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Showing posts with label HR Department. Show all posts
HR Department
Ai Data AI technology AI tools Cyber Security Data Services Data Technology GenAI HR Department

How GenAI Is Revolutionizing HR Analytics for CHROs and Business Leaders

 

Generative AI (GenAI) is redefining how HR leaders interact with data, removing the steep learning curve traditionally associated with people analytics tools. When faced with a spike in hourly employee turnover, Sameer Raut, Vice President of HRIS at Sunstate Equipment, didn’t need to build a custom report or consult data scientists. Instead, he typed a plain-language query into a GenAI-powered chatbot: 

“What are the top reasons for hourly employee terminations in the past 12 months?” Within seconds, he had his answer. This shift in how HR professionals access data marks a significant evolution in workforce analytics. Tools powered by large language models (LLMs) are now integrated into leading analytics platforms such as Visier, Microsoft Power BI, Tableau, Qlik, and Sisense. These platforms are leveraging GenAI to interpret natural language questions and deliver real-time, actionable insights without requiring technical expertise. 

One of the major advantages of GenAI is its ability to unify fragmented HR data sources. It streamlines data cleansing, ensures consistency, and improves the accuracy of workforce metrics like headcount growth, recruitment gaps, and attrition trends. As Raut notes, tools like Visier’s GenAI assistant “Vee” allow him to make quick decisions during meetings, helping HR become more responsive and strategic. This evolution is particularly valuable in a landscape where 39% of HR leaders cite limited analytics expertise as their biggest challenge, according to a 2023 Aptitude Research study. 

GenAI removes this barrier by enabling intuitive data exploration across familiar platforms like Slack and Microsoft Teams. Frontline managers who may never open a BI dashboard can now access performance metrics and workforce trends instantly. Experts believe this transformation is just beginning. While some analytics platforms are still improving their natural language processing capabilities, others are leading with more advanced and user-friendly GenAI chatbots. 

These tools can even create automated visualizations and summaries tailored to executive audiences, enabling CHROs to tell compelling data stories during high-level meetings. However, this transformation doesn’t come without risk. Data privacy remains a top concern, especially as GenAI tools engage with sensitive workforce data. HR leaders must ensure that platforms offer strict entitlement management and avoid training AI models on private customer data. Providers like Visier mitigate these risks by training their models solely on anonymized queries rather than real-world employee information. 

As GenAI continues to evolve, it’s clear that its role in HR will only expand. From democratizing access to HR data to enhancing real-time decision-making and storytelling, this technology is becoming indispensable for organizations looking to stay agile and informed.
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Security Culture
Cyber Defence Cyber Security HR Department HR Responsibility Human Resource Security Culture

Responsibilities of an HR to Strengthen Their Company’s Cyber Defenses


Suppose a company is hit by a ransomware attack today, who will the company personnel call or rely on, to remediate their issue. Most probably, a cybersecurity expert. However, companies nowadays go numb in the initial hours of the incident, since nobody knows anyone’s phone numbers. Lack of access to emails or messaging systems results in a halt, leading to customers and workers just wondering what is going on. This panic further intensifies into a full-blown crisis.

While this may look like a job of the IT and security department, protecting a company reduces down to two ideas – organizational culture and planning – something that comes under the command of human resources. 

The HR department is in a unique position to integrate cybersecurity readiness into an organization's daily operations.Too reduce risks and make sure the company has the skills necessary to be resilient to foreseen difficulties, which include cyberattacks, it is responsible for developing policies and procedures. Additionally, HR departments themselves are major targets for hackers as they are the stewards of employees' private and sensitive information. However, this vital role of the HR team is highly overlooked.

In regards to this, Claudette McGowan, CEO of cybersecurity company Protexxa has mentioned some ways that could help HR make their companies a rather tough target for cybercriminals. We are listing some of these suggestions:

Build a Security Culture 

With the growing cyberspace culture, one can only imagine how many digital issues can be lobbed at a time, making it challenging to determine them all. A strong cybersecurity culture comes to the resort, since it helps organizations to protect themselves against attacks, and minimizes the radius of attack in case it has already been executed. 

However, for this, everyone must be on the same page when it comes to online behaviours. 

To ensure this, HR must make sure that the company is equipped with training tools so that employees can determine what should and should not be done. 

Integrating cybersecurity into performance appraisals is the greatest approach to guarantee that everyone perceives it as a crucial part of their responsibilities. This should not involve criticizing employees for each dubious link they click on. Instead, it ought to be a productive discussion about how they are progressing with their cyber literacy education. Employees can utilize cyber health-check tools to examine their online behaviour and resolve vulnerabilities (such as reusing Pa$$w0rd throughout the majority of the internet or not using two-factor authentication), and similar tools are frequently used to monitor progress toward cybersecurity goals at the organizational level.

Stop Hoarding Data 

The HR department should be active when it comes to updating its data retention policy. ‘Updating,’ since companies are already encompassed with a data retention policy. If not, then the company is bound to hoard this data forever, which may expose it to several risks. The more data a company has, the worse a breach is, especially if the company is storing data that is no longer in use. 

Determine ‘Who Calls the Shots’ in Case of a Breach 

In times of crisis, while everyone may have an opinion on ‘what should be done,’ it should priorly be decided who holds the decision-making power. 

The only requirement in the job description for incident commanders is that they be the person who knows their company's cybersecurity concerns the best. Depending on the size of your company, that may be the head of IT, the cybersecurity leader, or Joanne in accounting who has taken a few courses in this area. Whoever it is, HR must make sure to recognise it and make it apparent to the team before an issue occurs.

Finally, Note the Contacts Down

However old school and mundane it may sound, but contact numbers of the incident team must be noted down, and the list should be updated without fail to make sure that an ‘professional’ is at standby to help an organization resolve the issues systematically.  

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