The virtual water cooler: Honing collaboration platforms in M&A

watercoolerPosted by Danielle FeinblumAntonia PearsonTJ MossChelsey Ott on July 31, 2020.

Even before our world became more virtual, most organizations could share an example of how a piece of information “went viral” within the company on Slack, Microsoft Teams, Quip or another other collaboration tool. From quick requests for help on a project, to sharing feelings about a recent message from leadership, or even daycare recommendations, these platforms create a one-stop shop for quick and easy information sharing between employees. Which is why we see more companies take a deliberate approach to using these tools during major changes in the organization, including M&A.

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Humans with Machines

Harnessing the power of intelligent automation (IA) by effectively managing a mixed workforce of people and machines

Posted by Gina Schaefer, Ryan Sanders, on July 16, 2020.

While the idea of machines “taking over the world” makes for compelling science fiction, businesses are discovering that the most powerful use cases for intelligent automation (IA) involve people and machines working together as a team. Of course, managing a mixed workforce of human workers and “digital workers” presents its own unique challenges. Here’s a look at the critical challenges—and how to address them.

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Mind the gap: Rewiring the organizational approach to HR technology

Posted by Chris Havrilla on March 20, 2020.

Organizations put a lot of faith in HR technology. And collectively, they spend billions of dollars on it to drive change and generate value.1 But most organizations aren’t getting the value they expect. While almost 75 percent of respondents in Deloitte’s 2019 Global Human Capital Trends study rated HR technology as important or very important, just 6 percent believe their HR technology is “excellent.”2 That is a huge gap. In order to use technology effectively to help enable the transformation necessary to be competitive and meet the needs of the business, the workforce, and customers, organizations—and especially their HR leaders and technology professionals—need to act now to close this gap, or likely risk falling even further behind.

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Your Cloud Journey does not have to end after Deployment

ind_TMT_glb_ho_2267_loPosted by Jeffery Hall , Martin Kamen  and Ramona Cheatham on March 18, 2020.

For many, cloud is no longer an option—it is becoming inevitable. But cloud strategies differ broadly based on the context of your organization. Organizations considering a move to cloud computing may need to embrace a different approach, and failing to establish a plan and framework for deployment may lead to challenging implementations. Drivers such as deployment planning, risk tolerance, and the way companies do business tend to predict your organization’s implementation pace and scope, as well as the technologies you need. Yet cloud strategies may not account for an organization’s cloud maturity level after deployment. When we talk about cloud maturity, we are trying to understand what organizations are doing after deployment.

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Cognitive and AI technologies are transforming talent acquisition

How ready are you to take advantage of them?

Posted by Bhawna Bist and Alice Jun on July 2, 2019.

Cognitive and AI technologies are increasingly pervasive in the world of talent acquisition (TA), in the news, in the minds of leaders, and among solution providers. How ready is your organization to implement them in a way that can be truly transformational?

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Automated assessments

Changing how you think about talent acquisition

Posted by Kevin Moss, Bill Cleary, and Bhawna Bist on May 14, 2019.

Candidate assessments have long been an integral part of helping organizations gauge candidates’ skill level, fit for the role, and cultural fit with the organization. While traditional assessment methods aren’t likely to disappear in the near future, there is a growing shift in the way talent is assessed. As automated, AI-based assessments mature, many organizations are using these innovative solutions to capture the right candidate data and facilitate more effective hiring.

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The humbotic imperative


Posted by Mike Bentley, Ben Dollar, Jeba Dharmaraj and Stephanie Levitt on November 30, 2017.

The rise of robots in organizations has resulted in two schools of thought—those who believe robots will replace humans and those who believe robots will help humans perform better. Our view is that the world has reached a tipping point where robots and humans are set to thrive in a symbiotic partnership. It’s time to start thinking, “Can a bot do this task for me?”

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Minds + Machines: Revolutionizing work, careers, and learning

Posted by
Michael Griffiths
,  Matt Stevens, and Carly Ackerman on October 27, 2017.

We often hear threats of the imminent doom headed our way in the form of artificially intelligent robots. Instead of considering robotics and cognitive technologies as a way to reduce the need for humans, organizations should be considering how the future of work drives complementary capacity created by automation. HR and Learning & Development (L&D) have a significant opportunity to help the organization transition toward structures capable of moving faster, learning rapidly, and embracing the dynamic, human-centered careers created as a result of digital proliferation and increased automation.

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