Por Marcelo Cosentino | Vicepresidente de Professional Services de Totvs.
Cuando hablamos del capital de una empresa, de inmediato pensamos en su valor de mercado, en sus activos y en cosas que representen dinero, pero pocas veces reflexionamos sobre cuán valiosos son los datos y las personas que trabajan en ella – y no estamos considerando los salarios aquí. El mercado ya sabe que valorar a los empleados es esencial para tener éxito en los negocios, pero, en la práctica ¿eso ha sucedido?
El estudio de grandes volúmenes de datos para generar conocimiento y trazar estrategias de negocios ha ganado popularidad en los últimos años, pero el foco son acciones que aumentan la rentabilidad de la empresa. En el medio corporativo, tecnologías orientadas a ese fin todavía son poco exploradas por el área de Recursos Humanos. Es necesario ver que aplicando los datos que la empresa ya posee, podemos pensar en el desarrollo de personas de una forma más eficaz.
Con soluciones de business intelligence, por ejemplo, si se aplican en la gestión estratégica de personas, sería posible analizar, en una fábrica, cuál es el índice de capacitación de los colaboradores y la desalineación de la producción y, con ello, identificar si existe la necesidad de invertir en el perfeccionamiento de una determinada habilidad. Otro punto importante es la retención de talentos ¿La empresa está viendo la cuestión de la capacitación/productividad versus al salario? Medir esto manualmente es inviable y aquí, una vez más, el BI puede crear indicadores valiosos.
En el caso del famoso turnover, más que determinar la tasa media entre admisiones y salidas e indicar en qué departamentos la rotatividad es mayor, la tecnología puede ayudar a entender por qué esto está sucediendo. Una práctica de Recursos Humanos (RH) interesante es la evaluación 360º. ¿Será que no puedo usar tecnología para cruzar los resultados de esas evaluaciones y entender por qué un área tiene tanta rotación?
Para el futuro, RH tiene un desafío aún más arduo. La llegada de las nuevas generaciones al mercado de trabajo está presionando a los gestores a repensar sus políticas. Cada vez más, conocer el perfil de su empleado será esencial para tener gente feliz y mantener la empresa rentable.
En este nuevo escenario, la Inteligencia Artificial es un recurso que tiene potencial para asumir un lugar destacado en la gestión del capital humano. Al igual que Google y Facebook conocen nuestras preferencias a partir de la información que proporcionamos, con Inteligencia Artificial (IA), una dinámica similar se puede aplicar a RH. Cruzando datos sobre el desempeño al perfil del colaborador, su formación – cursos internos o de mercado – trayectoria dentro de la empresa, evaluación de desarrollo y feedbacks del gestor, además de diversas informaciones que él comparte, voilá: será posible crear un plan de carrera personalizado.
La digitalización ha llegado para todos, incluso para sus empleados – observe su rutina, estoy seguro de que la mayoría utiliza smartphone y redes sociales en la vida personal. Por lo tanto, no tiene sentido seguir administrando el RH basándose sólo en políticas y visiones estáticas.
La gestión de personas es una tarea compleja y tener colaboradores satisfechos requiere de un trabajo continuo. La tecnología tiene potencial para contribuir en este proceso. No sólo para las actividades burocráticas, como control de nóminas. Los gestores de RRHH necesitan verla como una gran aliada y creer que los datos son valiosos para hacer la relación empresa-empleado aún más sana y productiva.
Con herramientas de inteligencia artificial, los tutores obtienen capacidades como predecir la calificación que obtendrá un estudiante o caracterizar su comportamiento de aprendizaje, esto es, una disminución en su carga de trabajo».
Acompañar activa las neuronas llamadas espejo que contribuyen a que entendamos el dolor de otras personas, a tranquilizarnos y hacer que los otros se sientan comprendidos.
La separación y clasificación del flujo de los materiales triturados hacen posible que los plásticos, metales y otros materiales puedan ser reutilizados.
El big data desempeña un papel vital en los procesos de toma de decisiones para las empresas, proporcionando información completa sobre el comportamiento del consumidor.
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The changes in high and low audio constantly break the limits of normal pronunciation.When it got dark, he returned to the bedroom and removed the bed to reveal an entrance.
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After all, Mighty Zhai Ge is not specialized in spirit beasts.With the strength gap between him and Baili Jinyan, there was no way he could escape Baili Jinyan s pursuit on the sea.
If Li Yuanba hadn t been imprisoned, it wouldn t have happened.After dodging three Lightning Technique attacks, he felt it was difficult.
It was a giant mountain talisman that had two chances to be used, which gave him an additional trump card.He did not recognize Li Shiming s identity, and a look of caution flashed in his eyes.
Kang Yuan, report what happened here to the sect. The Yuqing Sect is not here to snatch resources.Although the robes on his body are precious, he has many such top level fourth grade robes.
so the two superpowers established a limited cooperative relationship.However, these third and fourth grade spiritual beasts did not even get close to the voyage ship, and were dealt with by Jin Zhi Nanming and the Traceless Illusion Sword.
Por Marcelo Cosentino | Vicepresidente de Professional Services de Totvs.