Last week, Emily kicked off our new series on professional development. What it is and why we should care about it. I’m pulling that thread to talk about the dollars and cents of why you should invest in people and why you should do it NOW.
I just read a powerful article from McKinsey titled Increasing your return on talent: The moves and metrics that matter that hit me square in the face with this quote: “McKinsey research indicates that companies that put talent at the center of their business strategy realize higher total shareholder returns than their competitors.”
One more time for the people in the back: spending money on your people makes you more money. McKinsey’s research let them to the startling stat that some companies could be missing out on $480 million a year just by not investing in employee engagement and skill development.
McKinsey goes on to lay out a 5 step plan for companies to “maximize their return on talent”, and it’s a an excellent plan that relies on an already existing, already strong HR team. If that doesn’t describe the situation at your company, you might not be ready for McKinsey’s 5 step plan. Instead, maybe you need the Dollar Tree plan.
Last week, I had lunch with a great friend who also works in the HR space. She recently stepped in for me to facilitate some pro-bono training when I couldn’t make the date work. Her tactic? Conversation cards from Dollar Tree.
She spent $3.75 plus tax on conversation cards that turned into meaningful relationshipping for the group and several people left interested in adopting conversation cards with their own teams. Weeks later, my friend is still riding the high of a $3.75 investment. When we invest in people, it’s about the intent and the follow through more than the amount of money spent.
Horizon Point’s operating values include Continuous Learning & Improvement, and it’s truly part of everything we do. Our operating values make up the structure of our planning meeting agendas. Seriously, the line items are grouped by value:
People First
Catch up
Review accomplishments
Schedule one-on-ones
Productivity
Company performance
Open projects
Business development
Continuous Learning & Improvement
Review program & project feedback
Identify continuing ed / professional dev opportunities
Give Back
Volunteer leadership
Financial support
Just the act of talking about our learning with intention generates engagement and a future-focused mindset. But the impact is compounded when we put our money where are mouths are. I asked Mary Ila today about Horizon Point’s investment in continuous learning for team members, and the total so far this year is over $10,000, just for the 5 of us. She doesn’t hesitate to invest in people, as long as the purpose is aligned with the mission of our work at HPC and, of course, as long as the investment is reasonable and works in the current budget. Our work is about talent development and better workplaces, and it only counts if we practice our own preaching.
To close the loop on the McKinsey research, they reported that:
the most effective organizations encourage personalized, adaptive learning. Employees are motivated to own their journeys by deciding which skills and areas of expertise they want to focus on. They are given feedback, along with coaching and peer-learning opportunities, and they are supported by a digital ecosystem that can help them track their progress over time.
We strongly agree with this approach, and we spend a lot of time and resources talking about it and being about it. We learn together, we learn individually, and it’s all based on the skills or areas we want to develop. As McKinsey puts it, we own our journeys. We also train and coach our clients on this adaptive learning model using our Leaders as Career Agents process. We help them customize learning opportunities that drive their organizations forward and create more value.
To invest in people is to invest in a thriving future. Talk about it and be about it. Investing in people makes cents!
AI is everywhere. Have you recently googled something and used the AI generated answer without ever clicking a link from the list? It’s one of my new favorite efficiencies…and it freaks me out a little. In the “if something scares you, it probably means you should do it” kind of way. We’ve been talking about AI for HR over the last few weeks in the context of our work and industries we support, and today I’m wrapping it up with my take on AI for talent development as a whole. It freaks me out a little, so it’s probably a good thing. Right?
Speaking of Google’s AI Overview, here’s what came up when I googled “is AI for talent development?”:
Yes, AI (artificial intelligence) is being used in talent management to improve efficiency and outcomes at every stage of the talent lifecycle. AI technologies like machine learning algorithms and natural language processing can help with:
Recruitment AI can help match candidates with roles based on their skills, experience, and cultural fit. AI-powered semantic search can also help recruiters find qualified candidates by running Google-like searches that go beyond keyword matching.
Employee development AI can help create personalized training plans, learning suggestions, and development goals for each employee. AI can also provide real-time feedback based on performance data, which can help employees make immediate improvements.
Performance management AI can help set dynamic goals and provide actionable insights to drive employee performance and development. AI can also help with succession planning by analyzing employee data to identify high performers and predict future leadership needs.
Skills intelligence AI-powered tools can help HR leaders gain an in-depth view of their workforce’s skills and potential knowledge gaps. This information can help leaders evolve job architectures as skill needs and business priorities shift.
For each topic featured in the AI Overview, Google provided links to the source material used to inform the AI response. I wanted to know more about AI in Recruitment, so I clicked the link icon and found more detailed articles:
If you’ve kept up with the latest news at Horizon Point, you likely know that I (Jillian) just returned from a 6-week paid sabbatical. During that time, I slept a lot, I made time for hobbies, and I let my brain slow way, way down. Now coming back to work, it’s nice to ease into slow productivity and learn to incorporate the good of AI into our talent development work.
I don’t think anyone can say for sure what the future of AI for HR holds, but for now, let’s be curious and explore AI for talent development with open minds. After all, the simple definition of development is the act of improving by expanding, enlarging, or refining, and AI can certainly help.
The team at Paylocity are good friends and collaborators of ours at HPC. We asked them to give you some insights into the different types of AI in the market and how they are applied. Like Shari says, AI is more than ChatGPT. In addition, Shari provides insights on how to evaluate AI tools for HR and how to get started with new technologies. Thank you Shari and Paylocity for your collaboration!
Technology does more than merely simplify routine tasks and complex calculations.
From the static of the first commercial radio broadcasts of the 1920s to the screech of an AOL dial-up in the 1990s to today’s familiar ‘da-dum’ of Netflix, technological advances have fundamentally changed how we experience our world.
Sometimes, the rate of change can be frightening. Still, in the past century, when technology has been moving forward at such a blistering pace, human curiosity has always taken up the challenge of striving further into the realization of thought into technology integration possibilities.
Nowhere is this truer than in adopting Artificial Intelligence (AI). While it’s been behind the scenes for years, 2023’s introduction of ChatGPT thrust AI into the public spotlight and our daily lives. But with opportunity always comes innovation, which raises ethical responsibility issues. HR should be no exception.
Our challenge is to shape a future where technology and AI enhance human well-being. Let’s start by breaking down what AI is and how we use it.
What Is AI and What’s It Doing in HR?
There’s more to AI than ChatGPT.
Here are some definitions and examples of how AI is used every day in life and at work.
Artificial Intelligence (AI): The science of building intelligent programs and machines to solve problems creatively. For example, a computer program designed to play chess or checkers.
Machine Learning (ML): A subset of AI where systems learn to solve problems from experience without being explicitly programmed, like the recommendations on Netflix after learning about your viewing habits.
Deep Learning (DL): It is a subset of ML that uses algorithms and a lot of information to discover intricate patterns in data by simulating the human brain. For example, how is it used in image recognition to find instances of cancer?
Large Language Models: Advanced AI systems, purposively built to understand and generate human languages. These can be used for various things, like translation and summarization, and can generate text, so they are quite a powerful tool for natural language processing.
Generative AI is a subcategory within LLM, where a new content type is generated, whether text or images, based on patterns learned from input data. While ChatGPT is one instance, another is automated customer response—chatbots.
It seems that most industries have started to integrate AI into their operations, if not already. Collaborative robots work with humans in manufacturing, and software helps retailers analyze in-store customer behavior. Employees might use AI to search the Internet or blur their backgrounds on video calls.
AI can elevate the role of HR in the following ways:
Increasing time available for strategic work founded on deeper insights from data.
Automating recruitment processes, such as a resume or application screening.
Masking personally identifiable information or sort by keyword to reduce hiring bias.
Enriching decision-making with people analytics, such as predicting turnover.
Improving employee experience with digital tools like feedback loops, chatbots, virtual reality training, digital location walk-throughs
Facilitating remote work with collaboration, employee monitoring, and training tools
Personalizing learning and development recommendations
Improving communications by use of sentiment analysis and generative AI to make the message more impactful
Monitoring legal and compliance requirements.
It is important to note that none of these functions should run without human supervision. Anytime we use technology to help us manage people, we need to be very cautious and thoughtful.
What to Ask When Evaluating AI Tools for HR
Two of the top concerns for HR professionals considering the use of AI are bias and data privacy.
The Equal Employment Opportunity Commission (EEOC) enforces laws prohibiting workplace discrimination. In many cases, an employer is responsible for its use of AI in employment decision-making, even if the tools are designed or administered by a software vendor. In other words, it’s up to the individual employer to mitigate bias in hiring, promotions, and terminations regardless of the technology used in the process.
Employers must also protect employees’ personally identifiable information (PII). Laws like the California Consumer Privacy Act (CCPA) and Europe’s General Data Protection Regulation (GDRP) give guidelines for collecting and storing personal data. Furthermore, businesses using open-sourced software like the free version of ChatGPT should caution employees not to upload sensitive company information.
Choosing a technology partner who is laser-focused on the ethical use of data is imperative to achieve AI’s true benefits for employees and HR. Ask vendors these questions about their commitment to AI ethics:
How are your AI systems held accountable by humans?
How do you provide transparency to AI users?
How do you maintain compliance with applicable laws and regulations?
How do you stay current on AI technology and HR best practices?
How do your AI systems help reduce potential bias?
Getting Started with AI in HR
If adapting to change is tough, helping an entire organization adapt to emerging technology can seem overwhelming. Use this framework to guide your company’s approach to using AI in HR.
Start small: Adopt generative AI for personal use at first. Try asking questions you know the answer to, so you can gauge how accurate it is. Then, get creative!
Conduct a market analysis: Identify and evaluate how AI is used in software solutions that make sense for your organization, like talent acquisition, workforce analytics, performance management, or employee engagement.
Understand the risks: Weigh the risks and benefits of implementing AI in HR for your company.
Plan: Map out how you’ll implement tools, assess data quality and availability, and monitor results.
Build a team: Leverage the expertise of others in the organization, such as IT and business continuity.
Train employees: Create a schedule to train employees on how to use the new technology.
Provide clarity: Communicate transparently about your AI use and how you’ll help employees develop skills to leverage it ethically.
What’s Next for HR Technology?
Everybody wants to know! Yet, what we can gather is that technology will not stand still.
More likely AI trends in HR and the future include increased use of predictive analytics, augmented employee experiences, AI-driven wellness programs, and tools to manage remote teams effectively.
This is our chance, HR professionals and business leaders alike, to handle with responsibility what it means to manage the workforce humanely in the world of the future.
About Shari Simpson
Shari Simpson stands at the forefront of human resources, blending 20 years of rich experience with cutting-edge educational credentials. With an MBA, MHRM, Certificate in E-commerce Management, and SHRM-SCP, she is pursuing a Doctor of Education in Leadership and Innovation from Purdue. In addition, as the host of the HR Mixtape podcast, Shari shares invaluable insights with industry experts and establishes herself as a thought leader in HR. She is a guest speaker at local and national conferences, interacting with industry leaders about elevating the HR, Payroll, and Business sectors. Other than this, Shari is an adoring mother of three sons—one a veteran and two currently serving in the US Navy—a devoted dog mom and a consistent reader. Add to that, for the past 25 years, she has been married to a fire department Battalion Chief, which helps deepen her perspective on service and commitment. https://www.linkedin.com/in/sharisimpson/
About Paylocity
As the award-winning, cloud-based HR and payroll software provider, Paylocity focuses on developing artificial intelligence to reduce friction in HR administration, improve communication effectiveness, engage employees, and increase productivity. Read our AI ethics statement.
Summer is in full swing. The days are long, the kids are out of school, and the office may not be quite as bustling as it usually is whether it’s the physical office space or your email inbox because people are taking vacation. Have you heard of slow productivity?
I myself just took a long vacation, kicking off the summer for two weeks at the beach, but working intermittently while there. It was a long spring, and for the first time our family was able to check out for more than the standard one week, once a year vacation and get away.
While there, I dove deeper into some of Cal Newport’s work around slow productivity. He postulates in his book Deep Work that there are four philosophies for deep work. The type of work you do, your natural disposition, and the season of life you are in all play into which one is best for you.
They are:
The Monastic Approach- Eliminate all the shallow work you can to focus deeply on one thing
The Bimodal Approach- Create clearly defined stretches for deep work and then back to regular routine for stretches of time
The Rhythmic Approach- Daily deep work sessions that occur at consistent times each day
The Journalist Approach- Fit in deep work when and where you can. To note, this approach is not for the novice of deep work!
Watch this cool video to get a good overview of these.
While I find something that is appealing in each one of these approaches, you, like me, may not be at a stage in life or working at a place or in a field where one or some of these are realistic.
Even though only one approach is called “rhythmic” all of them have some thought of a rhythm tied to them, and it takes some reflection on what rhythms work for you. And these may change overtime.
In looking at some of the research as well as my own experience, some thoughts on rhythms emerge to order to do deep work and do it well and consistently:
Daily Rhythms- To do your best work:
Break every 50 min to an hour, get up and move around if you work with your mind, sit down and rest if you work with your hands
Utilize time blocking techniques to complete tasks that take deep thought; batch work shallow work into a time block to get it done efficiently
Honor the “trough” period of the day when your energy is lacking (most people’s is in the early afternoon) by scheduling shallow work or a break during this time
For more great thoughts on daily rhythms and the research behind it, read When.
Weekly Rhythms– To do your best work:
Take one hour to plan at the beginning of each week (or at the end of the previous week) to map out your “big rocks” for the week and schedule time to get deep work done
I like to have one day a week that does not have any meetings or appointments scheduled to focus on deep work and catching up
Get a Full Focus Planner to help you with the weekly rhythm and big rock setting
Monthly to Quarterly Rhythms- To do your best work:
Reflect- What worked and what didn’t in the previous period? Celebrate what did.
Refocus- Chart out goals for the upcoming period and block time for those that may require or need the bimodal approach for deep work if you are lucky enough to have the autonomy to deploy this approach.
Again, use the Full Focus Planner to help with this. It operates on a quarterly model so it naturally helps you structure your thinking around reflecting and focusing.
Yearly Rhythms- To do your best work:
Honor the seasons if your work has periods of intensity and down time and schedule accordingly; deploy the bimodal approach if you can.
Our approach at HPC is every three years a sabbatical occurs for deep rest and deep reflection. This is a period of six to eight weeks of complete time off from work.
Overall, rhythms and slow productivity create the opportunity for reflection that helps foster deep and creative work. As the CEO of Airbnb Brian Chesky stated on Adam Grant’s podcast, if you don’t create rhythms, “you’re just on the treadmill and that gets boring and anxiety ridden fairly quickly.”
How do you create rhythms in your life to do work and do it well?
We are honored to host this month’s Leadership Development Carnival. At Horizon Point, we find that each month the carnival is filled with rich content to enhance your knowledge of Leadership. We hope that you enjoy it as much as we do!
Communication
Is Empathy Dying? Sadly empathy seems to be dying. It can be devastating to relationships… both personal and professional. Learn why this is important and how you can reclaim it. — Eileen McDargh, CSP, CPAE (@macdarling)
Divided we fail, in dialogue we create the future In this time of challenges we need dialogue and solutions but we see polarization. Also at work, you must take a stand. Are you pro or contra? Divided we fail, but through dialogue, we can solve our challenges and create the future. — Marcella Bremer (@MarcellaBremer)
The Power of Neutral Language: Time to Think First and Communicate Second How do we minimize the number of regretful remarks we will make in the future– be they verbally, in writing, or through social media? How do we avoid saying something we might come to bemoan? My prescription? Think first, communicate second, and by doing so, change the language to something neutral. And, when we fail to do this – after all, we’re all human – and instead blurt out something unkind, unproductive or unprofessional, apologize. — DIANA PETERSON-MORE (linkedin.com/in/leadership-consultant-usa)
Creativity/Inspiration
June Tune Up! Add a Little Oil! Mother Teresa once said, “To keep a lamp burning, we have to keep putting oil in it.” Leadership is about helping others discover who they are and how they impact the lives of others. We aim to have a positive impact on those around us and be the support system they need to continue growing. — Brenda Yoho (@BrendaYoho or https://www.linkedin.com/in/brendayoho/)
Development
Invisible Costs Can Cost You a Lot When making decisions, most people view cost as an important consideration. While price is undoubtedly crucial, what about invisible costs that also come into play? — Frank Sonnenberg (@FSonnenberg)
Which Double Standard for Women Applies To You? All of Them? Double standards for women in leadership is an age-old problem, but it turns out that it’s not just a problem for leaders; it’s a problem for all women in the workplace. It’s important to see the double standards women face in their broader context as a result of implicit and unconscious biases we all hold. — Dana Theus (@DanaTheus)
Many work environments place a premium on leaders with critical thinking and problem-solving skills. However, that premium often places too much emphasis on being critical and dealing with problems. I suggest a different way. — Bill Treasurer (https://www.linkedin.com/in/courage)
How to keep your best leaders: 4 keys to build a flourishing leadership pipeline A recent Gallup study highlights significant concerns among those serving in managerial roles. Their research found managers more likely than non-managers to be disengaged at work, burned out, looking for a new job and feeling like their organization doesn’t care about their wellbeing. Amid these intense challenges, what can you do to keep your best leaders? Here are four keys to build a flourishing leadership pipeline. — Jon Lokhorst (https://www.linkedin.com/in/jonlokhorst/)
Keep Your Business Healthy: The Four Pillars of Sound Financial Practices Operational savvy doesn’t always come easy, and a business owner sometimes, out of necessity, has to put on hats they aren’t equipped. I often hear “But I’m not an accountant!” and I understand. Still, if you are going to own a business, you have to take responsibility for the financial aspects of your business as well as other operations and product/service development and sales. — Jon Verbeck (https://www.linkedin.com/in/jonverbeck)
Leading Through Change in the Workplace: Key Strategies to Use Today The complexities of the business environment mean change is one thing most employees can expect, whether they like it or not. Changes in strategy, restructuring, layoffs, the prevalence of mergers and acquisitions, people, and workplace culture issues – the list goes on and on. Read on to see how leaders can help minimize disruption and keep employees engaged. — David Grossman (https://www.linkedin.com/in/davidgrossmanaprabc)
Quality is a Journey to Excellence Quality means not only the quality of the product, but also the quality of the processes producing the product, the quality of the designs that go into processes and the product, quality people, quality systems, quality service, quality everything… just quality through and through everywhere. We need to adopt a new way to manage and run organizations. – John Hunter (@aJohnHunter)
\Swinging for the Fence to Slow Productivity Following my sabbatical almost three years ago where I said no to everything for almost eight weeks, I came out refreshed and ready to swing for the fence again. I slowly but surely started picking up balls. One at a time, we added client after client, one of which is sucking the ever living life out of me right now. — Mary Ila Ward (https://www.linkedin.com/in/mary-ila-ward)
Team Building
Hiring the Right Players Every organization needs leaders who can come in and quickly understand the organization’s past, learn the present environment, and develop an effective plan. The challenge is exercising patience and diligence in the selection process to hire the right players; being clear about what and who you need. — Priscilla Archangel (@prisarchangel)
Is a pro basketball player’s story the key to fighting mediocrity? Robyn McLeod of Thoughtful Leaders Blog presents Is a pro basketball player’s story the key to fighting mediocrity? where she shares that while mediocrity can be contagious, the antidote is a focus on winning and innovation – and the encouragement of the Charles Barkleys in your organization who can rally their teams to success. — Robyn McLeod (@ThoughtfulLdrs)
