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.

On the left, there is a related video, so please click on it. How about participating in a talk-type app on Tokaite, which I host? You can search 토크아이티 in Korean on Google or click on the link at the top right. Your likes and subscriptions greatly empower continuous content production.

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.

아래 사이트에서 언제라도 편하게 전문가 생방송토크 웨비나를 무료로 시청하면서, 실시간으로 궁금한 점에 대한 답변을 들을 수 있습니다.
▶ 토크아이티 사이트: https://talkit.tv/

테크 전문기업의 웨비나와 콘텐츠 제작 상담 연락처
▶02-565-0012
▶yryoo@talkit.tv

