Josh Bersin：2018年人力资源技术：比以往更加智能化 HR Technology for 2018 - More Intelligent than Ever
几乎每一位与我交谈的人力资源供应商都声称拥有基于人工智能（AI）的解决方案，预测分析，聊天机器人或其他形式的算法解决方案，以使HR更好。
正如我所了解的所有这些产品，并开始看到他们的行动，让我给你什么寻找提示。
在招聘市场上，数据确实在推动我们的未来。由于社交网络的无处不在以及数十种智能采购和评估工具，我们的研究表明，人工智能正在创造巨大的价值。在您寻找新的招聘工具（采购，候选人评估，智能聊天机器人和移动招聘平台）时，请供应商向您展示其AI如何工作。询问如何作出决定，以及它可能适用于您的例子。这些供应商远远领先于学习曲线，价值将变得清晰。
在面试管理中，也越来愈多的工具开始提供候选人与面试官的协调沟通，自助服务等，比如优面宝，通过自动化的协调沟通机制安排好候选人的面试时间等。
在学习和发展市场上，现在很多学习管理系统（LMS）平台，学习体验平台和微型学习平台都使用人工智能和算法解决方案来推荐内容，策划内容，并通过最合适的内容来指导学习者学习。这些供应商中的许多都有丰富的经验分析通过内容的最佳路径，正确的时间来查看下一个内容，甚至正确的学习模块来查看您的信心，你的理解的主题。学习活动数据现在可以通过体验API或xAPI（一种记录和跟踪学习过程中点击的所有内容的方式）获得，因此所有这些供应商都变得“聪明”。
在员工敬业度和调查市场，同样的AI波即将到来。一系列供应商的产品开始作为参与和脉搏调查工具，现在提供文本分析，情感分析，词云和员工情绪的智能评估。他们中的一些人可以测量信任网络，并使用组织网络分析来识别网络中的可信任人员，甚至指出可能存在欺诈或不良行为的领域。虽然这些软件都不是完美的，但它比单独阅读每条评论要好，可以让管理者更好地了解他们如何与同行进行对比。
在绩效管理市场中，持续绩效管理软件现在通过查看您在工作中获得的反馈模式，提供活动流，公共和私人评论以及组织网络分析。到时候，这些平台会向管理人员推荐学习和辅导，有些已经这样做了。
在员工自助服务和案例管理方面，平台也变得更加智能。您现在不仅可以在线（或通过您的消息系统）与您的员工系统进行聊天，还可以发送消息（“星期五预订我的休假日”），系统将执行交易。很快，它会向你推荐什么课程，如何放慢和放松以及其他员工福利。
我可以继续下去。市场上大多数人力资源工具都包含“人工智能”和“智能”这两个词，越来越多的人开始工作。
虽然这一切都是积极的，而且肯定会让我们的工作更轻松，但是让我也给你一个警告：AI不是魔法; 它只是高度精炼的统计和数学模型，试图根据大量数据预测和推荐行动。如果你没有足够的数据，AI可能没有那么有用。所以听起来很令人兴奋，我建议你让供应商给你一个真实世界的演示，并尽可能多的参考。
在我看来，AI，预测分析，情感分析，视觉识别和自然语言界面的成熟速度比我们预期的要快得多。所有这些都将影响我们的人力资源技术。只要确保你买的东西确实符合你的需求，并且你所实施的“智能”在你的组织需要的领域是聪明的。
Josh Bersin是德勤咨询（Deloitte Consulting LLP）Bersin™的负责人和创始人。本文件中使用的“Deloitte”是Deloitte LLP的子公司Deloitte Consulting LLP。请参阅www.deloitte.com/us/about，了解我们法律结构的详细说明。根据公共会计规则和条例，某些服务可能无法向证明客户提供。
以上由AI翻译，下面是英文原文：
Almost every HR vendor I talk with claims to have artificial intelligence (AI)-based solutions, predictive analytics, chatbots or some other form of algorithmic solution to make HR better. As I've learned about all these products and started to see them in action, let me give you tips on what to look for.
In the recruitment market, data is really driving our future. Thanks to the ubiquitous nature of social networks and dozens of intelligent sourcing and assessment tools, our research shows, AI is creating significant value. As you search for new recruiting tools (sourcing, candidate assessment, intelligent chatbots and mobile recruiting platforms), ask the vendor to show you how its AI works. Ask to see how decisions are made and for examples of where it might apply to you. These vendors are well ahead of the learning curve, and the value will become clear to you.
In the learning and development market, many learning management system (LMS) platforms, learning experience platforms, and micro-learning platforms now use AI and an algorithmic solution to recommend content, curate content and guide learners through the most appropriate content to learn. Many of these vendors have extensive experience analyzing the best path through content, the right time to view the next content and even the right learning module to view based on your confidence in your understanding of the subject matter. Learning activity data is now available through the Experience API, or xAPI (a way to record and track everything you click on while learning), so all these vendors are becoming "intelligent."
In the employee engagement and survey market, the same AI wave is coming. A flurry of vendors whose products started as engagement and pulse survey tools now provide text analytics, sentiment analysis, word clouds and intelligent assessment of employee sentiment. Several of them can measure trust networks and use organizational network analysis to identify trusted people in your network and even point out areas of potential fraud or bad behavior. While none of this software is perfect, it's better than trying to read every comment individually and can certainly give managers a better idea of how they stack up against their peers.
In the performance management market, software for continuous performance management now provides activity streams, public and private comments, and organizational network analysis by looking at the patterns of feedback you get on the job. In time, these platforms will recommend learning and coaching to managers, and some do this already.
In the area of employee self-service and case management, the platforms are also getting smarter. Not only can you now chat with your employee system online (or through your messaging system), you can send it messages ("Book my vacation day on Friday") and the system will perform a transaction. Soon, it will actually make recommendations to you on what courses to take, how to slow down and relax, and other employee benefits.
I could go on and on. It feels like the words "AI" and "intelligent" have been included on most HR tools in the market, and more and more of this is starting to work.
While all this is positive and definitely making our work lives easier, let me also give you a warning: AI is not magic; it is simply highly refined statistics and mathematical models that try to predict and recommend action based on a mass amount of data. If you don't have enough data, the AI may not be as useful. So as exciting as it sounds, I recommend you ask the vendor to give you a real-world demo and talk with as many references as you can.
There's no question in my mind that AI, predictive analytics, sentiment analytics, visual recognition and natural language interfaces are maturing far faster than we expected. All of this will impact our HR technologies. Just make sure that whatever you buy really fits your needs and that the "intelligence" you implement is intelligent in the areas of need for your organization.
Josh Bersin is principal and founder, Bersin™, Deloitte Consulting LLP. As used in this document, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of our legal structure. Certain services may not be available to attest clients under the rules and regulations of public accounting.
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