You think AI is too expensive? Artificial Intelligence as a Service (AIaaS) is a third-party, low-cost, high-value AI-based service to businesses and startups. AIaaS refers to off-the-shelf AI tools that enable companies to implement and scale AI techniques at a fraction of the cost of doing it in-house. AIaaS providers offer solutions ranging from simple data entry work to complex machine learning (ML) tasks. Companies can determine what offers they want within what budget.

Bottom Line: The most urgent talent management issue every business is facing today is how to improve Diversity and Inclusion (DI) by reducing the potential of bias and evaluating candidates on capabilities first. Organizations need to focus more on using AI and machine learning techniques to identify, recruit, and hire candidates based on their capabilities while removing as many potential bias triggers as possible. Businesses that are making DI an integral part of their companies are experiencing an 83% improvement in their ability to innovate, a 42% increase in team collaboration effectiveness, and a 31% improvement in customer responsiveness, according to Deloitte. A study by the American Sociological Association found that companies with the highest levels of racial diversity attain 15 times the sales revenues of those organizations with the lowest levels. McKinsey found that excelling at DI is directly related to higher profitability and value creation.

News and Updates for HR Professional in India - , Employer, Strategy-CHROs will have to advocate for human-centered decision-making environments so that the compassion, the empathy, the curiosity, and the self-awareness of the workforce can work in tandem with their AI tools.

The debate over artificial intelligence's role in HR--from recruiting to workforce planning to performance--has become moot: There's no doubt that AI has arrived and is expanding rapidly in the HR space. But, not so fast, some experts say. While AI represents a fantastic opportunity to drive HR success (and by extension, bottom-line growth), ethical issues tied to AI represent a potential dark side of these technologies. The good news is, chief HR and people officers can successfully navigate this rapidly changing, growing trend by steering clear of those ethical speed bumps in the first place. They must take a smart, steady, planned approach to circumvent negative outcomes.

Only nine per cent of chief human resources officers (CHROs) agree that their organisation is prepared for the future of work, according to Gartner, Inc. To drive future performance – of the organisation, employees and the community at large – senior HR leaders must focus on five areas of work. Brian Kropp, chief of research for the Gartner HR practice said tackling the next phase of work involves planning for and leveraging the changes in the way work gets done over the next decade, influenced by social, generational and technological shifts. "Rather than looking at the various aspects of work, like AI, the gig economy and the multigenerational workforce, in silos, HR leaders should focus on the big picture of what the future of work can and should look like in their organisation," he said. Data is increasingly used to make work-related decisions in talent acquisition and management and even workplace design.

Developing strong leadership across all levels of a healthcare organization has become a must-do initiative. Leaders have the power to affect bold change at a time when transformation is essential for the future. For instance, according to 39% of payer operations executives we surveyed, a change in leadership would likely trigger a major operational transformation within their organization. Perhaps this is why organizations continue to invest in leadership development. Organizations spent $1,296 per employee in 2017, up 1.7% from 2016.

Only 9% of chief human resources officers (CHROs) said their organization is prepared for the future of work, according to a Gartner press release. SEE: Special report: IT Jobs in 2020: A leader's guide (free PDF) (TechRepublic) Technology contributes significantly to the function of HR professionals, with 82% of HR leaders predicting their roles will be unrecognizable in 10 years, according to Sage's Changing the Face of HR report. HR roles are changing because technology is altering the way they work, particularly with artificial intelligence (AI), according to the release. With the integration of tech, HR professionals must also consider how they will use AI tools, how their employees will use the tools, and how this changes interactions in the workplace, said Brian Kropp, distinguished vice president of research at Gartner. "[The changes in HR] all comes down to a multitude of factors around the changing nature of work itself," added Paul Burrin, vice president of Sage People.

Bottom Line: Every Chief Human Resource Officer (CHRO) needs a career roadmap that prioritizes building strong AI digital dexterity skills and continual upskilling, two key skills that are defining the future of talent management. One of my favorite quotes is from Alvin Toffler, author of Future Shock, who wrote: "The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn." It's prescient for CHROs who need to start taking action to strengthen their AI-based digital dexterity skills and define their upskilling roadmap. Alvin Toffler's quote also speaks to the challenge every CHRO faces today of creating programs at scale that help workers learn, unlearn and relearn valuable AI, machine learning, and digital skills. CHROs and employees who participate in upskilling programs are learning more about how AI and machine learning can help them in their jobs.

Welcome to our HR Modernization Playbook: Tomorrow's people – Why HR matters more than ever in the age of artificial intelligence. Digital transformation is happening faster than ever. The adoption of artificial intelligence (AI) and automation will redefine jobs, enhance employee productivity and accelerate workforce development. In fact, skills and culture – not technology – are the biggest barriers to business growth in the AI era. This means CEOs are looking to their CHRO to lead culture change, manage talent and drive down costs.

Welcome to our HR Modernization Playbook: Tomorrow's people – Why HR matters more than ever in the age of artificial intelligence. Digital transformation is happening faster than ever. The adoption of artificial intelligence (AI) and automation will redefine jobs, enhance employee productivity and accelerate workforce development. In fact, skills and culture – not technology – are the biggest barriers to business growth in the AI era. This means CEOs are looking to their CHRO to lead culture change, manage talent and drive down costs.