HR Data Makes Its Own Gravy (Part 2)

On September 15, 2020, in AI, Artificial Intelligence, HR Tech, HR Technology, by John Sumser
In part two of his series, John Sumser digs into the categories of HR data in AI and Intelligent Tools. John covers PII data, machine data, text, language, behavioral, transactional, rate of change, data flows, survey data, network analysis, and more.

HR Data Makes Its Own Gravy (Part 1)

On September 14, 2020, in AI, Artificial Intelligence, HR Tech, HR Technology, by John Sumser
There’s a saying, ‘data makes its own gravy.’ Using data creates data about usage. Interestingly, the meta data created by data is often more useful than the data itself. John Sumser delves into the types and attributes of HR data in AI and Intelligent tools.

The Human Machine Learning Partnership

Recognizing AI means trying to remember, in the onslaught of machine opinion, that by accepting the machine’s opinion you are making a decision. ‘The machine suggests but the fault is yours’ will necessarily replace ‘The machine told me to do it.’ - John Sumser

Questions about your AI Ethics

“The entire organization, probably led by the HR Department, is entering a time of deep examination of organizational ethics. The questions that underly the development of an ethics process are about the ways in which we care for and protect the organization and its members.” - John Sumser

Talent Mobility – The Struggle Is Real and AI Can Help

Outdated personnel information is a key roadblock to realizing the next leap in productivity. Fara Rives from HiringSolved looks at the three most common reasons employees and contractors don’t keep their information up-to-date and how AI can help.

What’s that got to do with Koala Bears?

“Every time we generalize about people or information or ideas, bits of detail get lost. To define something is to limit it. The very act of putting something complex and nuanced into a more general description, diminishes what is possible to convey about the thing itself. Representations are never complete.” - Heather Bussing

We Don’t Know If We Can Eliminate Bias From Tech

“Bias related technical tools fall into two categories. The tech group assumes that things work better when humans are not involved. The human group assumes that people should be the decision-makers when lives and careers are affected.” – John Sumser

Based on Historical Inputs (you might want to consider your options)

Intelligent software can tell you a lot about the past and nothing at all about the future. That should be the thing you notice most about the score given a recommendation. It should be marked ‘based on historical inputs.’ John Sumser

AI and Intelligent Tools in HR Tech Right Now – Q&A, Reinventing HR

John Sumser’s video talk on where we are now with Intelligent Tools (AI and Data) in the HR and Recruiting space during the coronavirus pandemic. John covers the key points companies need to understand about AI and other intelligent tools to successfully implement systems and gain their full benefits.

AI Latency

It’s easy for AI that learns from decisions made by the company to fall behind what employees are experiencing and learning. John Sumser walks us through the issues.