【世界最大のHRテクノロジーカンファレンス HR Technology Conference & Expo提携記事】
Vol.3 AIソリューションをもたらすのは?
Who Can Deliver on AI?

How do you weed through the plethora of AI vendors? The HR Policy Association has an answer.

By: Andrew R. McIlvaine | December 20, 2017
■ブライアン・シャーマン氏による、本記事のサマリ
企業が行う無数の意思決定において、AIのもたらす恩恵は非常に大きいと考えられる。しかし、まず企業が決定しなくてはならないのは「AIソリューションをどのベンダーから購入するか」である。あなたの企業に最適なAIベンダーは?

For the last year and a half or so, much buzz has been generated in the HR world about artificial intelligence — how it will revolutionize business, streamline everything, take everyone’s jobs and force us to live in tiny pods, etc., etc. Chances are pretty good that you’ve been contacted by a vendor wishing to demonstrate how its AI solution will solve every last one of your problems.

But how can you determine whether the AI solutions those vendors are peddling are worth your time to investigate — or that the vendors have the capability to deliver what they’re promising?

The HR Policy Association hopes to bring in some much-needed clarity on this via a just-announced initiative that will pre-select vendors that have the AI capabilities necessary for helping the association’s members — 400 of the largest companies in the U.S. — meet their talent-acquisition goals.

HRPA is starting off the initiative with a “Request for Information” for software companies that are using AI to develop HR solutions. The companies will then be evaluated to determine whether they have the resources and expertise necessary for helping large organizations do things such as eliminating unconscious bias from recruiting or identify greater numbers of diverse talent capable of filling skilled positions.

“There is tremendous innovation happening today, yet there remains a lot of opportunity to build technology solutions that are responsive to the needs of large employers,” says Stephanie Lundquist, CHRO of Target Corp., who will lead the HRPA initiative. “We’re looking for companies who can automate HR processes, manage large amounts of HR data, identify skills gaps in the workforce and eliminate unconscious bias that can happen when making HR decisions.”

Lundquist, along with talent acquisition leaders from several other member companies, will review and evaluate companies selected for the process. Companies that make the cut will be included on HRPA’s pre-selected list, with the goal being to make it easier for HR and talent acquisition leaders at member companies to identify which vendors are worth their time.

Given all the AI buzz out there, this initiative seems very timely. Of course, very large organizations are far from the only ones interested in whether AI can help them improve their recruiting processes and make them fairer and more inclusive. And it’ll be interesting to see which vendors make the list.

▼提供記事はこちら

プロフィール

グラマシー エンゲージメント グループ株式会社 代表取締役 ブライアン シャーマン

米国ニューヨーク市人事コンサルティング会社にて日系企業(NY・LA)を対象に人事コンサルタントとして従事。その後米国住商情報システムにて人事総務部長に就任。在米日系企業が抱える人事の現場を内と外の視点で支える。来日後は株式会社ファーストリテイリングでのグローバル人事業務に参画。欧米露アジア拠点の人事マネジメント業務に従事。2010年グラマシーエングージメントグループ株式会社設立。現在は、日本企業の人事のグローバル化をサポートするコンサルタントとして活躍中。

米国ニューヨーク州出身、米国Williams College卒業
2007年にSHRM、Senior Professional Human Resources (SPHR)資格取得、早稲田大学トランスナショナルHRM研究所 招聘研究員