At the time of writing this piece, I am just one of five million people emerging from the world’s longest coronavirus-related lockdown, in Melbourne, Australia. For nearly two months, I was only allowed to leave the house once a day for essential items and required to stay within three miles of my home. From takeaway meals to IT support, to doctor’s appointments, most of the goods and services I've needed have been ordered virtually. Since COVID-19 hit, I’m amazed at how quickly the world went virtual.
Today, about 80% of large organizations are using artificial intelligence in their core business – compared to about 10% just five years ago. Companies that focus on AI are harnessing opportunities from vast data availability, machine learning and complementary technologies such as cloud, Internet of Things (IoT) and 3-D printing. And they are doing so with a focus on short-term benefits as well as long-term growth. According to Harvard Business Review, if you miss out, the opportunity cost could be as much as 41% of revenue by 2023.
SSON talked to the Head of HR Services Germany at Merck KGaA and the EMEA Talent Acquisition Manager UK & Northern Europe at LinkedIn about strategies to ensure added value for the business, social recruiting, expectations of "digital" talents, how digitization and disruption affects HR processes, and much more! Read the full German language interview here for free: http://bit.ly/SSOW-HRSSC-Interviews
It’s 2016 and we have digital technology at our fingertips, yet few bank accounts can be opened without printing and signing a paper form. A student can’t get their exam results until an examiner manually crosses and marks their paper. Our reliance on paper runs deep and many business workflows continue to bear the “paper weight” burden.