Happy Friday from Beem!
Here is our Weekly roundup to ensure you guys know what’s been shaking the Tech, Comms and HR world this week. Before we dive in, don’t forget to send us an email to firstname.lastname@example.org if you have a story you want to share! Whether it’s about leadership, HR, innovation, company culture or communications or even your own story, we’re keen to learn, so share it with us and we may feature your post in our upcoming issue.
Right, what’s been making waves this week? Check this out and join the discussion below!
While people analytics use has increased dramatically over the past three years, its focus – for the most part – still lies in tactical operational activities such as employee retention and recruitment. If HR wishes to contribute more to the corporate strategic agenda, people analytics will need to up its game in the eyes of senior general management. This article proposes a curriculum for HR and people analytics practitioners, as well as senior general managers, wishing to implement strategic people analytics practices.
It’s important to note that the content below is not something that can be simply learned in a one-week analytics course or by reading further up on the subject. To transform people analytics into a practice that generates true strategic value, HR professionals need to recognize their knowledge gap in this domain and invest in the appropriate training for their people.
The need for strong leaders will never disappear, and now, it’s more important than ever to ensure that we empower the next generation of leaders at every level and age. In the next five years, 84% of organizations anticipate a shortfall in leaders, according to Infopro Learning. The same report found that 83% of organizations say it’s important to develop leaders at all levels. That should be 100%.
It’s on us as leaders—at every organization, and in all industries—to set up the next generation of leaders for success. The article states that there are three ways that you can empower the leaders of tomorrow, from today’s youth to adults in the workplace, by providing interaction and mentoring, cultivating teamwork and collaboration, and giving and receiving effective feedback. Check it out!
Talking to Alexa is too often a one-sided affair. Certainly, the primary purpose of a digital assistant is to listen, but its responses tend to favor cold efficiency — get in and get out. If a human spoke to you the same way, you’d think they were being passive aggressive in order to get you to shut up and leave them alone.
While this dynamic makes sense from a utilitarian perspective, it runs counter to the stated goals of all digital assistants (Siri, Google Assistant, and the rest) — that being conversational language. To really take their usefulness to the next level, digital assistants need to understand more than just words. They have to take into account context and even the mood or personality of the speaker. And guess what? They’re starting to do it!
“Robots are really good at essentially doing the same thing, over and over again. This is basically how robotics has been for several decades. When it comes to robots going out into unstructured environments like your home or an office or a hospital, all sorts of unpredictable things can happen. I think learning will make it crucial for robots. Then robots can learn from their experience, acquire common sense and use that to act intelligently when things happen in the real world that they didn’t quite expect.”
If you’re still wondering how robots learn to do things, you’re in the right place!
In a really interesting podcast, Paul Daugherty and James Wilson, senior technology leaders at Accenture, argue that robots and smarter computers aren’t coming for our jobs. They talk about companies that are already giving employees access to artificial intelligence to strengthen their skills. They also give examples of new roles for people in an AI workplace. Check this out here!
Did we miss something? Let us know in the comments section below and we’ll feature your article in next week’s Roundup!
Also, let us know what type of content you guys want more or less of, we’re all ears!