Talent and AI as an Ally
IT services industry is at influx of another tech revolution and market disruption. AI is already making big waves and is soon expected to start impacting businesses, rather than just being a cool tech to play around. ?While this has brought slowdown in some sectors, there is an opportunity for IT Services Companies to refresh their Talent Strategy. A Culture of AI as an Ally is critical, and I have listed the top 4 enablers below:
1.?????? Manpower Optimization and Talent Development: As there is optimisation of manpower everywhere, when demand revives, revenue per employee will increase. IT companies have long survived on increasing scale. AI will force to move from being a scale player to being a high margin player. And with this there will be an opportunity to invest in direct learning budget of employees. Companies who will start early in putting up plans, budgets and tie up with university and learning platforms will be the winners. Next talent war will be fierce, and today’s infrastructure of L&D will not survive the AI revolution.
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2.?????? Relook at the JDs (AI powered Roles)- Most of the job roles are or will soon become partially obsolete. Rather than letting it free flow and evolve, application of AI should be included proactively in all JDs. 100% of Roles should transform into ‘AI powered Roles’. Some roles might have a very small % of AI application, while others will be heavy, but missing the bus is not the option. ?
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3.?????? Back to basics of Training Need Analysis- while every organisation is rolling out AI Trainings and Certifications in a hurry, one fundamental gap exists: focused need analysis. ?Your sales team knows the demand in market and your delivery team knows the existing skillset. A quick independent survey and a focused gap analysis can show the mirror and identify the real gap, rather than trying to do too much too soon.
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4.?????? Honest Analytics- while there are multiple data interpretation, analysis, and visualisation tools available now, nothing can work till the quality of data is correct and metric measures impact and results. If not used honestly, Analytics will be used to justify every action and inaction of management and will meet the fate of statistics in time. ?
?While every company will be on their own maturity curve, theory of survival of the fittest is inconsiderate. Inaction is a tough choice.
Note: All opinions are individual and do not represent opinion of my present or past employers.
It's interesting to see how AI is reshaping talent management. What trends are you noticing in the field?
Transactions Strategy and Execution | People in Deals | Private Equity
9 个月Insightful article- thanks Amit. I really liked the emphasis on Training Needs analysis - AI is a great tool, but it's important to identify how and where it adds value
Sales Head @ ADP | Driving National Sales Growth and Helping you Run your Business better with Payroll, Tax, Compliances. #Global Payroll ,#HCM Solutions
9 个月Insightful buddy
Head - Human Resource | Building Organisations | Culture Bearer | HR Strategy | Coaching & Mentoring | Business Partnering
9 个月Superb Amit. A very interesting read
HR Professional with a blend of Corporate & Consulting experience
9 个月Absolutely Amit Kumar. One should embrace AI as applicable to the context. It would impact many across the segments and the role clarification/re-classification based on its relevance and adaptability for productive operations becomes inevitable besides the learning agenda and change in individual orientation towards work undergoing some shift. As you rightly mentioned, making meaning out of data and helping make decisions demands a holistic understanding of variables and interdependencies. Manpower optimization and rationalization would become daunting, expecting the HR to be diligent throughout.?