AMA Highlights: Which HR technologies are worth investing in 2019? – Luigi Maria Fierro
Luigi Maria Fierro (Global Head of HR Strategy & Transformation of ING) joined us in Venturi’s Voice Slack on February 1st to host an ‘Ask Me Anything’.
Luigi was on hand to answer questions on the theme: ‘Which HR technologies are worth investing in 2019?’. He tackled a broad range of topics including semantic language analysis, microchipping employees, & people analytics.
Below are some of the highlights from the event.
To access the full transcript and take park in upcoming AMAs, join Venturi’s Voice Slack.
Question from @Chrisg
Do you think AI will eventually replace humans when making hiring decisions?
Honestly, I can actually see AI replacing the human when a company is hiring for lower-skilled jobs. If a role has a high turnover of employees and there’s a clear set of skills that can be assessed in a binary manner to determine whether a person is capable of filling the position then the risk of an AI placing someone into an unsuitable role is low.
Follow up question from @Liam Donoghue
Looking at AI in a wider context, is the removal of jobs by automation something you’re personally worried about/ making plans for? Do you see it affecting ‘white collar’ workers as much as manual labour?
The increasing role automation is playing in our lives is nothing new, it has been part of human evolution for the last 100 year and quite often has created new jobs. This challenge isn’t something completely new. I am quite positive that AI will not remove jobs but will instead shift/create new jobs in new area of expertise we are not even aware of right now. As a HR professional, I have to be aware of this and help my company and my colleagues develop new skills and new mindsets that can be applied to future jobs.
Question from @Simon Darling
How do you deal with the fact that there are many great HR Tech solutions that can do one thing very well (eg performance review, engagement surveys, ATS). But an integrated solution is hard to deliver with a great customer experience across touchpoints (eg common sign on, data analytics across platforms)?
This is a clear dilemma. we decided to focus on integration and standardization, with a single point of contact for the employees. This is also helping the employee experience since you can have the same HR experience in any country.
Question from @Andy Davis
Do you see any practical application for VR in the HR process? And if so where is the most potential?
We are exploring VR and I believe it could have a great when onboarding candidates, you can give potential employees virtual tours of your office. It’s also useful in training situations such as how to have a difficult performance conversation.
Follow up question from @Andy Davis
That’s an interesting point you made about training for difficult performance conversations. I would have thought that training like that would need to be human to human to really get across the emotional implications of a discussion like that. Have you found that isn’t the case? Do people prefer training using VR?
Face to face training is always the most effective way to skill up staff but it has its limitation. In short, that style of training is not scalable and replicable. For a companies with thousands employees is not economically viable to have massive face to face training. VR can help on achieving scalable and cost-effective training solutions.
Question from @Daniella
What are your thoughts on ‘people analytics’. How can companies use people analytics to get the best advantage in HR and how can they use data analytics to measure a HR departments output?
I see People Analytics actually serving both a business’s needs and the needs of its HR department. From a business perspective PA can help in:
I) Reforming an a company’s structure after a period or re-organisation.
ii) Analysing a company’s internal email patterns to determine which departments should be positioned closer together to support idea sharing
From an HR perspective, PA can help to measure employee engagement and gender pay gap distribution. For us, we use PA to aid in the professional development of every single employee and we use it to understand how an individual’s skills and capabilities are evolving.
Question from @Kirsty
I’ve got a bit of a broader question….how do you see HR developing over the next decade?
Wow, super broad question.
I see HR becoming, an even more, strategic function playing a critical role in developing every single colleague. HR has to further step up in terms of professionalism also attracting professionals with different backgrounds. I definitely see a tech career path in HR appearing in the near future. Data science students are already working in People Analytic departments and I can see the trend toward a data-driven HR department increasing.