From the Editor – by Roy Altman

0 Welcome to the 3rd quarter, 2021 issue of Workforce Solutions Review. For the last two years, it has been unavoidable not to have content focusing on managing the workforce through the pandemic. The theme of this issue is Artificial Intelligence and Predictive Analytics. We are looking ahead to an uncertain future with tools at our disposal that are exponentially ...

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XR Technology is 40% More Effective and 75% Cheaper Than What You’re Using Now – Why Aren’t You On Board? – by Pamela Jaber

0 “What can WE do in Extended Reality (XR)? It sounds so exciting!” As Chief Ideation Officer at ‘Friends With Holograms’, a full service XR Agency, how to combine XR technology with HR needs is something I’m questioned about a lot. Our agency has done extensive work in the soft skills training space with clients ranging from start-ups to Fortune ...

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Pinning Jello® to a Wall: Regulating AI – by John Sumser and Heather Bussing

+1 The release of the European Union’s proposed regulation for AI started the conversation in earnest. AI (whatever that is) is creeping into every marketing pitch and every bit of commercial software. The consequences of badly wrought intelligent tools is not theoretical. The damage AI can inflict ranges from badly targeted advertising to life damaging decisions about credit, employment, advancement, ...

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The Impossible Goal: Bias-Free AI – by Frank Ginac

+2 I was listening in on a need-finding call recently with one of our sales execs. The prospect wanted to know what we do to “eliminate” bias from our AI. My first thought was, is he serious? It turns out he was. When asked to clarify, he explained that one of our competitors informed him that they have “bias-free” AI, ...

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AI in Performance Management: Gong Rings the Bell! – by Monica Lloyd and Bob Greene, Ascentis

0 For decades, while the theory of performance management has been studied, written about, and improved “on paper,” the actual process has made little progress. Most often, it is still largely a paper-based, period-bound procedure with inputs limited to subjective observations by some combination of three sources: the employee themselves, the supervisor responsible for the review, and perhaps feedback from ...

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The Art and Science of Predictive Analytics in HR – by Helen Friedman, Anna Marley and Wendy Hirsch

+3 After creating predictive models for drivers of so many HR outcomes in the past 20+ years, there is one fundamental truth that has stood the test of time. The most actionable models require as much art as they do science. Earlier in our careers in people analytics, we were preoccupied by creating the “best possible” predictions. After all, organizations ...

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