Spilling the Tea on HR Tech: Is Claude the new rival to ChatGPT? Breaking down the Oracle-AWS partnership, new tech acquisitions, OpenAI's 1M users, and the future of AI in business.

[00:00:00] [SPEAKER_02]: You're missing something in that dialogue, you're missing something in that conversation, because it's not taking a consideration

[00:00:07] [SPEAKER_02]: That you're not that, you're someone else trying to do something with that data

[00:00:10] [SPEAKER_02]: And she says, it's smart enough and you need to start giving an effort to tell up the truth

[00:00:16] [SPEAKER_02]: We don't like to be lied to, nobody likes to be lied to, you need to start telling to

[00:00:18] [SPEAKER_02]: I said, fascinating conversation about thinking about truth and what you are trying to get out of these AI movements and changes

[00:00:27] [SPEAKER_02]: And applications, and very relevant for HR and I am an HR leader, not that I am an employee sitting in front of my computer

[00:00:34] [SPEAKER_02]: I'm an HR leader who's trying to create the best HR experience, help me here

[00:00:38] [SPEAKER_02]: Right, instead of I'm an employee what's a better experience starting to be very open about

[00:00:42] [SPEAKER_02]: Because the computer should then understand that you have limitations because all your systems aren't where they need to be

[00:00:47] [SPEAKER_02]: Maybe, right?

[00:00:50] [SPEAKER_00]: Well, fun to the HR Huddle podcast presented by Sapient Insights Group

[00:00:55] [SPEAKER_00]: The ultimate resource for all things HR, it's time to get in the Huddle

[00:01:09] [SPEAKER_02]: Welcome to Still the TNI Charter Tech Everyone Where we focus on the hottest HR tech news everyone needs to know to be in the know

[00:01:15] [SPEAKER_02]: And we break down the news of the week and help you make sense of it of what that means for our industry

[00:01:21] [SPEAKER_02]: And how it can impact our organization

[00:01:22] [SPEAKER_02]: And we are recording today on September 11th, 2024

[00:01:29] [SPEAKER_02]: Assad, remember through many of us who live through the September 11th

[00:01:34] [SPEAKER_02]: Almost 20 plus going on 30 years now ago

[00:01:37] [SPEAKER_02]: So our HR has got to all those who had family and friends who were impacted by September 11th

[00:01:42] [SPEAKER_02]: So many years ago

[00:01:43] [SPEAKER_02]: But it is also fall events season

[00:01:46] [SPEAKER_02]: So hopefully this week we'll be able to provide you some updates on things you're going to get ready to use in your upcoming fall events

[00:01:52] [SPEAKER_02]: I'm your host, Stacey Harris, Chief Research Officer and Managing Partner for Sapient Insights Group

[00:01:57] [SPEAKER_02]: We are a research and advisory firm if you are unaware

[00:02:00] [SPEAKER_02]: And joining me today on the road at his first event for the fall season

[00:02:04] [SPEAKER_02]: Is close to even in our director of research and principal analysts for Sapient Insights Group

[00:02:08] [SPEAKER_02]: So welcome back to the show

[00:02:10] [SPEAKER_02]: We can see the beautiful Las Vegas window behind you there

[00:02:15] [SPEAKER_02]: I always love the velvet curtains

[00:02:17] [SPEAKER_01]: That's right

[00:02:19] [SPEAKER_01]: Yeah, I'm out here in Las Vegas at the lovely Venetian resort for Oracle's big event cloud world

[00:02:28] [SPEAKER_01]: Which they have combined with sweet world

[00:02:31] [SPEAKER_01]: This year so it's even even bigger than ever before

[00:02:36] [SPEAKER_01]: And there's really a lot going on here that I'd love to talk about

[00:02:40] [SPEAKER_01]: And also a lot going on just in the world in general

[00:02:44] [SPEAKER_01]: So you want to get started or

[00:02:47] [SPEAKER_02]: Yeah, it's HR tech heavy season right

[00:02:49] [SPEAKER_02]: I mean as we know the vendors have most of their conferences this week is Oracle next week will be work day rising

[00:02:55] [SPEAKER_02]: Joining us there from Sapient Insights Group with Susan Richards are founder

[00:02:59] [SPEAKER_02]: And so if you are looking to touch base with Sapient Insights file we're there at work day rising

[00:03:04] [SPEAKER_02]: Susan Richards is over there you and I will then be along with the rest of our team at the HR technology conference in three weeks

[00:03:11] [SPEAKER_02]: Right so for those of you who are kind of following along

[00:03:14] [SPEAKER_02]: And want to make sure that you're going to get a chance to catch up with us at the HR technology conference

[00:03:17] [SPEAKER_02]: Please be aware that we have a panel on women in HR tech with our CEO J. Dipper and Danielle Mution

[00:03:23] [SPEAKER_02]: And that's going to be on data governance and stewardship and how that's going to impact women in your organization

[00:03:30] [SPEAKER_02]: Really really powerful conversation and then you definitely want to drop by my keynote mega session

[00:03:35] [SPEAKER_02]: Where we'll be talking at 1 p.m. on Wednesday because we got a couple of times a week said maybe too

[00:03:41] [SPEAKER_02]: But on Wednesday where our we're going to be sharing our voice the customer highlights

[00:03:45] [SPEAKER_02]: But Sapient Insights Group 27 annual HR system survey

[00:03:48] [SPEAKER_02]: So I'm working on that deck right now

[00:03:50] [SPEAKER_02]: And just got off my last call talking about it

[00:03:52] [SPEAKER_02]: There's some cool stuff you guys

[00:03:53] [SPEAKER_02]: I put a little post out on LinkedIn if you're if you wanted to see some of the things that we're going to be talking about

[00:03:58] [SPEAKER_02]: That will be in the Mandela Bay if you're looking for it

[00:04:00] [SPEAKER_02]: We're also going to be doing Cliff you and I on Thursday afternoon a presentation on skills management

[00:04:08] [SPEAKER_02]: And we're going to be talking about how to build a your skills environment

[00:04:13] [SPEAKER_02]: Technology, Gnostic approach to skills management with UNI

[00:04:16] [SPEAKER_02]: So Cliff that will be exciting because we'll be able to move some of that skills conversation

[00:04:19] [SPEAKER_02]: The second day and then in between that there's lots of ass the expert times for everyone to come and touch base with us

[00:04:25] [SPEAKER_02]: Cliff, what are you looking forward to most coming up to HR technology conference?

[00:04:30] [SPEAKER_01]: Probably I really get I really get a lot of joy from meeting people in person

[00:04:33] [SPEAKER_01]: I know it sounds weird and it was a common refrain amongst many of the people in our profession

[00:04:40] [SPEAKER_01]: To jokingly say after the pandemic that they even miss Vegas

[00:04:45] [SPEAKER_01]: But this is why because yes it can sometimes be you know

[00:04:49] [SPEAKER_01]: It just it's just work you know it is what it is and for those that are outside

[00:04:54] [SPEAKER_01]: You know it's all you're going to Vegas and it's like well if we're going to a conference room

[00:04:58] [SPEAKER_01]: And we're going from one thing doing other and as you can hear we've got a lot of events so we're going to be at

[00:05:04] [SPEAKER_01]: But it's it can be a very wonderful kind of work when you're getting to interact with people

[00:05:09] [SPEAKER_01]: And meet them in person there's a lot of talks besides our own that I would love to be able to attend

[00:05:17] [SPEAKER_01]: But also getting a chance to see the new vendors. I love going into the

[00:05:23] [SPEAKER_01]: Start-up pavilion and seeing what's coming in we always report on that every year and that brings me great joy because that's so need to see how

[00:05:34] [SPEAKER_01]: Market needs are being addressed by these companies. There's always a lot of energy and it's it's really wonderful

[00:05:40] [SPEAKER_01]: So I think those two things getting to see people and getting to see all the new fun and exciting companies

[00:05:46] [SPEAKER_02]: Very well, I also start pavilion is always fun and I always enjoy I actually enjoy the the

[00:05:54] [SPEAKER_02]: Opportunities where kind of in between events when I see people in a hallways like that's

[00:05:58] [SPEAKER_02]: My favorite time because I generally don't get to see as many people as I want to see because we're a lot of

[00:06:03] [SPEAKER_02]: People who

[00:06:04] [SPEAKER_02]: Practitioners who I've met over the years are running from session to session and it's really in between in the halls where I get to see everyone

[00:06:10] [SPEAKER_02]: So I'm looking forward to that so by the time you guys hear this will be running right in the HR tech

[00:06:14] [SPEAKER_02]: So please stop us, please say hello. We love to hear from anyone out there who listens to the podcast

[00:06:20] [SPEAKER_02]: I love to know what you what you like about it or what you might want to hear more of so we'll also be at the

[00:06:25] [SPEAKER_02]: I saw a event on October 7th through 10 that's going to be in Orlando and at the unit for analyst event

[00:06:31] [SPEAKER_02]: November 6th and 7th which is going to be in Philadelphia and at the UKGS fire event November 12th through 13th

[00:06:41] [SPEAKER_02]: That's going to be back in the S Las Vegas and then for those who maybe are following work day a little bit more

[00:06:47] [SPEAKER_02]: Workday your peanut vent got moved from November which it was originally in London to now

[00:06:53] [SPEAKER_02]: It's going to be December 12th through the 14th and that will be an Amsterdam I believe so

[00:06:59] [SPEAKER_02]: So students are changing and so we are working all the way up till the end of this year cliff on events and conferences

[00:07:05] [SPEAKER_02]: So if you guys are out there and about come and see us, but you're at the first one close to maybe a quick update on what you're seeing with Oracle and all of the updates they're giving

[00:07:14] [SPEAKER_02]: I'm I'm going to make one prediction the word AI probably came up in

[00:07:19] [SPEAKER_01]: You want to collect your prize

[00:07:23] [SPEAKER_01]: Collect your prize from the eye machine yes that that is definitely the big news a

[00:07:29] [SPEAKER_01]: Sort of a running joke during all of the sessions has been you can't leave the stage unless you say AI that's been brought up

[00:07:37] [SPEAKER_01]: Interestingly enough, I would say Larry Ellison's keynote yesterday on the 10th Tuesday was probably the least AI centric although it was brought up quite a bit

[00:07:48] [SPEAKER_01]: Because there was a lot more on and what are the other breaking stories here that I'd be remiss to mention or to not mention is that Oracle is now working with

[00:07:59] [SPEAKER_01]: M's on web services so AWS is now part of the infrastructure for data and that is very big news for anyone that uses that as their you know infrastructure platform because that had not been the case prior in fact during Larry Ellison's keynote part of was bringing up

[00:08:18] [SPEAKER_01]: Gentlemen who runs AWS and conversing about how that partnership came to be and what it will unlock that's really going to be interesting because I know Larry was trying to create the competing

[00:08:28] [SPEAKER_02]: Solution for right AWS and is your which are the two big players in this space right did he say they're backing down a little bit from having their own cloud environment or are they just doing being better partners is that sort of the conversation

[00:08:41] [SPEAKER_01]: That's it. The language that's often uses that one will not sit on top of the other but that they're the same system and they really mean that that

[00:08:52] [SPEAKER_01]: You will it will work the exact same ones not replicating the other or you know masking the other that it will just work as the exact same system all the way through. So it really is what you said it sort of deeper and true partnership

[00:09:10] [SPEAKER_01]: There was that now there of course there was a lot of talk about AI and Oracle Fusion which is you know their sort of suite across all of these having all of these HR applications is completely

[00:09:23] [SPEAKER_01]: Re-vamped so that AI sits at the core of every aspect of it. I found it very interesting that they wanted to quite some depth on the talent space and how AI will be used there. They're seeing a lot of use cases

[00:09:37] [SPEAKER_01]: And I will give them a lot of credit for putting customers first. I had a few chances to have one on one with some of the executives, especially from product and we talk quite a bit about how every presentation and every breakout session has always

[00:09:54] [SPEAKER_01]: Involved a customer story if it wasn't completely a customer panel and focusing on the actual use case of AI and what they found was perhaps unsurprisingly

[00:10:03] [SPEAKER_01]: That people wanted to sort of dip their toes in the water, right? They wanted to test things that didn't have too much risk but could help ease administrative concerns something that sounds very familiar to anyone else in StarShow or watches our show on YouTube

[00:10:17] [SPEAKER_01]: Which we should mention we have as well if you're trying to find us by the way an event is on a side an easy way to do that as watch our YouTube channel for a few minutes and get a better idea of what we look like

[00:10:28] [SPEAKER_01]: And we are yes always wearing paints don't worry that's the easy way to spot us. But yeah, they found that the use of AI and performance management has been probably there at number one use case so they said okay that we need to spend more time and our talent management suite of applications

[00:10:47] [SPEAKER_01]: There's been a lot of interesting job descriptions. So there we go again in the recruiting and onboarding space, but they're also using it in just straight database management

[00:10:58] [SPEAKER_01]: So, heartening back again to Larry speech yesterday he is hoping to reduce security concerns by instituting AI as a DBS a database administrator

[00:11:13] [SPEAKER_01]: So, while definitely human oversight has been the watch word ideally the end goal is to make not only a more efficient platform but a more secure platform by removing the human element whenever possible

[00:11:29] [SPEAKER_01]: There could be part of a security breach because looking back on most of the major breaches they have to do with the really the human element right it's not some program going through a ton of passers right it's social engineering

[00:11:44] [SPEAKER_01]: I still don't see how AI can completely fix a problem but I'm willing to I'm willing to give it a shot

[00:11:51] [SPEAKER_02]: Yeah, I mean this when I'm sure they'd probably get roasted just on the messaging of it right I get where they're coming from and I do think any of us know that it's you know anytime you got to go download upload and data you have risks of people having access who shouldn't have access and also anytime you have passwords that are being passed back and forth even if you're doing an electronic like you've got risks

[00:12:15] [SPEAKER_02]: What what I do think that's it's a bit of a we've got to figure out is that as we're having just like we did with all of our other technologies as AI is making some decisions for us

[00:12:27] [SPEAKER_02]: We've just kind of built in more and more calibration more and more oversight in a way we've got to watch performance one of the things we're going to talk about is a conversation with I think the anthropology group

[00:12:39] [SPEAKER_02]: Oh yeah, I think the mix claw I'm going shopping is what it is

[00:12:47] [SPEAKER_02]: But the anaerobic group and their engineers and what I was so impressed with how this was how they they focused on I never trust the AI I always double check what it's saying right

[00:12:59] [SPEAKER_02]: And that's a really important part of the process it can help me speak things up, but I've got to keep testing it right yeah

[00:13:05] [SPEAKER_01]: Yeah, that's exactly it and you know if it's something that you know we talk about Oracle well knows and is trying to do that

[00:13:13] [SPEAKER_01]: But you know you had excited you want to talk about all the capabilities you want to talk about the future

[00:13:18] [SPEAKER_01]: But yeah, as you said subconscious you can go too far and people will say, you know we're not trying to replace humans here

[00:13:25] [SPEAKER_01]: We're trying to make humans better and I think they they know that it's been really excited to

[00:13:31] [SPEAKER_01]: It's a really neat to see some of the things like I mentioned here them talk about talent to really push that

[00:13:36] [SPEAKER_01]: You know we've been tracking them very closely in our voice of the customer

[00:13:41] [SPEAKER_01]: Ranking which come from you the listeners or anyone that's taken the survey I should say and viewers and I think you will all be interested to see you know how that all plays out when we go through all that during your keynote

[00:13:54] [SPEAKER_02]: Well, you know did they were they clear that they have now moved everything over to the redwood user experience platform yet

[00:14:01] [SPEAKER_01]: It is not 100% but that is what is going to be the case and so that

[00:14:06] [SPEAKER_01]: For those of you that just maybe hearing this for the first time I kind of think of it almost as like an OS right as an operating system in that

[00:14:15] [SPEAKER_01]: It's a sort of common language platform have you want to think of it so there's a nice for an unusual see one

[00:14:24] [SPEAKER_01]: Consistent visual design one consistent set of sort of languages and uses across whatever it is you're doing

[00:14:31] [SPEAKER_01]: And your Oracle platform on the fusion side to HCM side and I'm not sure that we're seeing in a user experience data this year yet

[00:14:40] [SPEAKER_02]: So I'm it'll be interesting to see if we start to see some of the changes and the user experience over over time as they get more and more customers on that

[00:14:48] [SPEAKER_02]: And doing the actual update right and moving to it so I good to hear their moving that direction. I think it's more updates to come

[00:14:54] [SPEAKER_01]: Yeah, and I also mentioned that they starting about 18 months ago although they've always had a good sort of customer success team

[00:15:01] [SPEAKER_01]: They formalized that and they've been showing some of the metrics on them. They're really making concerted effort to address any concerns on the vendor satisfaction issues customer service customer care

[00:15:14] [SPEAKER_01]: And in that one I think we will see some movement positively in our voice of the customer rankings, but to an end

[00:15:21] [SPEAKER_01]: You'll find out more during that, but yeah, it's been really great and like said we'll be back here

[00:15:28] [SPEAKER_01]: And thoughts also for those of us in the community that are here for this and then work day rising and then HR tech not getting to see their families

[00:15:39] [SPEAKER_02]: So it's like I said it is work still. But we have other vendors where you want a lot of stuff right now in front for HR tech, right?

[00:15:45] [SPEAKER_01]: Really cool stuff. Yeah, obviously I've been thinking about Oracle but that is not take away from some really cool

[00:15:53] [SPEAKER_01]: Meet news going on sort of classic HR, it's willing to teach our tech type of news. We've got some acquisitions

[00:15:59] [SPEAKER_01]: So pay lossity is going to acquire airbase

[00:16:03] [SPEAKER_01]: So they are a spend management software solution provider

[00:16:08] [SPEAKER_01]: So you know there's a lot of stuff here on procurement on corporate cards expense management something near and dear to my heart

[00:16:17] [SPEAKER_01]: In fact, you know definitely one where I've used different solutions I personally have never used airbase before

[00:16:25] [SPEAKER_01]: But obviously was aware of them going through and these kind of goes back to my old days as an HR practitioner

[00:16:31] [SPEAKER_01]: Being at a smaller company there wasn't a lot of HR tech plus that was a long time ago to choose from you know we definitely used some compensation management tool

[00:16:41] [SPEAKER_01]: We need for benchmarking and expense management was a key one

[00:16:47] [SPEAKER_01]: That's one where it doesn't matter how big your company is that's something you need to get right so great to see pay lossity thinking the same way

[00:16:54] [SPEAKER_02]: Yeah airbase is a really big pickup for them. This is putting them in direct competition with what we're seeing happening with reporting and their message of

[00:17:03] [SPEAKER_02]: If you come into our organization, we're going to cover not just the things that an SMB needs in the HR space

[00:17:09] [SPEAKER_02]: But we're going to cover all the other sort of onboarding and technology and things right it also puts them a little bit into the finance space

[00:17:17] [SPEAKER_02]: So kind of in competition not fully but with a little bit of where we saw some of the ERP start out with right

[00:17:24] [SPEAKER_02]: And so because they've got to build pay counts people automation which means there's some element in there and that they've got the expense management you talked about procurement

[00:17:31] [SPEAKER_02]: I mean this was a pretty big pickup for them

[00:17:34] [SPEAKER_02]: So I'm interested to see where this you know takes them it is a challenge I see for a lot of mid-market and SMB organizations that they have fewer options if they're not going to buy one of the big boys right

[00:17:46] [SPEAKER_02]: In getting a combined application of HR and finance technology right the generally a lot of the ones that are still out in the market for that SMB market

[00:17:55] [SPEAKER_02]: To be on the older side sometimes or they're looking at sort of really brand new cutting edge groups that don't have a full suite of HR right like I'm like a Zoho which you have started getting into HR right

[00:18:06] [SPEAKER_02]: So I think this is a big move for them. I think we'll probably hear a lot more about it in the next couple of months

[00:18:12] [SPEAKER_02]: I think it is all the pays we know what they are the pays the pay for the pay for the pay the pay checks right that they're all going to have to figure out what is their message for differentiation because I can promise you when you look at the data this year at the HR tech conference

[00:18:26] [SPEAKER_02]: There will be some interesting shakeups right. It's to lose playing in that space.

[00:18:31] [SPEAKER_01]: No spoilers though

[00:18:35] [SPEAKER_01]: Yeah, you took the words right out of my mouth that that was my first thought to is thinking about how rippling had acquired you know some IT services to go along with what they provided

[00:18:44] [SPEAKER_01]: Also speak so an interesting trend that we've seen strongly come on in the last few years which is that small businesses are looking for services that had previously been

[00:18:57] [SPEAKER_01]: Really only in the realm of enterprise level organizations and they're saying no, no, we need that too. These are this is important and so okay

[00:19:04] [SPEAKER_01]: We hear the market these providers are saying we're going to jump in and I agree that I think it's a strong move speaking of acquisitions

[00:19:12] [SPEAKER_01]: The zealous group and that's a portfolio company at funds vise by apex. You might know them as that, but probably the if you're just thinking about the applications benefits was the one that was underneath them have acquired a benefit and so that is very interesting that

[00:19:30] [SPEAKER_01]: You know, you were mentioning the the pays in the payroll in the benefit space there's a lot of companies that I guess you could call the ben of

[00:19:40] [SPEAKER_01]: It does roll off the tongue as well does it as the pay

[00:19:43] [SPEAKER_01]: But you have your benefit focus and you know you're benefiting and now doing those have been consolidated now. They didn't do it for that reason just for her name recognition or any of that

[00:19:54] [SPEAKER_01]: But rather to sort of add together really it was both of them. I think and you know, I don't know exactly what led to this

[00:20:04] [SPEAKER_01]: But it seemed to me that there was a nice sort of

[00:20:08] [SPEAKER_01]: Bringing together a venn diagram of what each were missing in terms of capabilities of the solutions

[00:20:14] [SPEAKER_01]: Right somewhere able to offer certain benefits and some sort of didn't have those partnerships as well

[00:20:20] [SPEAKER_01]: With some of that I would call the more modern benefits and now they're able to consolidate that into a or singular platform

[00:20:26] [SPEAKER_02]: Well, and I think the big thing there is the global benefits right we know there's not many players in the global benefits space Thompson and National which

[00:20:35] [SPEAKER_02]: She has picked up by Mercer a few years back because one of the few sort of global benefit platforms that that was a technology play and not a services play there's a lot of services that do that

[00:20:44] [SPEAKER_02]: Not standalone technology and so this was another one of those players in that international space because then actually benefits are a little bit or by far a lot different than US space benefits

[00:20:54] [SPEAKER_02]: Here in the US benefits administration is 90% for the most part about healthcare right and then the rest of it is all the other benefits that we offer

[00:21:04] [SPEAKER_02]: Retirement and you know wellness programs and tools and those kind of things but it's have a major event by what happens in the healthcare space right outside of the you know US in the international market there

[00:21:16] [SPEAKER_02]: We have much more benefits conversation being driven by this idea of a holistic benefits package and a total benefits package because many cases healthcare is handled by governments or by other entities outside of that and so

[00:21:28] [SPEAKER_02]: You know this has been a big space for a while where I think organizations have oftentimes managed that by themselves right or use their big enterprise platforms to manage that or outsource a lot of this so a

[00:21:41] [SPEAKER_02]: Consultation isn't surprising here I do think that it will be interesting to see how the big enterprise HRMS platforms respond to some of this consolidation in the space

[00:21:53] [SPEAKER_02]: Because benefits is an area that oftentimes have neglected as far as updates and maintenance and integrations so I will be interested to see if some of this consolidation drive some updates in that space that we might be seeing come from the big guys right

[00:22:09] [SPEAKER_01]: Yeah, I mentioned rewards and recognition. I think is another thing that the benefits now gets from better five and that's pretty interesting. That's another area. I think that we're seeing some some movement in not as drastic as some others but people are thinking about that a little more so yeah that you know and so we've really hit the AI part of your bingo card very early on but there has been a lot of news around AI in addition to all that

[00:22:37] [SPEAKER_01]: I know we've already talked about that but one I think kind of key milestone was reached in the last two weeks and that was that open AI the biggest of the AI companies and I'm not this is not my opinion this will be proven by the stat and about to say and they're the chat GPT company if you didn't know that already

[00:22:58] [SPEAKER_01]: They hit one million paid business users right so this is not just the those of you that might be adding on just at home for whatever you're using it for you know search and that's sort of thing

[00:23:10] [SPEAKER_01]: But one million paid business users if you are a regular listener viewer of this show you will know that stay see and I have talked about this for well over a year saying that AI is a resource intensive tool

[00:23:25] [SPEAKER_01]: It isn't just as simple as a piece of software it requires a lot to get done in terms of hardware and infrastructure to bring these services

[00:23:35] [SPEAKER_01]: That's part of what makes it so powerful is that it's able to sort of consolidate things into a way and that natural language processing and the large language models

[00:23:45] [SPEAKER_01]: But anyway that being said we're talked about this needs to be able to pay for itself right now a lot of companies are giving you this for quote unquote free

[00:23:55] [SPEAKER_01]: But that only works if there's enough users and now this is I would say a very key milestone and it was just an April only 600,000 users so

[00:24:05] [SPEAKER_01]: There's a reason we're talking about AI so much it's fast as growing by a country mile. It is without a doubt, you know, we're definitely seeing those numbers double and the HR site as well

[00:24:16] [SPEAKER_02]: It's not everybody yet, so I always try to put people so they're not freaking out if you are not behind

[00:24:22] [SPEAKER_02]: But I do think that it's because it's interesting that we get this milestone hit by open AI at the same time that we also got some news which isn't here in our links

[00:24:31] [SPEAKER_02]: But if you Google it, you'll find it where Microsoft is actually showing that they are starting to have several people who adopted and have now stopped who pulled back from adoption numbers and their use of the co-pilot solution

[00:24:44] [SPEAKER_02]: Because it wasn't why doing what they needed it to do at this point

[00:24:49] [SPEAKER_02]: And so I do think that we are seeing this sort of kind of a dance like two steps forward one step back two steps forward one step back right because I think everyone's trying to figure out

[00:24:57] [SPEAKER_02]: Is this really worth the financial investment so then hitting a million paid business users is a really good stat

[00:25:03] [SPEAKER_02]: Question is will they keep the paid business users can they retain that ownership everybody's trying to find out if it can do something for them now, but just can they retain it right

[00:25:14] [SPEAKER_01]: Absolutely and speaking of that sort of I guess still in the open AI and thinking back of the news that we talked about

[00:25:26] [SPEAKER_01]: Let's see I'm trying to think how many shows but let's not try and think of the math

[00:25:30] [SPEAKER_00]: What would you say it was?

[00:25:32] [SPEAKER_01]: Yeah, I do early by math remember I'm three hours back from you that we talked about this so I think the term that's often used as a co

[00:25:43] [SPEAKER_01]: But the same old man the one of the founders of open AI was sort of ousted from his leadership role by the other founder, Elia suits cover I found this pronouncing that Elia feel free to correct me or anyone that knows but

[00:26:02] [SPEAKER_01]: During that sort of shake up and if you recall Sam Altman and a returning Elia left and is founding a new company safe super intelligence

[00:26:13] [SPEAKER_01]: And that will be one billion because there's no small numbers when dealing with AI

[00:26:18] [SPEAKER_02]: Yeah, the startup raised one billion like that they raised one billion like that. Yes, so it's just important to note that that's not even where they're headed from road

[00:26:25] [SPEAKER_01]: Good point good point. This is yeah, that's the sort of floor the foundation that they're going to build a point you know just one billion and

[00:26:33] [SPEAKER_01]: What I find interesting because obviously it's new and this is just begun but just in the name alone

[00:26:42] [SPEAKER_01]: I think we're seeing how they're looking to differentiate right that the word safe is literally the first word of the company

[00:26:52] [SPEAKER_01]: I think reflects an understanding of how the market is viewing AI and as you just said Stacy the HR

[00:27:01] [SPEAKER_01]: Market are our people right they have been I think wisely hesitant to completely just adopt AI and just have it used for everything

[00:27:13] [SPEAKER_01]: There's a lot of cool things going on, but HR as always tends to take away and see

[00:27:20] [SPEAKER_01]: Approach for good or for ill and I think in this case it's for good because we just don't know and

[00:27:26] [SPEAKER_01]: People want to see some use cases how is this going to be valued and what are the dangers because that's always the most important

[00:27:33] [SPEAKER_01]: It's so much different working with people and with humans whose lives could be impacted and a lot of different ways

[00:27:39] [SPEAKER_01]: By the use of AI especially if it goes wrong, right?

[00:27:43] [SPEAKER_01]: We want to make sure that anything we do is done positively

[00:27:46] [SPEAKER_01]: So maybe the adoption rate for the HR community isn't as high as you might see in other groups

[00:27:52] [SPEAKER_01]: But I think that's a good thing and I think that this kind of shows that okay, we're seeing that happen now and we want to address that

[00:28:00] [SPEAKER_02]: Speaking of that, I mean because these are sort of how this is happening at the enterprise big level right

[00:28:05] [SPEAKER_02]: But then we get a story from the year right about their workforce AI edge is that they're thinking that they're giving organizations

[00:28:12] [SPEAKER_02]: Digging into this news announcements. I think this is another way to sort of say that they're doing their

[00:28:19] [SPEAKER_02]: They're artificial intelligence.

[00:28:20] [SPEAKER_02]: Yeah, you're right

[00:28:22] [SPEAKER_02]: Yeah, the busy or be so keep I mean Cliff are you hearing a lot of conversation even at the events that you're at where people are talking about these

[00:28:29] [SPEAKER_02]: Intelligent agents and what they're doing for organizations, right?

[00:28:32] [SPEAKER_01]: Yeah, agents is another one right? You can add that to your bingo card. We're going to be talking about that more and more since we first brought it up

[00:28:39] [SPEAKER_01]: Yeah, you don't see as many people thinking in terms of sort of the the hardware or the actual terminology right?

[00:28:50] [SPEAKER_01]: It's in the same way we just use AI as a blanket term. It's the same with the use of agents that really is how companies are taking AI, you know,

[00:29:00] [SPEAKER_01]: Playing it into these things they talk about use cases. They say how how can I do this?

[00:29:07] [SPEAKER_01]: You know, one of the questions we ask in the survey is

[00:29:11] [SPEAKER_01]: Does your provider, you know, your your payroll or your ATM provider whoever have an AI component to it and

[00:29:19] [SPEAKER_01]: That a lot of people just aren't sort of aware that that's stuff's there because, you know, they're thinking only in terms of

[00:29:26] [SPEAKER_01]: How do I get this specific thing done? Rather than sort of experimenting who has time to go out and say, okay, well, well,

[00:29:33] [SPEAKER_01]: I'll try this sort of theoretical they need to know, no, I'm doing this right now. I need to be able to

[00:29:38] [SPEAKER_01]: Look through all of the payroll and find, you know, anomalies or see if there's instances of fraud in, you know,

[00:29:45] [SPEAKER_01]: Some of the time transactions by looking for things that don't make sense according to a pattern that only AI could do

[00:29:52] [SPEAKER_01]: But, you know, those are the sort of things I think that people are looking for and I think that's what led to

[00:29:58] [SPEAKER_01]: Visier sort of putting this together, right? They're focusing on questions like which employees are most productive.

[00:30:04] [SPEAKER_01]: Those are the big questions, you know, rather than just saying, a user AI to help me write the job description. Yeah, that's great.

[00:30:10] [SPEAKER_01]: That makes a ton of sense. But the true power could be if you can get it to do these things.

[00:30:17] [SPEAKER_01]: And I think that's what Visier is hoping to sort of direct people to thinking about, you know.

[00:30:24] [SPEAKER_02]: It would be interesting to see as we get into the HR check conference how much more of this we see on the floor, right?

[00:30:29] [SPEAKER_02]: Of this AI enablement in a way that is that is going to move the HR conversation forward.

[00:30:36] [SPEAKER_01]: Absolutely. And, you know, the couple other sort of AI news because I want to talk about, you know,

[00:30:46] [SPEAKER_01]: the cloud enterprise. So, cloud is sort of the main competitor amongst a very large amount.

[00:30:53] [SPEAKER_01]: I kind of depends on how you think of it. I would say in the day-to-day personal home use of AI,

[00:31:00] [SPEAKER_01]: the sort of more advanced chatbot that's often used for search or for writing prompts.

[00:31:05] [SPEAKER_01]: It's always been a little more in my opinion and I think some other reviews opinions,

[00:31:09] [SPEAKER_01]: cloud is better for the sort of creative type writing for helping with that sort of stuff.

[00:31:15] [SPEAKER_01]: A little more literary rather than a search engine that you might use Gemini or co-pilot or a KGPT for.

[00:31:23] [SPEAKER_01]: So, now they're trying to take that and move it to the business side.

[00:31:26] [SPEAKER_01]: And that's the point.

[00:31:27] [SPEAKER_02]: That's the next good to learn with the KGPT's able to sell 1 billion enterprise license.

[00:31:31] [SPEAKER_02]: Clouds now coming out and saying we have sort of a similar comparative pool that might be more valuable.

[00:31:37] [SPEAKER_02]: And it'll be interesting to see how it compares, right?

[00:31:40] [SPEAKER_01]: Yeah. There was a really wonderful video that you sent along. I had seen one similar as well.

[00:31:45] [SPEAKER_01]: And of course, as always, links will be in the comment to when we post this.

[00:31:51] [SPEAKER_01]: Look for that also in the first comment on the YouTube is usually where I put in all these links.

[00:31:56] [SPEAKER_01]: So, however you do it that'll be there. But there's one on YouTube that talks to a lot of the prompt engineering experts from anthropic from the makers of cloud.

[00:32:05] [SPEAKER_01]: Talking a lot about sort of things like, you know, I really like this section on metaphors and how people talk and have to think about how I would respond to the way people go on.

[00:32:18] [SPEAKER_01]: I've probably used so many metaphors during our conversation just today, right?

[00:32:23] [SPEAKER_01]: I've talked about dipping your toes in the water and diving in.

[00:32:27] [SPEAKER_01]: And imagine writing that to more or less a computer and then having to understand what you mean by that.

[00:32:32] [SPEAKER_01]: If you ever typed in something to your AI assistant and go, I'd like a deep dive onto this. Keep mind it has to understand what you mean by that to avoid any mistakes.

[00:32:44] [SPEAKER_02]: I really liked her conversation about her honesty with the AI chat.

[00:32:48] [SPEAKER_02]: So, if you do get to listen to this, I think that whole deaf finding the prompt engineering and the stuff that I'm going to talk about defining the language.

[00:32:55] [SPEAKER_02]: But the other piece was this conversation by one of the prompt engineers on the panel who was talking about how she there is this theory that if I pretend you're a I'm a teacher who needs x, y, and z right?

[00:33:09] [SPEAKER_02]: Or pretend I'm an audience and give me this answer, right? What she's now doing is she sends that it does better for what her prompt are is I am a data engineer.

[00:33:20] [SPEAKER_02]: I need an answer for an audience that looks like this. And it was an interesting conversation about well when you when you lied to it when it doesn't know who or when it when it's it's sort of interacting with you as if you are whatever you said you are.

[00:33:33] [SPEAKER_02]: You're missing something in that dialogue, you're missing something in that conversation because it's not taking a consideration that you're not that you're someone else trying to do something with that data.

[00:33:44] [SPEAKER_02]: And she says it's smart enough and you need to start giving an app credit to tell up the truth we don't like to be lied to nobody like to be lied to you need to start talking to.

[00:33:52] [SPEAKER_02]: I was a fascinating conversation about thinking about truth and what what you are trying to get out of these AI movements and changes and applications and very relevant for your charan.

[00:34:03] [SPEAKER_02]: I am an HR leader not that I am an employee sitting in front of my computer.

[00:34:07] [SPEAKER_02]: I'm an HR leader who's trying to create the best HR experience helped me here right instead of I'm an employee what's a better career current starting to be very open about because.

[00:34:15] [SPEAKER_02]: The computer should then understand that you have limitations because all your systems aren't where they need to be maybe right so that that's the conversation I think we need to be having.

[00:34:24] [SPEAKER_01]: That's right and Amanda ask is a name and there'll be time stamps actually if you go to that video as they said follow the links that we provide you can see time stamps if you want to jump to that sex because I agree I think that that is one of the more fascinating conversations we had because.

[00:34:39] [SPEAKER_01]: Prompt engineer is a real job you know anytime we talk about O.A.I. may take some jobs that's true but as if you often use the.

[00:34:50] [SPEAKER_01]: The metaphor for of the previous sort of revolutions you know of the loom or the industrial revolution it also created jobs as well and people are coming out college and doing really wonderful work and.

[00:35:02] [SPEAKER_01]: It's important to know how to interact with these machines well I know that we're kind of wrapping up but I also wanted to take a moment if we could just do a little a little people news we saw that you know after eight years Aaron Green is the CMO at SAP.

[00:35:16] [SPEAKER_02]: We know that the P success factors.

[00:35:19] [SPEAKER_01]: There we go we'll be leaving for the pride at SAP we was executive sponsor at that the pictures on that post again it'll be one of the links are amazing.

[00:35:30] [SPEAKER_01]: There's just a lot of joy there you love to think about the impact people had at their jobs that related directly to their title but then also the things that they did.

[00:35:40] [SPEAKER_01]: That were maybe outside of the job title that probably had it just as strong of an effect on the culture and of the people that work there and you love to see that.

[00:35:49] [SPEAKER_02]: Yeah and it was it was I got to be there in several years back and I really I appreciated the approach that he took but I think also that whole group that was at time sort of thinking about the infrastructure and the management of the message of SAP around that.

[00:36:04] [SPEAKER_02]: This follows in the July which again there and they wrap up in August of executive board members who are focused on marketing and some finance and then being Julia White is the and chief who is this chief marketing officer with the board position and the chief revenue officer Scott Russell and so you kind of seeing a dissolving of all the very dissolving to probably not the right word but.

[00:36:28] [SPEAKER_02]: A movement out of a lot of the people who sort of worked underneath that overall picture of what Julia White had for the overall SAP and I think just to kind of keep in mind.

[00:36:38] [SPEAKER_02]: You know, I don't know if it's going to be the case or not if they're going to replace Julia White's role or not they don't have I think an open out on that conversation right now but I do think that that marketing is becoming a bigger conversation for a lot of these these organizations.

[00:36:53] [SPEAKER_02]: Whether to keep it at the roll it's at to put it in different roles where does it fit in the organization.

[00:37:00] [SPEAKER_02]: Marketing is one of those areas that is being highly affected by AI and it is an area we have lots of friends and the in the space who who are sort of getting ready to sort of rethink what their role is in this space.

[00:37:12] [SPEAKER_02]: I think we're going to start to watch Aaron Greens just one example of people who should have moved into other roles who bring that expertise of enterprise thinking with them as they come into other organizations and.

[00:37:25] [SPEAKER_02]: I think we're going to have an opportunity to really reshape the idea of what we tell and sell to buyers through some of this shake up across because of the AI issue.

[00:37:36] [SPEAKER_02]: I know that sounds a little silly but there's so much changing right now, but buyers want more data and then they get most of their data off of the internet before they even start making out reaches to many of these big organizations.

[00:37:48] [SPEAKER_02]: So that marketing message has to be very clear it has to be a good picture of what the buyer is that works best in our environment and a good picture for the buyer of the solutions that actually have something they need instead of trying to smell self-smoking mirrors which is what we see happens a lot in text space.

[00:38:05] [SPEAKER_02]: So this is one of many examples of what's happening in this shake up and I think hopefully this will give us some conversations in the market space, but what do we tell the buyers right.

[00:38:14] [SPEAKER_01]: Absolutely, and you know if I know that you're going to be too modest about it, but there was another big article that came out that I have to mention and maybe you can just give us a little bit about this because I think it's what you were just talking about all obvious.

[00:38:27] [SPEAKER_01]: It's from your own you know this has been top of mind for you, but it's as the shake up all these things are happening you wrote an article on why your HR system strategy must be adaptable to be successful.

[00:38:40] [SPEAKER_01]: That was an HR executive and I've seen that is out as always links down there, but can you talk a little bit about that because I think that this is a perfect wrap up and encapsulation of everything that we have talked about.

[00:38:54] [SPEAKER_01]: About how we have to approach this idea of these changes and what's happening and the sort of right approach on this whole idea of.

[00:39:04] [SPEAKER_01]: What is AI doing to HR and how it's changing everything.

[00:39:09] [SPEAKER_02]: Yeah, I think the big thing that I and you'll note this is I really talked about how strategy, HR system strategies.

[00:39:16] [SPEAKER_02]: You have to think about them the same way you think about anything else in your business about modeling out possible futures right?

[00:39:21] [SPEAKER_02]: And as you're modeling out possible futures, you have to then think about what are the what what's the scale and scope that I need to be able to pivot to within my organization.

[00:39:30] [SPEAKER_02]: AI is just one of many conversations in that we are going to see AR transformations right in the market that is going to be happening where are you seeing it.

[00:39:37] [SPEAKER_02]: But I think we have to be very focused on understanding that HR isn't changing what we do in HR.

[00:39:44] [SPEAKER_02]: Bringing people into an organization and sharing compliance is up to part strategically working with our business leaders on how we manage our workforce and how the resources are applied across our organization.

[00:39:56] [SPEAKER_02]: In a way that benefits the employees and the company and the outcomes we're trying to achieve.

[00:40:02] [SPEAKER_02]: None of that is going to change and we are already doing that as HR professionals.

[00:40:06] [SPEAKER_02]: What is going to change is maybe some of the tools we use to get there and that's a piece that we call AI enabled HR.

[00:40:14] [SPEAKER_02]: And we talk a little bit about this in this article about you have to have a strategy to begin to get there.

[00:40:21] [SPEAKER_02]: You cannot even as the smallest organization, the strategy is going to give you the opportunity to think about that modeling.

[00:40:27] [SPEAKER_02]: The strategy is going to give you the opportunity to think about various levels of tech capabilities that fit into a tech staff that creates your more of an architecture now than you are a mechanic as an HR technologist right.

[00:40:40] [SPEAKER_02]: And so that I think is going to be the conversation that we have to be having at HR technology conference and all of this year and all next year is not how do we get ahead of AI.

[00:40:51] [SPEAKER_02]: But how do we become better architects of the technology environment in our organization so we can use AI the way it needs to be used.

[00:41:00] [SPEAKER_01]: Yeah, that's a brilliant metaphor.

[00:41:04] [SPEAKER_01]: A good way to wrap up is we were kind of talking in the green room beforehand you know where it's reminiscent of the digital transformation right there was sort of doing an AI transformation or digital transformation 2.0.

[00:41:16] [SPEAKER_01]: And it should be thought of that way not just we need to plug in a new piece of technology but you need to think about as you said couldn't it better we need to be architects and all mechanics.

[00:41:28] [SPEAKER_01]: No offense to my automotive technician friends we love you all.

[00:41:32] [SPEAKER_02]: And then the same things are done anymore now you've got to like diagnose the whole thing right.

[00:41:36] [SPEAKER_02]: Yeah, yeah, you know, I clipped we went over again because we're we're ramping up to the HR check conference but it's it's been a good conversation.

[00:41:45] [SPEAKER_02]: I think for anybody who who's going to be at any of these conferences that we're going to be at.

[00:41:50] [SPEAKER_02]: Please come over and have a conversation with us if you are dealing with these issues right as we wrap today where we are going to be having at the HR technology conference available to buy.

[00:42:00] [SPEAKER_02]: Several big segments of the voice the customer paper we also have a buy now pay kind of pay later conversation where you can buy this year's report which was will you know be wrapping up and be you'll automatically get next year's report.

[00:42:14] [SPEAKER_02]: So those bundles with some discounts to the HR technology conference participants are all out there be on look out for them because all of this topic is coming from the data that we get from the customers.

[00:42:24] [SPEAKER_02]: We're not just seeing you're going well, this is what I think is happening. We're literally seeing it come out in the data and so that's part of what you're getting a chance to see is a little bit of a preview of what that data is and how you can maybe use it for your company.

[00:42:36] [SPEAKER_02]: Cliff, we're also as we're wrapping up today I think just want to remind people that if they are trying to get more information about where we'll be at and what we'll be doing that we do ever newsletter.

[00:42:44] [SPEAKER_02]: So please go to our website sign up for the newsletts going to give you all the first information about what everything is available and everything is being launched.

[00:42:52] [SPEAKER_02]: And I do want to be sure to remind everybody that if you like these podcasts or you want to hear more about us be sure to listen to the whole HR podcast environment, which is going to have also our CEO Terry'sippers HR episodes on HR we have a problem.

[00:43:06] [SPEAKER_02]: It will also have in the next coming weeks some special sessions that we're going to be running at the HR tech session Cliff, I know you're going to be heavily involved in that right.

[00:43:15] [SPEAKER_02]: We're doing a wrap up kind of event panel that the whole team's going to be talking about so we'll get to be right there on the site giving can real-life reactions day to our tech.

[00:43:24] [SPEAKER_02]: We've also got several companies will be talking to you next week right?

[00:43:27] [SPEAKER_01]: A lot of companies I solved and pay checks and many many more we're going to be doing a lot of live video from the floor let me know if there's any specific ones.

[00:43:36] [SPEAKER_01]: Stacy you want to call out there because I know I'm just touching a few.

[00:43:40] [SPEAKER_02]: Yeah, we have a couple so I know we're going to be doing a couple podcasts with salary dot com we've also got zeroed in we've got a couple events out with speaking opportunities where we will be sort of sharing those conversations with several of our cohort members who are practitioners.

[00:43:55] [SPEAKER_02]: We're going to bring in them and have a panel with them so we have four members of our big annual HR sister strategy cohort program that we run every year here.

[00:44:04] [SPEAKER_02]: And they'll be coming into shared their insights on what they're seeing from the event so you'll be getting a practice yours live view of it so all cool stuff so yeah we're excited about it.

[00:44:14] [SPEAKER_01]: Yeah, in fact one of our cohort members it was Danna Forston in fact met up with us last year.

[00:44:20] [SPEAKER_01]: She was the first one to take advantage of the opportunity to come when we were doing a live recording with UK G to get a sign copy of your book so look out that is sort of all come around.

[00:44:33] [SPEAKER_01]: Really want.

[00:44:34] [SPEAKER_02]: Well as we're wrapping up everyone I know we're going to be sure to stop us will be giving hugs out in the hallway too because I'm a big hugger also if you want to stay up to date on what's happening if you aren't on YouTube or doing the podcast pretty away we will be tracking some updates on LinkedIn we'll probably be getting some updates on X as well as it.

[00:44:50] [SPEAKER_02]: Instagram so if you want to get some screenshots follow us there and click that's it for a production today we're over a little bit today but I want to thank for in method immediate group.

[00:44:58] [SPEAKER_02]: I wanted to thank our marketing team gets all of this out and thank you to our listing community because we couldn't do this without you.

[00:45:04] [SPEAKER_02]: That's it for this episode of Spillment TNHR Tech we hope it has been just a period you needed to start the engines running this week will be back in two weeks probably a little sooner than that this time because we're going to do some stuff from the HR Tech conference with another pot of boiling hot.

[00:45:18] [SPEAKER_02]: HR Tech updates and insights so thanks everyone.