It is the easiest to type what one wants in an AI powered app to get instant answers and well drafted responses. But competencies that shape organisations are honed through creativity, experience, and reasoning. However, it is critical to note that the two are not exclusive but should co-exist. We can use AI and machine learning to further our competencies and also have our core competencies reflect the importance of AI.
It is a new reality and competencies will be shaped using different data skills, AI tools and human behaviour. At DCB Bank, these competencies are defined keeping in mind the organisation goals and individual job roles. These are then enhanced by use of AI based analytics. For example, brining human resource talent via candidate selection, we have analysed multiple variables and data points to arrive at a “hiring score” for different profiles. These are a mix of resume details, personal background, work experience and supervisor suggested parameters relevant to the role. These were analysed and compared with empirical data to validate the sanctity of the hiring score. Basis the same, a software parses resumes and assigns a score akin to a credit score to the profile closest to the variables defined for success. The closer this score is to the assigned hiring score of that profile, the higher the probability of success. This was possible thanks to AI tools which analysed what works best to reduce human effort to parse resumes and presents in decreasing order of importance, those resumes which should be considered first while hiring for a given position. We shall be able to witness the effectiveness as we grow the talent pool in response the growth of DCB Bank.
Another way machine learning helps is using AI for sentiment-based analytics. Employee responses are captured at various milestones and the same is analysed to predict employee sentiments and engagement levels. This helps design interventions including process and policy changes basis employee feedback to check for supervisory issues, process roadblocks et al. This helps in better retention by getting early warning signals by categorizing employees into high and medium risk categories based on a pre-defined algorithm. This exercise would have, otherwise, been manual or sporadic as feedback would not be aligned with employee timeline in the organisation.
We believe that incorporating AI in the training programs would give a competitive advantage. DCB Bank is facilitating the creation of AI capability in its Learning Management System by encouraging employees to take up learning programs based on specific performance or skill deficiencies.
Tenure, role, competency based trainings would enhance the learning experience for employees at the Bank.
While AI based interventions are the new normal, organisations must consider instilling an ethical mindset among employee in areas of data privacy, security misuse and such hygiene aspects.
(The article above has been curated exclusively for BW People publication by Ashu Sawnhey- CHRO of DCB Bank)
