By John Sumser, Principal Analyst at HRExaminer
Editor’s note: This is the first in a series of columns called Emerging Intelligence that will examine and showcase examples from the front lines of predictive tools in HR technology.
As intelligence infiltrates our software, our relationship with it will change. Enterprise software, born in the 1980s, was largely a receptacle for the data we fed it. “Garbage in, garbage out” was how we characterized our responsibility for the system’s output quality. Enterprise software simply reported and summarized the things we told it.
Today’s new tools take the information we give them and then use it to make predictions, forecasts, recommendations and decisions. They use algorithms, data models, machine learning, natural language processing and neural nets to make sense of our data. They often use data and processing from sources beyond our organization’s boundaries.
The wave of innovation currently called “artificial intelligence” is the first step in a long journey. Within a few years, all our tools will have these features. Rather than being a novelty, as is currently the case, we will encounter predictions and recommendations about everything.
Read the full article on HR Executive Magazine.