Josh I love this....

I was literally thinking I could take Friday off and go to the gym 😂

Hi Josh, for My kind request you to I need any sample for this please provide video links/ pdf/ pictures

besides shrm isnt going to get ride of dei they are changing the name and using bridge to force it into the work place so there is no department that pushes dei its the whole company and i tell ya. we have had it. keep that in mind.

.-.

Why are you calling Intuit "kind" when the CEO announced publicly that all 10% were underperformers? He could have easily left that part out and nothing would have changed for the business' costs and investments. What was gained by doing that, especially in light of the obvious costs? Also why believe that AI was the real reason for the layoffs? Every other big company is investing in AI as a high priority and yet they've managed to pay for it without having to layoff 10% to pay for it.

This was an excellent perspective that many may have not thought about. I found this analysis interesting as well kzfaq.info/get/bejne/j9R9psx91NLdkas.html

Thanks Josh for all these news. Thanks to you, it is possible to find out what is going on in others. Truly inspiring information. Your channel is a window into the world for HR and all the technology standing right next to us.

Thanks for sharing this information!

Humans reach out to other humans for help. When you're on the phone for customer service, no one wants to speak to AI. I've worked with the Intuit software, creating new financial databases since 2003. Whenever a company file has become corrupted or oversized with too much data due to importing data from the internet, I create a new database importing 1 or 2 years of their data from the old file . The desktop versions have always been their number 1 sales, even so they have tried for years to get business to move to online, a different platform providing less details of financial data. Now, they are forcing startup businesses to move online by eliminating the Pro/Premier versions. These new generations of business owners will not be aware of the details and control of ones own data with desktop. Also the online version doesn't provide all the features you get with desktop. You will need to purchase add ons. I could go on and on. Yes I am open to change, but they are not servicing the human race.

Appreciate these insights, Josh. We agree, integrating learning into the daily workflow is essential for maximizing its impact. When learning is embedded within the platforms employees use daily AND contextual, it reduces disruption and strengthens retention because employees can apply new knowledge and skills immediately within their work context.

AI will generate content, but no guarantee that it will be most effective for skill building purposes? Even today people can use to Google to access knowledge which AI uses to consolidate. But, that's not enough. Value will be in design, development, and delivery which AI will have limitations doing.

Interesting video Josh. I agree, revolutionary changes are coming to learning design. I think the real value of L&D will be in the in-person delivery of workshops and training programmes. What I'm finding is that because many organisations now allow some form of hybrid working, many people have digital/screen overload and would much prefer to attend something in-person for learning that suits that approach. So, we'll have engaging Compliance learning via clever algorithms that know what content is most-likely to get a learner to understand and complete it, however, as organisations rush to buy-in new AI powered content tools (in order to save costly in-house design), I think we'll end up with a Netflix effect where although it's personalised, people will become more overwhelmed and numb to organisations trying to put everything into an eLearning in order to save costs. Moreover, AI powered avatars will be overused and I think people will crave something more personable/human ideally from someone they know. As an L&D leader I think it's a case of use what's good, integrate or replace existing ways of working where it makes sense to do so...but don't throw the baby out with the bathwater and get caught up too early in a desire to be seen as an early-adopter by replacing everything with some AI powered alternative.

Bersin in Indonesia = Sneeze😅

Excellent interview, so interesting to listen to these young entrepreneurs - the future of corporate learning unlocked by Arist and AI! Wishing the founders every success.

So true ! Thank for sharing the data on our profession !

Generally, if a company has a CHRO then its a Day 3 company in decline which sees its workforce as the enemy and they in turn are defensive against the forces working against them.

I don’t know if citing Jack Welsh is good idea. He implemented a very toxic environment at GE. After he left, GE had to fight for survival. Having worked in a number of big companies, I fully agree with you about the necessity of having a skilled and functioning HR department. However, in reality, I have not met this in reality. HR is usually sitting in an ivory tower without having a real clue about the reality.

Vegas in the building. Here for the gems 💎

Great interview and insights!

Would be good to know HRBP to FTE ratio ‘s in different industries and or Organization life stage.

There are skills trackable and some don’t, but it’s great to start with literacy level at least.

Work from anywhere anytime being paid in currency of choice optimizing personal tax rate .

Correction : The war in Palestine

So the skills are being treated as variables that will be tracked by AI.

for sure this is an impeccable channel, I have never watched a video that was not wonderful. You know what? I am a regular viewer of your KZfaq channel. your content quality are very good. your channel has great quality content.

Hi Josh, It would be great to be able to buy access to this system and see how it works. It would be easier to convince the boss to invest for it.

great, thx

Great Informational video, loved it . Big fan of Workday, excited about what's next on their journey ! Thank you for sharing your knowledge with us , I am a Workday professional and fortunate to stumbled upon this video . I will now also explore your other videos and learn more.

Interesting. Could you put some of these innovative vendors in the comments? It's hard to identify them.

As always the great episode. Looking forward to seeing you in Europe.

Will Workday charge client extra for using GenAI features as innovation service?

Vegas in the building. Sup JB.

Very insightful take on the future of AI. Thanks!

i think search is enough. once computers take over even MORE decisions, we will depreciate mentally. on the meta level: life is not MEANT to be "fun". its an experience. bitter and sweet.

As part of your Galileo roll out, will you have a free version that will run along side the paid version?

Awesome thanks all about productivity and value enhancements!

Josh, great topic, great podcast. You’ve done a great job identifying the issues related to creating skills system-thinking that so many companies have struggled with for so many years. But what I didn’t hear was a direct link to business strategies. You note “critical business issues” to solve but not explicitly strategies. And HR and leaders can’t boil the ocean. Like work I’ve done building organizational capabilities, linking to the business strategies first is critical. It creates an ROI for the effort, versus being more knee-jerk when focusing on the problem of the day. I would suggest something like: Business Strategy>Organizational Capability>Skills>Positions/Gigs. I’ve done Organizational Capability work, often cross-functional, and will attest that HR doesn’t think like this, is not set up this way, is afraid of taking it on because it’s unknown, but that the business leaders get it easily.

[14:16] The Future of Recruiting [ Evolving Role of Recruiters] * Automation will replace routine recruiting tasks with technology. * Recruiters will become talent scouts, focusing on strategy and optimization. * Companies that don't adapt will fall behind in the competition for talent. [15:09] Strategic Workforce Transformation [ Meta as an Example] * Meta's success is partly due to a rigorous talent management process. * They analyzed performance, roles, and structures to identify unnecessary positions. * Long-term investment in talent management is crucial for business success. [17:01] Building a Competitive Recruiting Team [ Strategies for Success] * Invest in your recruiting team and integrate them with HR. * Consider outsourcing specialized recruiting functions. * Focus on productivity by streamlining processes and reducing time to hire. * Develop recruiters into talent advisors with strategic expertise.

Thanks as always great food for thought. There might be room in future to elaborate re skills density and relationship with upskilling, reskilling, multi skilling given rate of obsolescence of skills as well as time and cost to skilled competence as forms unique equation when deciding if skills core, critical scarce, emerging, transient or maturing.

What I think is a big difference, is that you have real freedom to make life choices in countries like Finland. If you are born in a por family, you have the path to become an engineer or a lawer if you like. Your familys economical situation is not hindering you from entering any university you want, it is up to you to go there. If you pass the entrance exam, you are in and you can afford to study you degree. You can move on you own at a young age, and still have a decent life. Living on your own under the age of 20 is quite common. Even with a "minimum wage" job (there is no legal minimum wage in Finland, just the law of being paid a "justified wage") you can live with one full time job, no need for 2-3 jobs just to stay alive and have roof on your head. There was a study a while ago, and one question (and especially the comments section on it in X) really defines the mental difference. "The biggest goal in life is to make my parents happy" kind of divided the world and Finland was in it's own cathegory. In Finland a clear majority answerd "No", and myself as a parent agree with this. If my kid would pursue life to make me proud, I would feel like I have failed as a parent. Their biggest goal should be to go for THEIR dreams and make it happen. If I'll be proud of it, is irrelevant, and at a most a bi-product of them doing something great. It's not my life they are living, but their own. I'm not going to be in the way of their dreams. In coutries where parents pay a lot for their kids studies, I can kind of understand that making parents proud would be a goal, but it should never determine your life...a sure path to being miserable doing something just becouse your parents wanted it that way. Another factor is security. Here kids walk to school alone, babies take a nap outside in strollers while parents have a coffe in the cafeteria. Streets are clean and safe, food is healthy, apartments and healthcare is affordable, stuff just tends to work. If you loose your wallet, most likely you'll get it back with the money still inside. This reduces the level of stress, and contributes to life satisfaction. Life is not perfect, but at least the basic mentality is there, and it gives basis for a healthy life with decent living standard. Maybe it's not the number of over hyped happy people, but the lack of miserable people that contributes to the position as first on the happiness index.

Excellent, I wish all L&D colleagues globally, would watching this and spred.tjos knowledge in their organisations. This is a very real and current professional problem for me right now.

Excellent video. Thanks Josh.

Past experiences calibrated as skills or competencies, the aptitude to aquire skills while on the job. What are your thoughts on measuring extrovert and introvert as skills instead of personality traits? How many of the smartest intelligent individuals meet AI search bot criteria but fail the second cocktail test? In half jest, meaning not worth the conversation after the 30 second elevator sales pitch because the skilled individual is an introvert who can write papers…. But can’t function in a team.

This is an excellent presentation. When we conceptualized HRD in 1975 in India we presented it as Integrated HRD system and a year later pointed out various interdependencies and linkages between various sub-systems. I am happy we are returning back to this after five decades. Thanks Josh Bersin and

Thanks Josh

Ukrain playing the infinite game 😂

Thank you for sharing this information ❤

Great share re dynamic organisations with no mention of many “ lock in cultures “ . Bill Mc Dermot ex SAP as you know. Successfactors still,leaders in many of skills based systems inclusive of skills density and internal talent marketplaces . Would be great to explore skills density in relation to both time and cost to skilled competence as well as obsolescence rate of skills cluster.

The colleges don't do a very good job of helping placing graduates into career level jobs. It's becoming a dangerous scam.