Berater





Die Arbeitswelt im Umbruch - Kognitive

Systeme und künstliche Intelligenz in HR








for HR





1

7

IBM Watson Talent


Führungskräftenhelfen, bessereFührungskräfte zusein

“Fitbit für Manager”

HR Beratung und Support

Manager erhalten relevante Personal-

informationen in ihren Alltagswerkzeugen

und erhalten von HR strategische

Unterstützung





for HR





IBM Watson Talent

Das Tool IBM Talent Insights

Explorationbuilt in

Intelligence

Refinement

Prediction

https://de.wikipedia.org/wiki/Victorinox


Für Wen? Wofür? Was? Wie? wegweisend

• HR Fachpersonal

• Kleiner Benutzerkreis

• Alle HR Fragen

• Unterschiedliche

Datenquellen

• Strukturierte Daten

• Browser basierend

• Daten in natürlicher

Sprache befragen

• Schnell, selbständig

Einsichten gewinnen

• Intelligente Hilfe

• “Eingebauter Statistiker”

• Daten direkt

durchforsten

• Vorausschauende

Analytics anwenden

IBM Talent InsightsEin Analytics Tool für das HR Fachpersonal

powered by IBM Watson Analytics


Zeit Budget

QualitätMehr Einsichten

Schneller Erkenntnisse Weniger Aufwand

VisualisierungEinstiegsfragen

Hilfsmittel

Datenqualität

Querdenken

Vertiefen

Ihre

Vorteile !

IBM Talent Insights


Predictive

Descriptive

Prescriptive


IBM Watson erweitert menschliche Expertise und Urteilsvermögen mit künstlicher Intelligenz. So kann HR besserentscheiden, bessere Services bieten und es den Mitarbeiternerleichtern, positive auf das Geschäft einzuwirken.

IBM WatsonVirtual Agent for HR





IBM Watson Talent

Gibt Leverl 1HR Support in natürlicherSprache

Watson empfiehltrelevanteTrainings auf Basis individuellerBedürfnisse, Kenntnisse, Zielesowie der aktuellen und angestrebtenPosition

Watson emfiehlteinen Karriere-pfad basierendauf individuellenZielen, Wünschen, Fähigkeiten und Talenten

Lernt und trifftVorhersagenbezogen auf HR Fragen wieFluktuation, Engagement und Performance

Watson lernt ausinternen und externenDatenquellen, um den bestmöglichenBewerber für einebeliebige Stellezu finden.



for HR





2

6

IBM Watson Talent


Bewerbern helfen, ihren

Platz zu finden

Recruiter werden Marketer und

Beziehungsmanager statt

Prozesskoordinator


28



Roger Haenggi, IBM Watson Talent – [email protected] – Mobile: +41 795008707

Künstliche Intelligenz im HR Lifecycle








Translate expansive,

ever-growing data

sets into differentiation

when you act on

game-changing

knowledge.

GROW

KNOWLEDGE

FROM DATA

Redefine industries

and professions when

you make expertise a

scalable resource.

ENHANCE

EXPERTISE

Transform how you do

everything together

when you can learn and

adapt perpetually.

LEARN AND

ADAPT

Cognitive HR Is About….Expanding human expertise and

judgement with cognitive systems,

enabling HR to improve and accelerate

people’s impact on the business.

Cognitive

HR


Learns and builds knowledge from various structured and unstructured sources of information

Understands natural language and interacts more naturally with humans

Captures the expertise of top performers and accelerates the development of expertise in others

Enhances the cognitive process of professionals to help improve decision making

Elevates the quality and consistency of decision making across an organization

Cognitive computing…


Top 10 use cases

1. Quality of Hire

2. Attrition in key job families

3. Drivers of Sales

Performance/Customer

Satisfaction

4. Impact of engagement on

business performance

5. Optimal pay and reward

strategies

6. Accident Risk

7. Absenteeism

8. Ageing workforce

9. Competency gaps for

succession

10. Time to Productivity


Predicting regrettable attrition

Compensation

Investment

Attrition

Cost

Labor Market

~200%ROI

~$270MNet benefits

OBJECTIVE : Proactively identify Top talent at risk of voluntary

leaving the organisation and take appropriate action in time to

actually affect such employee departures, avoiding financial and

knowledge losses.

~25%Reduced attrition


£41 MILLION

in additional revenue by creating a

Blueprint and hiring against it

£26 MILLION in savings by reducing

employee turnover

SUCCESS METRICS JOB FAMILY TOP 10% EVIDENCE

THEFTTOP 10% 17 TIMES LESS

THAN OK 10%

PROFIT PER CUSTOMERTop 10% VS.

OK 10%12% Higher

ENGAGEMENT & PROFIT

TOP 10% - 21% HIGHER THAN

OK 10%

ENGAGEMENT & GUEST

SATISFACTION:

TOP 10% - 29% HIGHER THAN

OK 10%

HOURLY TURNOVER

TOP 10% 43% LESS THAN

OK 10%


© 2016 IBM Corporation

WHAT IMPACT DOES

ENGAGEMENT MAKE

ON PERFORMANCE?

WHAT IS THE

DIFFERENCE

BETWEEN HIGHLY

ENGAGED & OK UNITS

IN RETAIL?

Linking Engagement and Business Data

WHAT ARE YOUR

BUSINESS CRITICAL

SUCCESS METRICS?

VOLUNTARY TURNOVER:

71% LOWER

CUSTOMER LOYALTY:

5.3% HIGHER

TECHNICIAN PRODUCTIVITY:

4.5% HIGHER

RE-WORK:

60% LOWER

HIGHLY ENGAGED UNITS MET OR EXCEEDED QUARTERLY

FINANCIAL TARGETS 40% MORE OFTEN THAN UNITS WHO

REPORTED LOWER LEVELS OF ENGAGEMENT


Customer facing roles

within branch +

branch managers

Age, Tenure in Role, Job band,

FTE Count of branch, Full to part

time staff ratio, average age of

employees at branch, ratio of

male to female staff at branch,

overall customer sat score of

branchOUTCOMES

Looking to find a relationship between gender ratio and full/part-time ratio of branch and customer sat.. If

they can find a connection, further work will be required to look into other confounding factors but also they

can make recommendations about the gender mix and % of part time staff working in each branch in order to

help the bank meet its customer sat tar

Employee Factors that drive

customer sat across their

branch network of 200

branches (job roles included:

customer facing roles only)

JOB

FAMILY USE

CASE

DATA

POINTS

Improving Customer SatisfactionUK Retail Bank

Documents

Die Arbeitswelt im Umbruch - Kognitive Systeme und ... · Systeme und künstliche Intelligenz in HR. 2 ©2016 IBM Corporation 31 May 2017 Agenda: The NEW IBM How important is DATA?