Technology’s impact on knowledge management

The future of work is being shaped by three key forces. As technological advances of cognitive AI, machine learning, and everything-as-a-service become more integrated into the fabric of business the very nature of the workforce, work and workplace are rapidly evolving. It is enabling a new generation of workers who will be largely “gig” and digitally savvy. The best talent may no longer be where companies exist meaning that managing a more broadly dispersed workforce will be a competitive differentiator. When compounded with a significant number of pending retirements and a complex global regulatory environment it is clear that the topic of knowledge management is top of mind to leaders.

Becoming a smart, adaptable business is not a one-dimensional issue. As high-tech becomes an integral part of our daily work, changing manpower or IT on one hand or replacing machinery on the other is not sufficient to keep an organization competitive. On the contrary, many startups and boutique companies with limited experience and resources are outsmarting and disrupting established companies. Understanding the reasons for this phenomenon can shed light on the essential transformations needed to compete in this dynamic market. Namely, better knowledge management and clever implementation of digital workplace tools can make businesses smarter than ever.

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Prediction: Talent acquisition will use AI and predictive data to become truly embedded in the business


Posted by Denise Moulton on December 5, 2018.

For several years, talent acquisition (TA) has been emerging from its silo of filling headcount to become part of an overarching talent strategy. In 2019, we expect record-low unemployment rates and a demand for niche skills to hasten that transformation and make the TA function a critical player in ensuring that organizations have the talent they need to be productive. This means more than improving TA strategies, enhancing relationships with hiring teams, or becoming data-driven. A substantial shift in behaviors, capabilities, and business integration will fuel TA in those organizations keen to embrace the possibilities.

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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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Two truths and a lie

Insights from the 2017 Human Capital Technology and Service Provider Day

Two truths and a lie
Posted by Dave Smith on June 8, 2017.

Each year, Deloitte Consulting LLP brings together our key fellow members in the HR ecosystem—HR technology and service providers—to talk about the future of sustainable HR and the health of the ecosystem we share. Last year’s Provider Day event focused on the theme Understanding and serving the HR buyer and included our first-ever HR buyer guest panel. This year we gained considerable insights from providers on our theme, Sustainable HR: Agile evolution for the future. We were especially interested in perspectives that providers shared with our own Deloitte Consulting human capital leaders during social times and one-to-one meetings, and this article reflects our informal poll of participants about the key themes from the event.

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The HR cognitive advantage

The HR cognitive advantage

Posted by Rajesh Attra and Greg Vert on May 12, 2017.

In our first post on this topic, we addressed the question: Can robots replace HR? While the answer is “not entirely,” there is no doubt this technology represents both a significant disruptor and opportunity for HR. To back it up, our team has spent the last couple months working with early adopter clients and deploying internal Deloitte pilots to better understand the potential of robotics and cognitive solutions within the HR function. Our experience to date indicates there are three primary capabilities where digital options should be considered to supplement and augment the human talent in HR.

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Can robots replace HR?

Can robots replace HR?
Posted by Michael Gretczko and Rajesh Attra on November 17, 2016.

Automation and artificial intelligence are hot topics these days, to the extent President Obama has recently started to position the future of smarter technologies as a critical topic for his successor to address.1 This transformation has broad impacts, but the changes expected in the HR function and the overall workplace are of significant interest.

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