Getting Started with Cognitive Analytics Now

Transcription

1 Getting Started with Cognitive Analytics Now Chris Amsellem Talent Analytics Technical Lead IBM Kenexa 1

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4 Cognitive computing refers to systems that learn at scale, reason with purpose and interact with humans naturally. Rather than being explicitly programmed, they learn and reason from their interactions with us and from their experiences with their environment. Dr. John E. Kelly III, Senior Vice President, IBM Research and Solutions Portfolio, Computing, cognition and the future of knowing 4

5 We need to utilize cognitive computing and free human beings to engage in the tasks only human beings can perform. Takio Sudo, CHRO, Pasona Group, Japan 5

6 Consumer Example BIG-i Facial recognition Security Calls Internet Learns behavior Affordable If you see Tommy, cutting fruit, remind him to wash his hands. 6

7 Who is Chris? 17 years consulting in HR & Learning M.Ed Instructional Technology Software Implementation, Video production, Programming, Backend systems, UI design I like technology 7

8 owhat Machine Learning is Talent Insights? o Exploration and Visualization o Sharing 8

9 Machine Learning - Visually?? petals stem stamen pistil leaves anther 9 filament

10 Machine Learning Open-Source examples: MLLib Mahout DeepLearning

11 Statistical analysis software o Enables you to objectively ascertain o The relationships between variables o Differences between groups o Can test findings for statistical significance o Can create testable predictive models 11

12 Visualization opowerful ways to display your data ocreate simple dashboard for presentations ogenerally standalone low cost of entrance (Excel and online) Ex. odatawrapper oraw ozeppelin 12

13 DataWrapper 13

14 Raw 14

15 Apache Zeppelin 15

16 Sharing Tools o Huge step forward from static reporting o Enables uses quick access to current organisational information o Graphical, easy to interpret o Saves time an energy on producing static reports o Handles complex data 16

17 IBM changes the game by applying Cognitive computing to HR Talent Insights Built for HR - the system has been built to understand language of HR Simplicity Powerful but designed for non-technical users Speed what has historically taken IT weeks to do, can now be done in in minutes or hours Open HR gain insight from any data source across the business Guided NLP automatically highlights hidden data patterns IBM R&D leverages $B s of investment in IBM Watson and analytics 17

18 Demonstration 18

19 Refine and Join 19

20 IBM changes the game by applying Cognitive computing to HR Talent Insights Built for HR - the system has been built to understand language of HR Simplicity Powerful but designed for non-technical users Speed what has historically taken IT weeks to do, can now be done in in minutes or hours Open HR gain insight from any data source across the business Guided NLP automatically highlights hidden data patterns IBM R&D leverages $B s of investment in IBM Watson and analytics 20

21 HR is on a journey with Workforce Analytics Patterns in HR Metrics Insight on the trends and relationships between different HR metrics Business Outcomes Directly relate and predict business outcomes from HR investments Capturing HR Metrics Performance ratings Engagement Scores Hire Source What is the link between hire source and tenure? What HR investments will have the largest impact on same store sales? How many people did we hire last month? It s not an IF, it s when 21

22 Driving Business Performance Through People Analytics Cognitive Predictive Prescriptive Integrated Descriptive Describes the local landscape analytically, looking for trends Links up multiple data sources to get holistic insights Predicts future trends in the workforce Use prediction, test models, look at alternatives Uses predictive modeling and machine learning to look ahead and see hidden relationships 22

23 Analytics: the business case Mature People Analytics organizations are more likely to improve their 2x recruiting efforts Analytics pays back $13.01 for every Dollar spent 2x 3x more likely to improve their leadership pipelines more likely to realize cost reductions / efficiency gains Nucleus Research 2.5x more likely to improve talent mobility - the right people, right jobs Bersin by Deloitte 23

24 Disruptions change industry Completely new business models Fail to adapt, fail to live New jobs and skills will emerge Competitive edge 24

25 What you need to do it: Become flexible, analytical, social CHROs will need to focus on building three key capabilities as they are enabling their organizations to address the future: Flexible Social Analytical 25

26 thankyou 26

27 Questions? 27

28 The number of CHROs who use predictive analytics to make more informed decisions is rising. Use of predictive analytics to address workforce issues Workforce productivity 16 % % 18 % Performance management and evaluation 8 % 15 % 87 % Employee engagement and commitment 9 % 14 % 55 % Sourcing and recruiting 7 % 14 % 14 % Talent retention 13 % 13 % 0 % 52 % growth on average 30

29 Year over year there has been major improvement in People Analytics. The percentage of companies who believe they are excellent doubled from 4% to 8%, and the percentage who are now using analytics to predict business outcomes is 34%! Josh Bersin Global Human Capital Trends