2020-02-17 HR Examiner article prediction machine 9 trends in ai and intelligent tools that are shaping hr tech photo img cc0 by wyron a GY38n9WKjQI unsplash full part 2 544x306px.jpg

“The move towards machine generated forecasts, predictions, recommendations, insights, and analytics will be relentless. As one area comes under management, adjacent issues will become easier to understand.” - John Sumser

Part II


Predictions Everywhere, Sensors Everywhere, Predictive Models Everywhere, Conflicting Predictions Everywhere

In this series we’ve been looking at nine trends that are shaping AI and intelligent tools in HR Tech. in the first article I covered intelligent tools, how data models are ushering in new kinds of management, employees learning to deal with conflicting predictions, skills shortages, and job loss expectations.

Catch Up on the Series

Haven’t read parts 1 or 2? Catch up on the series by clicking on the links to each article at the bottom of this post. Click here to navigate to the links.

VI. The API Economy Changes the Substance of Procurement

While quality ranges from deeply imperfect to amazing, most of the vendors who deliver microservices spend large parts of their

2017-04-21 HRExaminer photo img sumser john bio pic IMG 3046 black and white full 200px.jpg

John Sumser is a Principal Analyst for HRExaminer.

resources integrating with other vendors. On one level, what a tool can connect to is as important as what it does.

The connections are made by coding a relationship between two vendors’ Application Program Interfaces (APIs).

Like any network based project, the API integration playing field is populated with some vendors who want to be ubiquitous and some who already are. The more popular vendors are often legacy providers who understand that integration with their platform is a path to revenue for aspiring vendors. In order to preserve autonomy, HR Departments will start building their own APIs.

VII. The Evolution of Vendor Based HRTech Ecosystems (Purchasing by Vendor Personality)

Enterprise Software Companies are better understood as brands than as baskets of functionality. Increasingly, enterprise providers like Oracle, SAP, WorkDay, IBM, Ceridian, ADP, Ultimate Software, Kronos, deliver commodity functionality. However, their choices of partners in their ecosystem and construction of their intelligent tool models look more like editorial decisions.

These choices represent the parent company’s views on management, success for a customer, role of the employee, relationship between employer and employee, importance of key HR functions, and everything else the tools affect.

All HR Functions exist on a spectrum. The way the ecosystem parent chooses to deliver those services and associated forecasts, predictions, recommendations, analytics, and insights is driven by its core beliefs and values. Buying from them means buying into their world view. They will get better at articulating these ‘personality traits.’ Customers are learning how to buy into visions that are larger than software functionality alone.

VIII. Current Levels of Attention to Recruiting Will Be Replaced By Other Areas to be Intelligenced

The move towards machine generated forecasts, predictions, recommendations, insights, and analytics will be relentless. As one area comes under management, adjacent issues will become easier to understand.

The process will roll through our current work like a wave that exposes the flaws in our existing methods while revealing new areas where investments can be made. Potential areas where intelligent tools will be used include:

  • Integration of Operations and HR
  • Rethinking the meaning and Understanding of Performance
  • Alternative forms of Compensation and Compensation Management
  • The marriage of Crowd Sourcing and Vendor Management
  • The integration of Gig Worker Procurement, Operations, and HR
  • Deep integration of Network Understanding and Measurement
  • The capacity to see and manage the ‘Real Org Chart’
  • Alternative views of Human Capabilities
  • Broadening view of the relationship between Individual and Organization
  • Re-imagining Skills and how and where people use them.

IX. Intelligent Tools Drive The Decline of Enterprise Consumerization

For a decade, HR Tech vendors uniformly claimed that the holy grail of software was the consumer experience delivered by companies like Apple, Amazon, Facebook, Google, and other web-centric software companies. The goal of intuitive decision making from clearly defined choices in a simple graphical context seemed logical. It was a way of explaining the miserable levels of adoption in most offerings.

Intelligent tools require a different kind of relationship with their user. Machines provide opinions. This requires the employee to actually think, question, and weigh alternatives and predictions before executing. Intuitive interfaces that drive rapid decision making will become liability traps for their makers. Interfaces that encourage the user to take the machine’s input as one point of view will proliferate.


Catch Up on the Series

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HRExaminer v10.59

With Predictions Everywhere, Here are 9 Trends from John Sumser that are Shaping AI and Intelligent Tools in HR Tech....