Is your workforce prepared for digital transformation?

In just 10 years, the average lifespan for a company in the S&P 500 will be less than half as long as it was 50 years ago

In fact, 88 percent of the 1955 Fortune 500 already doesn’t exist.

In the era of digital transformation, having the right people in the right places will make or break your organization. If you can bring together data about your people and your business and map talent to the needs of your organization, you’ll better understand how to stay ahead of your competition.

The irony is that with more people data available than ever — 90 percent of the data in the world was created since 2016 — almost every company still relies on mapping its talent manually, if at all.

These companies simply aren’t prepared to adapt their core workforce to constantly-evolving market conditions and business priorities.

In other words, their expiration date could be coming sooner than later.

As more data is generated, the HR industry has also become increasingly reliant on distilling people down to keywords, job titles, and numeric data. The market has felt the negative side-effects of this approach and is now trying to search for more innovative ways to maximize the value of their people data at scale.

A better way to handle people data overload is to empower your business analysts — those who know your business best — to create AI models that intelligently map people data connections to reveal insights within the context of your business. Making it easier and faster for your analysts to enlist the support of the AI models they create is essential to keeping up with transformation demands in our digital economy. When this AI relationship occurs, the value HR teams can provide to their organizations is unparalleled.

Truth 1 of 5. Download the ebook to learn all 5.

To learn more about how AI is helping modern HR and talent professionals adapt their organizations for the digital era, download our latest eBook, “The Future of AI in Five Truths.”

More Posts

You Might Also Like

Artificial Intelligence
The Transparency Problem with AI
The use of Artificial intelligence (AI) in important decision-making areas continues to grow and includes such important decisions as: loan-worthiness, emergency response, medical diagnosis, job candidate selection, parole determination, criminal punishment, and educator performance. But, a critical question keeps coming up in these areas, how are the decisions being made?
Jul 22, 2019
Jeff Brennan
Artificial Intelligence
Unsupervised vs Supervised AI: Not all AI is created equal
But how can you figure out which functions within your business can actually be transformed by AI? What are the quality limitations? How can you evaluate which business service companies are using AI effectively while others could be selling hyped up linear algebra? The best way to know if an AI product is right for your business is by asking the right questions.
Jun 6, 2019
Vettd Team
AI for HR is Here. Vettd Can help.
Any job seeker or talent acquisition professional will tell you about the challenges in the digital candidate experience. On one side, exasperated candidates blanket job websites with resumes and cover letters.
May 28, 2019
Vettd Team
Artificial Intelligence
Truth #2: Companies need to own their AI for HR
No matter what industry you’re in, nearly every organization is becoming an information technology company due to the massive amount of data being gathered about their customers and workforce.
Dec 19, 2018
Andrew Buhrmann
The Future of AI for HR in Five Truths
Vettd, the leader in deep learning for Human Capital Management, launches new eBook for enterprise HR leaders
Nov 13, 2018
Vettd Team
Using AI to optimize your board
In this piece, I am going to explore how companies can use AI to analyze and optimize their board composition. I was inspired to write this piece by the events at GE, which has recently announced that it will slash its dividend by 50%.
Dec 15, 2017
Michael Buhrmann
Explore ALl Posts