AI 기반 기업의 HR 과제

워크넷 코리아의 밸류 매니저는 기업의 방향성과 성장을 지원하기 위해서는 HR이 AI 기술을 이해하고 관리하는 것이 필수적이라고 말합니다.

### AI 시대의 HR 시스템 관리를 위한 전략: NVIDIA와 넷플릭스의 인사이트
* 🛠 "기업 운영과 인적 자원에 AI의 통합이 증가함에 따라 **HR 관점에서 새로운 과제**가 등장하고 있습니다."
* 🎯 회사의 방향성을 지원하는 데 필요한 기술을 파악하고 이러한 기술을 가진 개인이 조직에 어떻게 기여하는지 이해하는 것이 **중요**합니다.
* 🔍 "AI를 효과적으로 활용하기 위해서는 **회사 구성원들이 필요로 하는 기술**을 파악하고, 현재의 기술 수준을 평가하며, **부족한 기술을 어떻게 보완**할 수 있을지 고민해야 합니다."
* 🔄 기업은 외부 채용을 통해 **기술 격차를 메울지**, 아니면 기존 직원에게 **재교육 및 업스킬링을 제공**할지 고려해야 합니다.
* 🤖 AI가 계속 발전하고 업무에 더 많이 침투함에 따라 **많은 직원이 자신의 정체성에 대한 불안과 혼란**을 경험할 수 있습니다.
* 🏢 "AI와 같은 첨단 기술이 일자리나 인력을 대체하지 않고 **직원들이 전략적이고 사려 깊으며 창의적인 업무에 집중**할 수 있도록 하는 방식으로 비즈니스 운영 전반에 미치는 영향을 관리하는 것이 중요합니다."
* 🌐 최근 디지털 경제로의 급속한 전환에 따라 기업은 조직 구조를 유연하게 운영해야 합니다. **넷플릭스의 애자일 시스템**과 글로벌 확장을 지원하기 위한 **Workday의 활용**은 주목할 만한 사례입니다.

Hello, this is PD from the Textmin Core Algorithm Standards Seminar. In this seminar, we will explore the perspective of HR systems that support the success of NVIDIA and Netflix, which are currently leading the world by wealth class, with Song Dahyun, Value Manager of Worknet Korea. With the trend of AI being increasingly integrated into corporate operations and human resources, new challenges are emerging from an HR perspective. If we consider AI as a skill, new skills that indicate the direction in which businesses are heading will emerge. It is essential to understand what skills companies need to possess in order to support the direction they want to take. It seems crucial to grasp how individuals with these skills contribute to the existence of a company within the context of these new skills. This understanding will be vital for identifying any deficiencies in the skills needed to move forward and for determining what skills companies should have to support the direction they want to pursue.

How can we fill the gaps? Should we hire externally or provide reskilling and upskilling to our current employees? These are the areas where we can start thinking about. In order to effectively utilize AI, it is necessary to identify what skills the company members need, assess the current skill set we have, and figure out how to compensate for the missing skills. These considerations are essential. Therefore, at present, we are managing the impact within the company, especially in job-related areas. Skill development is quite a personal matter, so when we start managing these skills, we can identify various skills of our employees that we may not have been aware of. This will allow us to begin organizationally managing these aspects, and this employee is currently working in the HR department.

However, in fact, one may be studying AI-related subjects, may have certifications, or may have such experience. So, when trying to promote AI-related projects within the company in the future, if we have employees with such technology internally, it might lead us in a direction where we can become a more flexible organization. I think that once visibility is established in this regard, it could lead to a more flexible organization. It was mentioned in the video earlier that tailoring AI skill sets individually is not an easy process, and Workday HR services utilize AI for this. It shouldn't end with just possessing the skills. It is important how to effectively utilize these skills. When employees now register what skills they have in their profiles, in order to start with those skills, what skills they lack or what skills they want to develop.

What kind of learning is possible, such as this, now machine learning recommends and suggests, even connecting to other colleagues internally, is this also done by machine learning? Yes, that's correct. So, as we are covering related content now, mentors also recommend, or suggest colleagues with similar skill sets, creating an environment where we can collaborate on projects together, utilizing the synergy. It allows us to evaluate ourselves to what extent we have achieved in the job we want to pursue, using machine learning to actively develop our careers. Yes, that's right. Now, if we set up a career plan, we can see how far we have come, and if messages like that appear, it seems like it would be very interesting.

NVIDIA, a company leading not only in supplying hardware GPUs but also in the AR industry, how does it operate its cherished system? NVIDIA is doing well in GPU systems, semiconductor design, and so on, so it has experienced significant growth. Therefore, they have been managing a vast amount of personnel data. It seems like they receive around 2,500 applications daily. Is the hiring team supposed to review them all the time? If they think about doing manual work internally, among the 150,000 candidates they need to find the talents they require. To confirm this, they almost need to work like machines. It seems like they are good at selecting people because I've talked a lot with NVIDIA folks and when they talk a lot, it's all good.

You are using the term 'individuals,' so the hiring process was one of the most challenging areas. It was quite difficult to handle 10 candidates on a regular basis, so we wanted a system that could reduce this manual aspect a bit and efficiently manage it. Workday was able to assist in this regard. Aligning with the business direction, it seems necessary to effectively recruit the required talents, which led to utilizing Skills Cloud. Therefore, it seems that encouraging employees to create profiles through Skills Cloud and utilizing existing skill data can help in recruiting candidates who can provide the most significant assistance to the company. Various software companies nowadays are expanding into various fields.

Because of that, employees need to quickly match and link new skills, not the skills they originally had. It seems necessary to provide such support in the system. Yes, that's right. Therefore, as the business of employees continues to change, even existing employees need to constantly learn. This is the situation we are facing. So, in that aspect, it seems important to know what skills employees possess, what kind of learning they have gone through, and how this information is recorded as a history. With the rapid application of artificial intelligence and automation in companies, many employees may experience anxiety and confusion about their identity. This will also be a new challenge for the HR department. As AI continues to advance and penetrate more into our work, many concerns arise about whether jobs will be threatened. Therefore, these are actual concerns that employees are having.

You may be thinking a lot about it, so HR is in a situation where AI-like advanced technologies are being applied to overall business operations, not in the direction of replacing jobs or workforce, but in how to coexist well and entrust unnecessary repetitive tasks to AI to increase productivity, allowing employees to focus more on strategic, thoughtful, and creative tasks. Maintaining such an environment seems very important. With the recent rapid transition to the digital economy, the organizational structure of companies must also be operated flexibly. To achieve this, let's take a look at how a well-known OTT leader like Netflix operates its agile system. Netflix introduced Workday around 2012 and was rapidly implementing it at that time.

We were serving 50 countries, so we were in a situation where we were trying to create a foundation for global expansion. At that time, we had 11 separate HR systems, so it must have been very difficult to operate, and we had a hard time understanding the data. To analyze this data, we had to create reports, but even that was very difficult, so we had to seek support from external consulting firms. We needed to know the expertise of various internal and external experts. When we had 11 different solutions, it was not easy to analyze them. Yes, the data was entered differently in each system, and aligning them was a really time-consuming task. So, currently, we are using Workday.

If we look at it, more than 190 countries are entering and providing services. As I mentioned earlier, this distributed system has now been integrated into one system, and even though it has grown almost four times, it is operating well in the cloud system. Now, by utilizing the embedded lifting tool in real-time, data access is possible, and the process of preparing data reporting has become easier. Therefore, there is no longer a need for additional external assistance. Furthermore, Netflix is now creating original content, no longer acquiring from elsewhere for distribution. They are actively involved in production. In this type of business case, when creating new shows or movies, there is a difficulty in establishing a new entity.

Now, using Workday, it was possible to quickly establish these corporations in a few minutes, right? So, there seems to be that aspect. And now, although we are familiar with Netflix in the business of content, we are now also doing Dark Car in various industries. Did you know that Netflix also provides individual services now? Even in a situation like Netflix, right? Yes, there have been about 11 major M&A deals already, and there are cases of successful progress by integrating them with Workday. If you are interested in what HR systems for the MG generation should consider, you can click on the card link at the top right to watch related videos. If you want to create YouTube content appealing to your customers, click on the link at the top right to explore various portfolios.

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AI시대, HR 시스템은 어떻게 변하는가? 엔비디아, 넷플릭스 사례 [토크아이티 세미남274, Workday]

토크아이티는 "기업의 문제를 해결하는 기술과 신제품의 동향, 활용사례" 관련 콘텐츠와 생방송토크 웨비나를 2006년 부터 제공하고 있습니다.

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토크아이티(Talk IT)

기업 운영과 HR에 AI를 통합하면 새로운 도전과제가 발생하고 필요한 기술을 파악해야 할 필요성이 대두됩니다.

기업은 현재 보유한 기술을 평가하고 외부 채용이나 직원 재교육을 통해 부족한 부분을 어떻게 메울지 결정해야 합니다.

회사 내에서 AI 기술을 관리하면 보다 유연한 조직과 효과적인 AI 활용으로 이어질 수 있습니다.

머신러닝이 경력 개발에 미치는 영향

이제 머신 러닝은 협업을 위한 동료를 추천하고 연결할 뿐만 아니라 경력 진행 상황을 평가하는 데에도 활용되고 있습니다.

GPU 시스템으로 유명한 엔비디아는 대량의 인사 데이터를 관리하고 있으며 매일 2,500건의 입사 지원서를 접수하여 Skills Cloud와 같은 시스템을 활용하여 적합한 인재를 효율적으로 채용하고 있습니다.

채용 프로세스에서 머신 러닝을 사용하는 것은 수많은 지원자를 처리하고 비즈니스 목표에 부합하는 인재를 채용하는 데 매우 중요해졌습니다.

변화하는 직원 환경에 적응하기

직원들은 비즈니스의 변화하는 요구에 맞춰 끊임없이 새로운 기술을 습득해야 합니다.

직원의 기존 기술, 학습 이력, 이 정보가 문서화되는 방식을 이해하는 것이 중요합니다.

AI와 자동화의 발전은 직원들 사이에서 우려와 정체성 혼란을 야기하고 있으며, 이는 HR 부서에 새로운 과제를 제시하고 있습니다.

AI가 인력에 더욱 통합됨에 따라 생산성을 높이고 직원들이 전략적 업무에 집중할 수 있도록 첨단 기술과 공존하는 데 초점을 맞추고 있습니다.

디지털 경제로의 급속한 전환에 따라 기업은 유연한 조직 구조로 운영해야 하는데, Workday를 통해 구현한 넷플릭스의 애자일 시스템에서 알 수 있듯이 유연한 조직 구조가 필요합니다.

Workday를 통한 글로벌 확장 및 데이터 분석 간소화

넷플릭스는 11개의 개별 HR 시스템으로 인해 데이터 분석 및 보고서 작성에 어려움을 겪어 외부 컨설팅 지원이 필요한 상황에 직면했습니다.

Workday에 통합한 후, 데이터 액세스 및 보고 프로세스가 개선되어 외부 지원이 필요 없게 되었습니다.

또한 넷플릭스는 오리지널 콘텐츠 제작으로 전환하면서 프로그램과 영화 제작을 위한 새로운 법인을 설립하는 데 어려움을 겪었습니다.

넷플릭스의 다양한 산업으로의 확장

넷플릭스는 콘텐츠를 넘어 개별 서비스와 인수합병으로 사업을 확장해 왔습니다.

넷플릭스는 이러한 거래를 성공적으로 통합하고 다양한 산업에 진출하고 있습니다.

유튜브 콘텐츠 제작, 토카이트에서 토크형 앱을 운영하며 밀레니얼 세대에게 어필하는 등 사업 확장에 박차를 가하고 있습니다.