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AI is not breaking EU law: Revealing the musician interviewed // Dave on Data

Image created with DALL·E 3

Dear visitor!

My latest newsblog article for Schorberg Analytics started with a reference to a song title by a famous metal band.

And I wrote a little bit about the new EU AI Act and how its affects AI in HRM in my text at the beginning, before I focused on the main purpose of it: Presenting you 7 books on AI for work and HRM.

Note: I updated this list a day later by adding 20 more books at the bottom on Artificial Intelligence(AI), ChatGPT, Business, and Large Language Models(LLMs), so there are no excuses for you for not reading and not knowing how to get into AI or, as you have probably touched the keyboard for it, for improving your skills and business!

But back to music: “Breaking the Law” is a song title by the successful British band Judas Priest founded 1969 in Birmingham, and the interviewee was their singer and songwriter: Robert Halford. The music group sold over 50 million albums and is considered to be on of the greatest metal bands.

German/Austrian/Swiss culture TV station 3sat spoke with their lead vocalist on the occasion of their new and 19th studio album “Invincible Shield”. You can watch the interview with Rob Halford, now 72 years old, in the media library of the broadcaster and the program “Kulturzeit”:

Image: Rob Halford, Source: 3sat (embedded)

https://www.3sat.de/kultur/kulturzeit/judas-priest-mit-neuem-album-invincible-shield-100.html

So, that was the solution. When I was younger (and my hair was of course longer) I used to listen to such music and from other rock genres of the 80s and 90s as well. As now I am just a little bit older, I still enjoy this music, but my main focus since 15 years is dancing and listening to Salsa music.

Interesting: There are others like business psychologist Dr. Nico Rose who write and speak about the connection of Psychology and Hard Rock/Heavy Metal music (see his website too), and as I know some (or many? who has a statistics? ;-)) tech people (and with other backgrounds as well like design and law) banged their heads too.

Here a closing tip fits which returns us to AI, data science, and Python (the programming language of course, not the lovely animal 😉):

David Langer, an applied computer scientist and experienced IT trainer (and according to his shirts in his latest videos with some interest for metal bands like Metallica and Iron Maiden), offers great online-tutorials, videos, and live training to learn Python, and Python with Excel, Machine Learning, and special Data Literacy courses. Check out his work on his website and free resources on his YouTube channel!

I learned about Dave on Data by the terrific newsletter by Data & Analytics, so you should, if this your field of work, check it out too.

That’s it!

Holidays are coming for many of us and I wish you some recreational and inspiring free days where ever you may roam! (the next song riddle, hoho!)

Stefan Klemens

Note: The image for this newsblog article was created with the help of DALL·E 3 as part of OpenAI’s ChatGPT-4. For those interested in the prompt and the chatbots accompanying words, here it is:

You: Create a HD pop art image in horizontal format of the relationship of heavy metal music on one side and data analytics as well as artificial intelligence on the other side. Surprise me!

ChatGPT: Here’s a pop art image that creatively captures the relationship between heavy metal music and the worlds of data analytics and artificial intelligence. It blends the vibrant and chaotic energy of a heavy metal concert with the precise, orderly realm of AI and data analytics in an imaginative and cohesive way. Enjoy exploring the details and the surprising ways in which these two seemingly disparate worlds are visually connected!

Hint: I created another picture with it, and a different prompt, and the results with skulls, stats, guitars, and charts were artistic, but maybe a little bit to scary for a header! ;-).

PS: Want to exchange ideas on Human Resources, people analytics, digital assessment, or artificial intelligence in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳

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Analysis by BCG: Generative Artificial Intelligence in Human Resources

Stability Diffusion´s result of my prompt: Generative Artificial Intelligence used by a Human Resource Manager in a nice office.

Dear guest!

Generative Artificial Intelligence (GenAI) has gone public since OpenAI released its ChatGPT 3 on November 30, 2022. You know it, tested it, and it is now likely that you are using it productively for your work.

As I am into Human Resources (HR) and Analytics (People & HR Analytics, Digital Assessment) any new content that deals with Artificial Intelligence and HR catches my eyes. Today it was the following article published by Boston Consulting Group (BCG) on August 24, 2023:

https://www.bcg.com/publications/2023/transforming-human-resources-using-generative-ai

The six authors from six different BCG locations (Julie Bedard, Katie Lavoie, Renee Laverdiere, Allison Bailey, Vinciane Beauchene, and Jens Baier from my home town Düsseldorf!) analyse the impact of GenAI on HR, show increased productivity with ethical AI, and how HR executives can lead the GenAI transformation by example.

How GenAI impacts HR

According to the authors GenAI shifts HR into a more strategic function in four ways:

  • a dramatically increased self-service,
  • productivity and experience enhancements across hire-to-retire processes,
  • truly personalized and always-on delivery of HR services, and
  • a comprehensive, data-driven talent ecosystem to power people decisions and workforce transformation.

Especially GenAI´s ability to collect and combine less structured data will enable these impacts in talent assessment, developing career pathways, talent sourcing, and learning and development (L&D) as their trend and use case examples and case study indicate.

As their results show BCG reduced with GenAI in self-service 40 % in employee request approval time. Regarding creating a responsive online course productivity outcomes were significant with duration time dropping dramatically from 6 weeks (before GenAI) to 9 days, 60% cost savings to develop video content, and a half-sized project team (5 persons instead of 10).

Moreover the company improved the whole hiring process with the help of GenAI the: content creation for roles, candidate analysis, interview and selection, and onboarding.

The article describes also which the lessons learned after the change and how one can putting it the pieces together in an AI enabled more comprehensive and data-driven ecosystem by answering four questions:

  1. What skills do I need? In what quantity? (Work redesign and demand forecast, job-skills matrix with proficiency)
  2. What is the current workforce potential? What new career paths exist? (Employee skills mapping, job-matching algorithm)
  3. How do I best fill supply-demand gaps? What are no-regrets talent moves? (Dynamic workforce plan, sourcing and upskilling strategy)
  4. How do I support comprehensive change management? (GenAI and AI use cases like Copilot to redesign work)

Increased productivity with ethical AI

The authors expect that GenAI with the right mix of certain factors “could boost HR productivity up to 30% in the not-so-distant future”. And state: “One early adopter in AI for HR has been able to reap financial benefits, cutting its annual budget by 10% year over year for the past three years.”

After that the article offer two scenarios how a GenAI-enhanced HR business partners (HRBP) may support a global industrial goods company for example. Both scenarios create time savings as the article illustrates.

In the following part the authors on one hand ask HR to be aware of the risks of GenAI when dealing with sensitive personnel data, and on the other hand to take the chance to decrease bias in bias in real-time decision making, if well done.

Working together with legal and business leaders for a responsible AI is the key for “business decisions that are sound, just, and well documented.”

Closing remarks

The article ends with a call to HR leaders to drive the Generative AI Transformation along with their own function, and the offer 7 steps to do so.

Further the authors describe 6 points each the Chief HR officer in his dual role can activate now in (a) supporting the enterprise and (b) leading the change in implementing GenAI.

Thanks to Barry Swales for sharing this article on LinkedIn! And: All the best him and the Tucana team for the final week before the People Analytics World Conference in Amsterdam.

Have a good weekend and many greetings!

Stefan Klemens

PS: You want to exchange ideas on People & HR Analytics, digital assessment or artificial intelligence (AI) in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳

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5 HR Analytics Use Cases

Foto: Yan Krukau / Pexels

Dear guest!

Just a brief hint in this newsblog article:

Me and Schorberg Analytics are currently working on a collection of case studies and use cases regarding People & HR Analytics / HR Data Science for our projects and clients. At the moment there are 150+ entries in our data table, and we are growing it day by day.

Therefore we are glad to get information about articles, conferences, videos and other media where such Analytics applications in HR practice are presented. Today I learn about this exiting article “5 HR Analytics Use Cases” published by HRTech Series on August 23, 2023:

https://techrseries.com/analytics/5-hr-analytics-use-cases

Topics are:

  • Predictive Analytics for Employee Retention
  • Diversity and Inclusion Analytics
  • Workforce Planning and Optimization
  • Performance Management Analytics
  • Employee Engagement Analytics

Thanks to Andrée Laforge from IT & Business Intelligence (BI) company Syntell Inc. based in Québec, Canada, for sharing this article which helps us in this goal of building a People & HR case study database.

All the good and best wishes!

Stefan Klemens

You are interested in People & HR Analytics case studies from our data table in order to prepare a project, learn from others, or find solutions that work? Then contact me! We are glad to help you with your challenge, and provide you with relevant use cases for your specific needs and industry. Note: Shortly I will publish a newsblog article focusing on case studies and details about an online conference where two of these are presented from a public transport company and a manufacturer. So connect with me to be informed!

PS 1: You might also check out on the same website the HR Tech Interview with Chris Havrilla, Vice President, Product Strategy, Talent at Oracle.

PS 2: Want to exchange ideas on people analytics, digital assessment or artificial intelligence in HRM? Then network, write a message and/or make an appointment for an online meeting. Or the classic way: phone call.

And: You like my work and the content I regularly share? Then I’m happy about a Like or comment on LinkedIn. Thank you! 🙂 🙋‍♂️🌳