TI People

The "everything is a product" craze is full on in HR.   And through this craze, there is real opportunity for progress.   For a step change.   For a productive evolution to a function that can systemically design & deliver great products that shape great experiences, while still reducing its cost to serve.   But through this hype, it's easy to get confused - perhaps in part due to the proliferation of language.   A quick scan of this space will lead you to the realization that all of the following are being tossed around:   - HR as a product - People operations as a product - People experience (PX) as product - Work as a product - People as a product   "What actually is the "product"?!" you may wonder   Or "what's the difference between being experience-centric and product-centric?!"   If we can't get clear on these fundementals, how will we ever get it right?   In our upcoming event on March 19, Stephanie Denino will be facilitating a panel made up of 3 seasoned leaders on this topic: Jessica Z., Chris Metcalfe and Martijn Seijsener   Together, they will help sense make and get practical about what teams wanting to transform their function should watch out for and focus on. (Sign up link in the comments) #ex #PX #work

Whether you are an HR/PX, IT, GBS, Operations, or Business leader, you are in the midst of transforming some portion of the work people do.   When I say the "work people do", I mean core work activities like...   - Handle a customer complaint (customer service rep) - Identify new potential clients (sales agent) - Manage scope change (software developer)   But also mean supporting work activities like...   - Get expenses reimbursed - Get access to a new app - Learn a new skill   If you are one of these leaders, you're without a doubt relying on and experimenting with new digital and AI tools that hold the promise of a lower cost to serve, better productivity and a better experience for your people.   And your entire transformation business case hinges on people adopting the new tools and ways of working.   So how do we ensure that?   The answer is much broader than better change enablement.   The multi-billion dollar adaption question is this: "Does this make my work activities easier, faster and better than before?”   So does it?   Many still don't know if their tools & interventions are.   But there's a way to know, relying on specific experience metrics as a leading indicators to your transformation.   Check out the visual below, and let me know if it sparks any reactions for you   #work #worktransformation #digitaladoption #EX #EXmanagement

Up to 80% of the time spent on ideating, prototyping, and testing a new #AI use case for the #HR function is often lost to iterations between innovators and compliance instances. This is where the idea of a #hackathon comes into play, aiming to shorten this time from several months to just 48 hours. Please read and share!

What Your #AI Use Cases Won’t Tell You … and a new AI tool can get you in a day: AI is making its way into #HR, but are isolated use cases enough? While AI-driven recruitment, learning bots, and digital assistants show promise, they don’t answer the bigger questions: How much productivity can AI unlock? What’s the roadmap for transformation? How do we reskill versus rehire?   A group of 15 companies has tackled this challenge head-on — co-creating an AI tool that predicts the impact of AI on HR functions. Using real-world expertise and an innovative Delphi method, they’ve developed a fast, simple way to visualize the AI-powered HR function of the future. Please read the article – this is more than just another AI experiment—it’s the AI future of an HR function! #AIpoweredHR #Digital #Transformation

🚀 A Jefferson Lunch for AI-Powered HR 🚀 - can be a pretty cool and inspirational format for your next HR leadership team meeting Why Jefferson? 🥂 Thomas Jefferson, the 3rd President of the United States, was known for his love of food and engaging discussions. He used dinners to resolve contentious issues, like the famous ‘Dinner Table Bargain’ that decided the location of the U.S. capital. How can digital HR leaders benefit? 🤔 Alignment among HR leadership, the CIO, and the AI program manager is crucial for a successful AI-powered HR transformation. A ‘Jefferson Lunch’ can foster this alignment through: 1. One Table, Diverse Guests: Bring together HR leaders, the CIO, and the AI program manager. 2. One Chosen Topic: Focus on a single, relevant topic to drive meaningful conversation. 3. Food: Create a relaxed atmosphere conducive to open dialogue. 4. Icebreaker Question: Start with a thought-provoking question to spark engagement. If you want to learn about the key ingredients for a successful Jefferson Lunch, read the article – and please share your thoughts! #AI #HR #AIpoweredHR #Transformation

🚀 AI meets Human Expertise in HR Transformation! This week marks a major milestone for TI PEOPLE’s AI Impact Co-Creation: We have launched the human validation of LLM-generated predictions on the impact of AI on the HR operating model. We asked an LLM to analyze how AI will reshape HR roles and activities, specifically in the context of our co-creating companies. Now, 150 HR professionals from 15 leading organizations—those working directly in these roles—as well as thought-leading industry experts are rigorously validating the AI’s predictions. This is not just a test—it’s a deep dive into understanding where AI gets it right, where it falls short, and how we can enhance its value to inform leadership teams of large organizations about the future of HR operating models. The complexity of coordinating this process is significant, but the insights will be even greater. 🔍 If you’re as excited about AI-powered HR transformation as we are and want to learn more, let’s connect! Stay tuned for the findings! #AIPoweredHR #HRTransformation #GenAI #FutureofWork

Great to see Volker Jacobs' article "Squaring the Circle" included in David Green 🇺🇦's top articles of 2024! It is the foundation of a lot of work we are currently doing at TI PEOPLE! #AIpoweredHR #HRTransformation

When you say "work" or "experience of work", people imagine a lot of different things.   In the work I do, we've come to create 2 main buckets that help compartmentalize this vast construct:   1. The experience of employee services - driven by HR, IT and other corporate function leaders 2. The experience of the core job activities - driven by business & operational leaders   Across both of these, organizations are off to races wanting to boost the productivity of employees, create efficiencies to lower their cost to serve employees + customers, while insuring quality services that create great experiences.   Leaders across both buckets are... Transforming Automating Digitizing Standardizing Simplifying   They are doing this by consolidating and injecting new digital/AI tools & technologies and re-designing processes.   But there's a catch - the requirement for success is that people adopt these new digital/AI tools.   So the big question is: How do we ensure rapid adoption that will unlock planned benefits?!   The answer comes to us from none other than the star of the show > the employee / worker / user:   "I’ll use it if you make it easier / faster / more enjoyable for me to achieve my goal."   So how do we know if we've done that?!   Here's our take:   Quantify how effective digital/AI tools are at making specific activities of work better for employees (i.e. removing work friction) – captured from the employee's perspective.   (Example data below)    #work #workexperience #EX #humancentricAI #AI

In the latest instalment of our ongoing series on #AIpoweredHR, we delve into the key success factors crucial for HR leaders in establishing an AI-powered HR: 1. **Harmonized Vision**: It is imperative for HR leadership to unify around AI's capacity to enhance efficiency, foster innovation, promote inclusivity, and tailor services to individual needs. 2. **Collaborative Approach**: HR should forge alliances with the Chief Information Officer (CIO) to establish itself as a pivotal force propelling the AI evolution. 3. **Credibility & Action**: Initiating the AI transformation within HR before expanding its reach throughout the organization is paramount for credibility and efficacy. 4. **Sustained Learning**: Keeping abreast of AI developments, trends, and breakthroughs is essential for agile leadership and proactive adaptation. 5. **People-Centric Solutions**: Crafting AI solutions with a focus on employees by integrating design thinking and feedback mechanisms ensures human-centric outcomes. Join the discourse on the evolving landscape of #AIpoweredHR, #AI, #HR, #Transformation, and #Productivity. Share your insights!

🌟 #AI-powered #HR: Episode 2 – A #Framework for #Impact In this second installment of our 7-part series, we explore a thought framework for how HR leaders can harness the power of AI to drive meaningful change. The 2x4 Framework shows how AI can: (1) #Transform HR functions: Reimagining roles, tasks, and processes. (2) #Empower the #workforce: Enhancing experiences across the organization. And it highlights four key levers on each of the two: · Efficiency: Automating tasks and freeing up time for strategic priorities. · Innovation: Enabling new possibilities through data and AI-driven insights. · Democratization: Extending access to services and tools across the workforce. · Personalization: Crafting solutions tailored to individual employee needs. 💡 Bringing it to life: Compensation & Benefits as an example Here’s how AI creates value: ✨ Efficiency: Automating 36% of specialist tasks, saving time for employees. ✨ Innovation: Integrating analytics to reveal compensation trends and retention strategies. ✨ Democratization: Expanding compensation benchmarks beyond executives to all employees. ✨ Personalization: Designing benefits that meet the unique needs of diverse groups. Stay tuned for Episode 3 next week, where we’ll uncover the success factors behind AI-powered HR. Let’s keep shaping the future together!