Executives in every line of business are exploring how AI, or cognitive solutions, can impact their respective departments. CHROs are no exception and need to know how AI can complement existing investments in cloud HR. IBM’s recent research reveals areas where cognitive capabilities can be leveraged in the new HR era. IBM's 2018 HCM World discussion incorporates findings around how chatbots can be an integral aspect of the new digital HR experience with user-centric design that builds a motivated and high-performing workforce. Join us to explore our 2018 HCM World Update to IBM's HCM Research Findings.

1. 1
Beyond Digital HR
When everyone is in the cloud, who wins?
Adhir Chobe, Partner
Lissa Watson, Associate Partner
IBM Next Generation Enterprise Applications
Oracle HCM Hyper-growth Leaders

2. 2
THE FUTURE OF HR

3. 3
Every aspect of our lives will be
transformed. In short, success in
creating AI could be the biggest
event in the history of our
civilization...AI will be either the
best, or the worst thing, ever to
happen to humanity.”
“
Professor Stephen Hawking

4. 4
WE’RE ENTERING
A NEW ERA.

5. 5
BUSINESS DISRUPTION

6. 6
6
PROGRESS
≠
PROCESS

7. 77
PROGRESS
=
PEOPLE AND EXPERIENCE

8. SPEED AND AGILITY

9. PRESSURE FOR RESULTS

10. 10
COMPETITION FOR TALENT

11. 11
EX DRIVES CX

12. 12
Leading
organizations are
talent-centric
andAI-powered

13. SaaS
Self-Service
Customer
deals with
complexity
Same research
required, this time
by the customer
Goal 1: To provide
exceptional
customer
service
Self-Service Isn’t Enough, expand focus to include Un-structured Data
Goal Cognitive
Customer
expresses
needs and
makes
choices
Cognitive system performs
analysis on available data and
presents better information.
Customer is given better input to
make choices.
Without the “clutter” of underlying
information, customer can focus
on weighing decisions.
Staff
engagement
enriched
13
Today
Answers
pieced together from
multiple data points
in disparate systems
Today
Limited to
availability
and
experience
of staff
Answers
pieced together from
multiple data points
in disparate systems
“Wow. My HR
department really
cared about my
situation and dug
into my options.”

14. Low
Performers
1. Identify the ‘segments’ 2. Isolate the predictors 3. Deploy targeted AI Solutions
Sourcing Selection
Experiences Learning
CompensationPromotion
Average
Performers
Top
Performers
Talent Centric: Study the Best Using Data Science

15. 15
Our
Strategy
Strategic Shift
Our
Expertise
New Skills
Our
Systems
New Ways
of Working
Our
Leaders
New Ways
of Leading
Our
Structure
Simpler
Organization
Our
Culture
Agility and
Innovation
6:100-45% -6 650165K +22%
IBM’s transformation journey

16. 16
Attract Retain Develop GrowEngage Deploy Serve
Cognitive
Onboarding Agent
Find Your Fit
CogniPay
Cognitive
Talent Alerts
Proactive
Retention
Feedback App
IBM ExpertiseYour Learning
Blue Matching
Cognitive
Chatbots
Social Pulse Watson
Career Coach
IBM’s transformation journey: deploying AI

17. 17
From To
Business Process Decomposition
Data Science First
1
HR experiences reinvented for a new era
Behaviors, Persona Empathy, Design Thinking
Micro Services Technology-led Change (Agile)ERP System-led Change (Program)
Analytics and BI last in roadmap
Process does not equate to progress anymore

18. CV
AI Systems of Engagement
Talent Development
L I S T E N · A S S E S S ·
D E V E L O P
Talent Acquisition
S O U R C E · A T T R A C T ·
R E T A I N
M A N A G E · I N S P I R E ·
E N G A G E
Candidate
Advisor
Career
Coach
Personalized
Learning
Virtual
Advisor
Content
Collator
Recruiter
Assistant
Compliance
Advisor
Virtual
Assistant
Talent
Insights
On-Boarding
Advisor
Feedback
HR Operations
CV CV CV

21. Talent Acquisition
Acquire higher quality
talent with AI and
improved candidate
experience
Talent Development
Faster and personalized
skill building and
powerful new content
controls
HR Operations
High touch HR:1 click
to self sufficiency.
Single point of entry
and HR augmentation
I N C R E A S E I N
R E C R U I T E R
P R O D U C T I V I T Y
3 0 %
D E C R E A S E I N
V E N D O R
E X P E N S E
2 0 %
D E C R E A S E I N H R
S E R V I C E
D E L I V E R Y C O S T
2 0 %
HR Reinvention & Capability
D I G I T A L C H A N G E

22. Business disruption Experience disruptionTalent disruption
Speed and agility Pressure for results
Reimagine how people work From subjective to objective
Competition for talent EX drives CX
Future proof talent strategy People-centric experience

23. 23
"the last, best experience that
anyone has anywhere becomes
the minimum expectation for the
experiences they want
everywhere...”