Schlagwort: Human Resources Management

Kategorien
Artificial Intelligence

How I wrote a book about Artificial Intelligence in Human Resources in 3 hours

Dear guest!

Artifical Intelligence and especially Generative Artificial Intelligence (GenAI) is driving human productivity to new heights! No news for those using ChatGPT or other tools like Midjourney or DeepL. And of course the application of Large Language Models (LLMs) like ChatGPT has entered Human Resources Management too.

Recruiters use it for describing roles and optimizing interviews, professional assessors and developers of psychometric tests find items for their instruments much quicker, and leaders and HR managers communicate better with their people by AI-assisted employee survey and feeback apps. But these are just a few applications of the new IT-Tools, and one can find nearly to any tasks regarding the employee life cycle a help by the software algorithms.

Since my training in Data Science with Python, Big Data, and Machine Learning in 2020 and my prior HR experience, I wanted to write a book about »Artificial Intelligence in Human Resource Management«. But this of course would have been required quite a lot of time and resources which were always competeting with more important challenges of my position as an entrepreneur and a self-employed person.

In fact I had started already on this book project, did research on articles, books, and tools, wrote a content and some texts. And some of my AI in HRM results I published yet in this Newsblog and on my LinkedIn profile.

Besides that I participated in various events, workshops, and online-seminars about this topic – just recently last Friday morning, October 20, 2023, I was part of an online-seminar held by collegues from ITB Consulting, a professional assessment company settled in Bonn (the place of my academic education in Work and Organizational Psychology).

Although AI in HRM in this event was just one out of four points on their agenda and with my pre-knowledge, I still learned something. And of course it is always interesting to see how collegues with the same background in Psychology, HRM, and Information Technology tackle a rising electronic star!

Furthermore the event and several other in the last couple of weeks reminded me that it makes a lot of sense to complete some basic work about AI in HRM. Or even better: Finish writing my book! And not in months nor weeks: But in hours and days!

Actually the first draft of my book about AI in HRM with more than 80 pages I created in really three hours! As you probably know no one could have done this – Not even a higly-trained expert in the field with very fast writings skills.

But I think you are not that surprised anymore since November 30, 2022, that this can be realized! And I am sure you have guessed by now who (or better: what) lent me a hand in my new authorship: Yes, ChatGPT did the job for me! Our personal assistant for all kinds of tasks, our words when the paper stays blank, and our expert in whatever you may wonder.

Exactly, ChatGPT-4, the paid version of OpenAI (highly recommendable), came up with the contents of the book, and the texts for its chapters. Naturally not on his own, but by the promps I gave to the growing GenAI tool (look and try the exiting plugins from the store inside the abo version, as well as the tools from the menu with DALL·E3 and the Advances Data Analysis expansion).

So, what was left up for me? Well, first I needed of course to check randomly the quality of the text and whether it made sense. That was the case and although I observed some repetions of phrases (most of them in the introduction and conclusion of a chapter), what I read was more than usable. Especially of course as the output of ChatGPT-4 was in English language (which I wanted); But I suppose even a mother tongue person would profit from it.

So, I created a table of content, formated the titles and subtitles, and copied and pasted the chapter texts in my office document – what took the most time until then [I have not figured out yet how to do this automatically, but a little work I wanted to do in this stage of the book production also! ;-)]

But even though a bunch of work has been done so far, there are still some steps to finalise he book: Like reading the more than 80 pages, checking for sense and logic and missing contents. And make it more readable by creating graphics and tables (but I bet GenAI can helps me here very much too, and I already designed some covers of the book with the help of DALL·E 3).

So now I have a small book titled »Artificial Intelligence in Human Resources Management: From Potential to Praxis« with more than 80 pages containing 13 chapters, 39 sub-chapters, and an appendix.

These are the chapter titles of the book:

  1. Introduction
  2. Fundamentals of Artificial Intelligence
  3. Revolutionizing Recruitment with AI
  4. AI in Employee Development
  5. Enhancing Employee Engagement through AI
  6. AI in Workforce Planning and Analytics
  7. Compensation and Benefits Optimization
  8. Leveraging AI for Diversity and Inclusion
  9. The Role of AI in HR Compliance and Risk Management
  10. Challenges and Risks of AI in Human Resources
  11. The Future of AI in Human Resources
  12. Case Studies and Real-world Applications
  13. Conclusion
    Appendix: Resources and Tools for AI in HR

But as I already mentioned that was not it: Aftewards I used DALL·E 3 wich is intergrated in the ChatCPT-4 Plus abo (US$ 20 per month) for creating an appropriate book cover which resulted in the following four nice suggestions:

I liked most out of these four the one in the right top corner with the shaking hands and also the right bottow corner with the charts and people. Since GenAI and AI in general is made to support us humans (and machines) to get work faster and better done, I chose my first favourite picture for the title of this article.

And you know what? I wil not keep the book for myself to sell it, nor it was it just merely an experiment! I will hand it over electronically in PDF to everyone who is interested in the topic – And who has not the time, resources or knowledge yet (hurry! And it is easy!) to hire ChatGPT or some competing chatbot like BARD or Claude as a ghost writer.

I only will ask you for your name and E-mail in order to send you a copy and to stay in touch for more exiting stuff about HR Tech that is coming out of the Schorberg Analytics pipeline with focus on People Analytics, Online-Assessment, and of course AI in HRM.

The publication date of the book is planned until the end of next week, so if you want your copy on time, take the chance of showing your interest by sending me a short message (e.g.: e-book: AI in HRM) via the contact form or at my LinkedIn Profil along with your E-mail-adress!

That´s it for now.

Have a good day and all the best,

Stefan Klemens

PS: 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! 🙂 🙋‍♂️🌳

Kategorien
Event

HR Data Science: Salary Prediction at Trivago and StepStone

Participants of the meetup at Trivago gathering after the talks. Foto: Stefan Klemens

Dear guest!

On Tuesday evening, 29th of August 2023, I was at the Düsseldorf Data Science Meetup at Trivago, the Online search company for hotels, in their extraordinary headquarters in the Medienhafen of Düsseldorf, my birth city.

I left my office in Solingen early in the afternoon that day since I met with my business friend Dominik Rühl before the event – and walked in the sun from the Düsseldorfer Landtag (state parliament) at the Rhine to our meeting point at UCI cinema near Trivago.

Stefan Klemens with Dominik Rühl at the meetup. Foto: Stefan Klemens

It was good to see Dominik after about five years – And we had a fruitful exchange on our common topics artificial intelligence (AI), recruitment, skills, and digital assessment as well as some private issues. He is now working as a HR & Recruiting Manager at Advance Business Partner GmbH based nearby in the city of Neuss on the other side of the Rhine. The consulting company focuses on mobility services in different areas like recruitment, innovation, and transformation management.

Although the summer and weather this year in Germany is pretty unstable, we enjoyed sitting outside with our drinks at unique brewery bar Eigelstein.

Find out more about the Düsseldorf Data Science Meetup Group with its interests in Data Science, Machine Learning and Python/R, on this website.

Arriving at Trivago

The Trivago building as seen from the north-east of the Medienhafen Düsseldorf. Foto: Stefan Klemens

At 6 pm it was time to walk to nearby Trivago building, finished in 2018. The individual modern styled entrance area and the café behind offers a glimpse on how the interior of the building is decorated (see this article and this article about the New Work culture at Trivago and the architecture of the headquarter´s spaces.)

Surprisingly we, with another guest, were the first participants arriving (ok, it was half our before the official start and talks started even later), but were soon picked up by Gina from Trivago. Together we (and a cart full of pizza in yellow boxes for the data people) were lifted by one of the elevators to the top floor for the location event.

A stunning view to the south-west skyline from the roof terrace reached our eyes, and Dominik, the coming participants, and me enjoyed drinks and pizza before the event started at 7 pm.

Our co-host Aida Orujova gave us a very warm welcome, she introduced the speakers, and broke the ice by asking who is from data science, who is from engineering, and who just there to know more about salaries.

Co-host and moderator of the evening Aida Orujova welcoming the Data Science crowd. Foto: Stefan Klemens (with approval of the her)

First talk: Alexander Fischer, Trivago

Alexander Fischer from Trivago started with his talk about is passion for the programming and statistics software R, and his (and the economists´) “Swiss knife” methodical approach for prediction outcome variables: Linear Regression. He showed how he and his team used this classical algorithm with packages R´s fixest, and PyFixest to predict wage by using the variables education and ability (e.g. intelligence).

In his presentation of the problem in doing that (“The error term is correlated with the dependent variable”) he referred to a recent study using data from 59,000 Swedish men published 2023 by Marc Keuschnigg, Arnout van de Rijt, and Thijs Bol in the European Sociological Review (number 20, pages 1-14), titled “The plateauing of cognitive ability among top earners” (online article published here on January 28, 2023).

Since AB-Testing (or randomized experimental and control group design) is not feasible in the model (sending randomized individuals in one group for example one year more to college) the classical solution in Social Sciences and Psychology are Quasi-Experiments which were first introduced in the literature by standard book “Quasi-Experimentation: Design and Analysis Issues for Field Settings” written by Cook and Campell (1979).

As a solution for not manipulation experimental the years of education as predictor of the wage Alexander used therefore a variable called “distance to college” as a natural differing factor between people regarding their years of education.

The data scientist from Trivago further pointed out in his “The Secret Sauce” slide that taking the role of companies into account in the corresponding regression model, the computation is quite demanding (millions of employees, thousands of companies, 20 years of data) – But he presented of course a solution for it (and that was not Spark!).

At the end with the help of programming language Python and package PyFixest Alexander showed that the prediction of salary can be done, and he answered the questions of the audience.

Second talk: Michael Matuschek & Tim Elfrink, StepStone

In the second talk this evening we learned from Michael Matuschek and Tim Elfrink how StepStone is predicting the salaries of all kinds of jobs for their salary products.

Michael begun the session, and gave an overview about StepStone´s salary products include the Salary Planer, Salary on Listings, and Auto-generated Salary SEO pages.

As a result of a 2020 study and further research before it turned out that salary is for 96 % of the respondents the most important criteria when choosing a job (flexible working ours, career & training opportunities, and corporate culture, reach only 90 % resp. 91 %).

Michael Matuschek with Tim Elfrink from StepStone answering a question from the audience. Foto. Stefan Klemens. Thanks both for their approval of the picture!

Michael told us also about the challenges in prediction salary at StepStone regarding data distribution and features (more white collar jobs and little part-time data for example) and: The gender pay gap, quality assurance, feature engineering, the underlying model and the used algorithm, as well as the metrics (main business KPIs) accuracy and generalisation.

After him Tim Elfrink took the mic and explained the broader infrastructure of the predicting IT system with AWS and the auto deployment of the model. Further subtitles of his presentation were for example: Creating scalable infrastructure and development environment.

A number of questions (and some hints for improving their model) came from the participants, and Michael and Tim were happily answering them.

Closing, socks, and outlook

At 8.30 pm presenter Aida Orujova returned to the stage again and thanked all guests and speakers for being there. As several others I took the chance to talk with some participants (see header picture), before I needed to catch my tram to travel home.

Trivago-Logo in front of the building after sunset. Foto: Stefan Klemens

My second Düsseldorf Data Science Meetup was another wonderful experience (read about my first here), and the scheduled next event in October 2023 is of course on my list.

Oh, one last thing (we learned this from the apple guy, right?) I did not mention yet. Before the start the participants could grab one, two, or three promotional gifts from Trivago as shown in the picture: One for using your hand to write (still common among a few people I was told), one for storing big data in a small piece of metal, and one to keep your feet between 28 ° C and 33 ° C (surface temperature of the extremities as I learned writing this sentence) when external temperatures fall in later autumn.

Promotional gifts for the participants of the Düsseldorf Data Science Meetup from Trivago. Foto: Stefan Klemens

As I like to test digital and analogue things (I have high scores on openness to experience (see the Big Five Personality Traits) and curiosity which is one of my signature strengths according to the VIA-Model), the usefulness of the trivagonian socks to prevent cold toes needed to be proven also.

Note: If you like to know more about psychological traits and psychometric assessment of these for HR recruiting, selection, and development, then click on my work as a Work Psychologist as presented here: https://www.digitalassessment.de/

I can say that my feet got warmer but the real test of course – and perhaps then like a case study (N = 1) with more treatments like a stepstonian, a sipgatian, and quantopian fabric as well a control (no treatment, that is walking without socks! preparing for that right know!) – will be conducted in colder times which are coming soon to Germany. I will report on it! 😉 And perhaps you wanna join the experiment to lift the “N”, so results will be more valid?

Me testing the Trivago socks: And I am smiling realizing the double meaning of the words and symbols matching the two main areas of the company. Foto: Stefan Klemens

With this of course rather funny ending, I thank very much the organizers and speakers for this evening, and Trivago for hosting the meeting! Will we see us next time on a Düsseldorf Data Science Meetup (or another place if you like)?

Many greeting and all the best to you!

Stefan Klemens

PS: 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! 🙂 🙋‍♂️🌳

Kategorien
Event

People Analytics World 2023 in Amsterdam

The baseball cap I bought September 2021 in Amsterdam. Foto: Stefan Klemens

Dear guest!

As a not so hot summer in Germany has meteorologically passed business returns to daily work. And events like professional conferences and exhibitions welcome participants all over the world and from almost any industries and areas in well-known cities around the globe.

This is also the case for Human Resource Management (HRM), where we see not only comprehensive events like the Zukunft Personal Europe 2023 in Cologne in September or the Unleash World 2023 in Paris in October, but also events on HR Tech, Digital HR, and HR & People Analytics like the People Analytics World.

Since these topics are the focus of Schorberg Analytics, I take a closer look to such comprehensive or special business meetings coming up the next four months until December 2023 in several of my newsblog articles. Today we raise our eyes to near The Netherlands and its famous capital, where the following event will take place on Thursday of this week:

The People Analytics World Conference 2023 in Amsterdam

After London in April this year the People Analytics World Conference in Amsterdam organized by Tucana Global SLU will open its doors in DoubleTree Centraal Station on September 7, 2023.

In-person tickets are sold out by now, but registering for on-demand access to the recordings afterwards for the first 3 months is still possible for 145 Euro without VAT as I checked today.

Among the 16 speakers and organizations involved are Patrick Coolen (KennedyFitch, before: ABN Amro), David Green (Insight222), Rekha Gurnani (from Box; Service: cloud, content managmeent & file sharing), Celine Ingenegeren and Lucie Vottova (ING), Jan Nieuweboer (Rabobank), Thomas Rasmussen (Shell), Alise Rupeka (SITA; Air transport communications and information technology), Ronald Schep (de Volksbank), and Neeraj Tandon (Philips).

Solution sponsors and vendors include: Visier, Crunchr, Relative Insight, Ennova, and Insight222.

The agenda shows for example the following title sessions (company):

  • Powering Organisational Development with People Analytics (Shell)
  • Skills Analysis for Automated Learning Design (de Volksbank)
  • Elevating the HR Conversation: From Question-asking to Action-taking (Crunchr, SITA)
  • Analysing Pay Equity across Gender and Ethnicity (Box)
  • How to Establish People Analytics as a Common Practice (An Academic Perspective) (KennedyFitch)
  • From Problem to Product: Scaling People Analytics (ING)
  • Optimising Performance and Wellbeing for a Hybrid Workforce (Rabobank)
  • Designing an Employee Experience Programme for your Company (Philips)

Besides these sessions there are a discussion, a roundtable an a panel as well as four networking breaks including the reception at the end on Sky Lounge roof terrace. Note: A number of sessions will be held parallel.

Final words

The event is especially relevant for HR leaders from the finance and tech industry since there are three speakers each from these (Finance: de Volksbank, ING, Rabobank; and ABN Amro if you like), Tech: SITA, Box, Philips).

But of course the event is not only for them as David Green, the chair of the conference, distinguished expert, and book author says: “People Analytics World is a must-attend event for anyone working or interested in the field.”

Maybe you are attending the conference in person, but if not I recommend you checking out the agenda and safe your On Demand pass for the recordings if the content appeals to you.

A pity I cannot be there since work has to be done but I wish everyone participating a great experience.

Have a nice day and best wishes!

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! 🙂 🙋‍♂️🌳

Kategorien
Veranstaltung

HR Expo: Zukunft Personal Europe 2023 in Cologne

My ticket for the HR Expo Zukunft Personal Europe 2023. Foto: Stefan Klemens

Dear guest!

Autumn is filled with exiting HR & tech events! About some of them I wrote in my Newsblog lately. Here is another awesome one I will join soon:

The Zukunft Personal Europe, the leading HR & Work Expo on the continent, is going to open its doors this year from September 12 till 14, 2023, in Cologne, Germany. Theme: THE BIG NEW (read the story behind it for yourself on its website).

In this article I provide some highlights, and I list 25+ sessions for you dealing with my favorite topics like data (science), people & hr analytics, artificial intelligence or AI, (future) skills, assessment, curiosity, digital transformation, and decision making.

Keynotes, Panels, and Speakers

Especially I am looking forward to keynotes and panel talks from Andrea Becher and Lucas Kohlmann (Henkel), Dr. Tobias Zimmermann (StepStone), Klemens Steiner (ERGO), Frank Hensgens (Indeed), Prof. Karlheinz Schwuchow (Center for International Management Studies), Kerstin Ruecker (Eckes-Granini), Prof. Simone Kauffeld, Malte Hansen (ISS Communication Services) as well as Prof. Martin Kersting (Uni Giessen) and 25 more.

And additionally more than 600 speakers and HR experts in 750 sessions (!) will be hitting the stages like Joachim Diercks, Wolfgang Brickwedde, Toygar Cinar, Margitta Eichelbaum, Prof. Stephan Fischer, Linh Grethe, Michael Groß (former German swimming champion), Donald H Taylor (from the UK), Michael Kramarsch, Dr. Rene Kusch, Pierre Littbarski (yes, the former German football champion!), Marcel Rütten and Tim Verhoeven.

Further numbers and exhibitors

Further numbers include: 600+ Exhibitors, Partners & Sponsors | 20 Stages | 5 highlight topics. New in town: Corporate Influencer Club & Innovative People Lab by Siemens, Rheinmetall, Thyssenkrupp, and Vitra (save your spot for these workshops here!)

To name some exhibitors (well-known or interesting companies): Aon, Aral, Atoss, Babbel, Berlitz, candidate select, cegid Talentsoft, Datev, Deutsche Bahn, Edligo, Flaschenpost, Focus Business, Gabal, Great Place to Work, Guidecom, Hays, Haufe, Hogan Assessment by Relevant, Hogrefe Verlag, HR-Round Table, Hyatt Hotels & Resorts, Indeed, Ingentis, AOK Rheinland/Hamburg, Lieferando for business, Leitz, LinkedIn Talent Solutions, onlyfy by Xing, Personalwirtschaft, Personio, Retorio, rexx systems, SAP, SD Worx, Softgarden, StepStone, t3n – digital pioneers, TÜV Rheinand Akademie, VIER, Workday.

Details and note

All details about this exiting HR exposition are available on its website: https://www.zukunft-personal.com/en/expo-events/zp-europe

Please note: The organizer´s name of the Zukunft Personal Europe (and its related brands) changed March 2023 from spring Messe Management GmbH to CloserStill Media Germany GmbH, which according to a press release is the last step of integrating the first in the corresponding international company group to which it belongs already since 2020.

Ticket, program, and selected sessions

I got my three day ticket today and checked the program and the ZP Fair Magazine (Messemagazin), which you can download here as a PDF. When you are like me into tech, People & HR Analytics, AI, digital assessment, skills, and of course data as a common ground, you might find the following 30 sessions useful (language titles and language as stated there; European Standard Time; selected sessions):

Day 1: Tuesday, September 12, 2023

Dr. Tobias Eismann & Rebecca Gavieiro: Explore the #1 Skill of the Future: Creativity (Tuesday, September 12, 2023 9:15 AM to 10:00 AM)

Peter Holdenried & Jan Christopher Küster: KI im Recruitment – Zukunft oder Gegenwart? (Tuesday, September 12, 2023 9:30 AM to 9:50 AM)

Christiane Alberts & Juliane Walter: Hey ChatGPT, erstell mir das perfekte Job-Produkt für meine Zielgruppe (Tuesday, September 12, 2023 9:30 AM to 11:15 AM)

Prof. Dr. Stephan Fischer & Joachim Rotzinger: Organizational Effectiveness in der Praxis: Anwendung von Org Analytics an konkreten Unternehmensbeispielen (Tuesday, September 12, 2023 9:45 AM to 10:15 AM)

Christian Bergmann & Lars Börgeling: Digitalisierung des Talentmanagements: Insights & Best Practices (Tuesday, September 12, 2023 11:00 AM to 11:30 AM)

Joachim Skura: Alight/WHU Studie: “Gescheiterte Neujahrsvorsätze in HR Analytics” – was hemmt uns und was kann man dagegen tun? (Tuesday, September 12, 2023 12:30 PM to 1:00 PM)

Dr. Anja Linnenbürger: Erfolgreiche Führungskommunikation mit Hilfe von KI (Tuesday, September 12, 2023 12:30 PM to 1:00 PM)

Donald H. Taylor: Learning Technologies now: how AI is just one part in a huge revolution (Tuesday, September 12, 2023 1:30 PM to 2:00 PM)

Marcel Rütten: Data Driven Talent Acquisition in der Praxis (Tuesday, September 12, 2023 2:00 PM to 2:45 PM)

Josef Buschbacher: Datenbasierte Entscheidungen für Personalentwicklungsmaßnahmen (Tuesday, September 12, 2023 2:55 PM to 3:05 PM)

Dr. Christoph Schönfelder: Team Analytics – Mit Daten die Erfolgswahrscheinlichkeit steigern (Tuesday, September 12, 2023 3:00 PM to 3:30 PM)

Tim Verhoeven: Talent Attraction Myth Busting – Können wir noch unserem Bauchgefühl vertrauen in einer Welt voller Daten? (Tuesday, September 12, 2023 3:45 PM to 4:15 PM)

Craig Unsworth: Beyond the AI Hype Cycle – How to Leverage the (R)Evolution (Tuesday, September 12, 2023 4:00 PM to 4:30 PM)

Day 2: Wednesday, September 13, 2023

Niels Frommeyer & René Kusch: Was Talente zukünftig ausmacht: Die relevanten Zukunftskompetenzen heute für morgen erfassen (Wednesday, September 13, 2023 10:15 AM to 10:45 AM)

Timo Blobel: Quiet Quitting – Erkennen, Vermeiden und Überwinden von Mitarbeiterverlust durch Datenanalyse (Wednesday, September 13, 2023 11:30 AM to 12:15 PM)

Joachim Diercks: Wie viel Eignungsdiagnostik kann/muß man sich im aktuellen Bewerbermarkt erlauben? (Wednesday, September 13, 2023 1:45 PM to 2:30 PM)

Lukas Lewandowski & Jimena de Weyres: Die neuesten Future Skills 2023 als Game Changer (Wednesday, September 13, 2023 2:15 PM to 2:45 PM)

Peter Holdenried: Forget about Upskilling – it’s all about Behavior (Wednesday, September 13, 2023 3:15 PM to 3:25 PM)

Peter Peschke: Richtig entscheiden! Dynamisches HR-Reporting für starke Unternehmen (Wednesday, September 13, 2023 3:30 PM to 4:00 PM)

Matthias Schmeißer: AI ready? Warum die Transformation ins Skill basierte Recruiting unabdingbar ist (Wednesday, September 13, 2023 3:30 PM to 4:15 PM)

Melinda Katona: How to accelerate future proofness by easy usable HR tech solutions (Wednesday, September 13, 2023 3:45 PM to 3:55 PM)

Dr. Tobias Eismann & Rebecca Gavieiro, Explore the #1 Skill of the Future: Creativity (Wednesday, September 13, 2023 3:45 PM to 4:30 PM )

Day 3: Thursday, September 14, 2023

Gregor Schranz: Partizipation, Data-Driven HR und Fluktuationsprognosen – Neueste Trends bei MitarbeiterInnen-Feedback (Thursday, September 14, 2023 9:30 AM to 10:00 AM)

Alexander Iliasa, Jan Christopher Küster & Peter Schoof: Weiterentwicklung mit Daten und Programmen (Thursday, September 14, 2023 9:55 AM to 10:15 AM)

Jan Podkrajac: HR 4.0: Die Revolution der Personalabteilung – Digitale Transformation im HR-Bereich (Thursday, September 14, 2023 11:00 AM to 11:30 AM)

Jonas Krömer: KI und Automatisierung im Active Sourcing – Grenzen und Chancen (Thursday, September 14, 2023 11:45 AM to 12:15 PM)

Sören Bödder & Pascal de Buren: KI zur Förderung des Mitarbeiterverständnisses: Wie DHL Online-Bewertungen und Umfragen erfolgreich analysiert und zusammenbringt (Thursday, September 14, 2023 12:00 PM to 12:30 PM)

Michael Schmidt: Warum digitalisierte Fachkräfte-Rekrutierung neue Maßstäbe für den Mittelstand setzt (Thursday, September 14, 2023 1:00 PM to 1:10 PM)

Christine Marie Knittl & Vanessa Rühmann: Unleashing Innovation: Wie Automatisierung, KI und Skills Matching den HR-Bereich revolutionieren und zum Unternehmenserfolg beitragen (Thursday, September 14, 2023 1:30 PM to 2:00 PM)

Kais Louizi & Recardo Jackson: Transformation zu einer skill-basierten Organisation: KI-gestütztes Talentmanagement und -analyse (Thursday, September 14, 2023 1:30 PM to 2:00 PM)

Final words

As you can see we have again a fine line-up at the Zukunft Personal Europe 2023 in Rhine metropolis Köln. Last year I watched among other sessions for example a nice HR Analytics case study from Wuppertaler Stadtwerke (or WSW, a local energy and public transport company), met some interesting new and known people, and had generally a great time on my two days there.

Check the HR expo for yourself and make up your own schedule with the app: It is easy and thus you will not miss a session (and are aware of crossing times).

And if you will be at the Zukunft Personal Europe in Cologne in the middle of September, and like to meet and exchange thoughts on artificial intelligence in HRM, People & HR Analytics, skills and digital assessment, then drop me a short message and / or connect via LinkedIn.

I am looking forward for exiting days and meeting you.

Have a good day and all the best!

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! 🙂 🙋‍♂️🌳

Kategorien
Article

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! 🙂 🙋‍♂️🌳

Kategorien
Zeitungsartikel

The New York Times: KI-Chatbots an US-Arbeitplätzen

Bild: Realisiert mit Stable Diffusion (KI-Software zur Bilderstellung)

Lieber Gast!

Meine Recherchen zum Einsatz von Künstlicher Intelligenz im Human Resource Management (kurz: KI im HRM) finden immer wieder interessante Artikel aus den Weiten des Internets. Und diese teile ich gerne mit der Community. Heute:

Ein Artikel von Yiwen Lu, die aus San Francisco für die The New York Times über Business und Technologie berichtet. Diese publizierte online am 05. Juli 2023 ihren lesenswerten Artikel mit dem Titel:

»As Businesses Clamor for Workplace A.I., Tech Companies Rush to Provide It«

Der Artikel startet mit dem Beispiel von AT&T bei der Einführung eines Chatbots (ChatGPT bzw. Azure OpenAI Services) auf Basis Generativer Künstlicher Intelligenz.

Und der Beitrag zeigt weiter, dass Tech-Unternehmen wie Mircosoft, Amazon, Box, Salesforce, Oracle, Cisco und andere seit Kurzem vier Arten von Produkte auf Basis maschinellen Lernens (von vielen heute mit KI gleichgesetzt, obwohl das Fachgebiet der Informatik natürlich viel breiter ist) anbieten oder planen, um effizienter und produktiver zu arbeiten:

1. Zur Zusammenfassung von Gesprächsnotizen und langen Dokumenten;

2. Zur Erstellung neuer Inhalte wie Verkaufs-E-Mails und Produktbeschreibungen;

3. Zur Erzeugung von Programmcode für Softwareentwickler;

4. Zur Suche nach Unternehmensdaten um Fragen von Beschäftigen zu beantworten.

Zum Schluss geht der Artikel auf die Risiken und Einsatzmöglichkeiten von Chatbots abhängig vom Arbeitsplatz ein.

Hier geht es zum Artikel: https://www.nytimes.com/2023/07/05/technology/business-ai-technology.html

Viel Freude beim Lesen und alles Gute!

Herzliche Grüße, Stefan Klemens

PS: Lust auf einen Austausch zu People Analytics, Digital Assessment oder Künstliche Intelligenz im HRM? Dann vernetzen, Nachricht schreiben oder Termin für ein Online-Meeting vereinbaren.

Weitere Links

Website und LinkedIn-Profil der Autorin Yiwen Lu:
https://www.yiwenlu.net/
https://www.linkedin.com/in/yiwenlu1/