As companies face the challenges of digital transformation, AI-driven HR strategies, data management, artificial intelligence and employee development are emerging as critical pillars of success.
Effective leadership is embracing technology through AI-driven HR strategies not just to streamline operations, but also to spark employee growth and enhance organizational agility. The key lies in using data to sharpen decision-making, boost productivity and ensure workforce development keeps pace with technological advancements, according to Alessandra Yockelson (pictured), chief human resources officer of NetApp Inc.
“Usually, our AI challenges reside on the data challenges that you have,” Yockelson said. “We really created centers of excellence for data management, data cleansing [and] all the good stuff that we know that are important but sometimes we don’t do. So, we created [a] better federation for the data and also expanded the use cases in which we have the data … because without the data … you can’t answer business questions with AI.”
Yockelson spoke with theCUBE Research’s Rob Strechay and co-host Rebecca Knight at NetApp Insight, during an exclusive broadcast on theCUBE, SiliconANGLE Media’s livestreaming studio. They discussed how NetApp uses AI and data-driven strategies to enhance HR leadership, employee development and talent management. (* Disclosure below.)
AI-driven HR strategies enhance employee growth and reduce bias
Leading by example within the HR function sets the tone for the entire NetApp organization, according to Yockelson. While HR is traditionally viewed as a “people” function, enhancing employee experiences and fostering growth requires a data-driven approach. To that end, NetApp has implemented various use cases to demonstrate this shift. One of the company’s most promising initiatives is its approach to employee feedback, which now integrates AI to provide tailored development suggestions.
NetApp’s Alessandra Yockelson talks with theCUBE about how her company uses AI to streamline operations and enhance employee growth.
“Every NetApper will have their 360 [degree feedback] … but then they will be able to upload the data and then have a [large language model] that is going to help them understand what the data is telling them — but, more importantly, give nudges on what are the development activities that have been the most effective for that specific gap. The employees can actually always be learning from the LLM in terms of what they can do to grow in their careers.”
NetApp’s AI-driven HR strategies go beyond employee development, extending into the broader talent management processes, according to Yockelson. The company is weaving together a complete picture of each employee’s journey by uniting data across HR touchpoints — from hiring to performance evaluations to salary planning. This integration is designed to help managers make informed, data-backed decisions while reducing bias.
“For managers, when they get to do salary planning, the tools are already pre-populated based on the entire story of that employee,” Yockelson explained. “The leadership of the people will always have the final say — we are not going to lead based on AI models — but it augments the intelligence of the leader and also reduces bias in these decisions because the algorithms we have … are sanitized for that kind of risk.”
The role of AI and data in talent management also speaks to the more significant trend of skills-based workforce planning, Yockelson added. Companies must now manage employees at the skill level rather than the individual level, an increasingly complex challenge. However, with AI, NetApp can harness employee skills and match them to career opportunities that might have otherwise gone unnoticed.
“With the algorithms, we match-make them so the employees are nudged for career opportunities that in many cases they would not consider,” Yockelson said. “I find that fascinating … it’s something you always want to do, but without AI, it would never have been possible.”
Here’s the complete video interview with Yockelson, part of SiliconANGLE’s and theCUBE Research’s coverage of NetApp Insight:
(* Disclosure: NetApp Inc. sponsored this segment of theCUBE. Neither NetApp nor other sponsors have editorial control over content on theCUBE or SiliconANGLE.)