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.
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.”
