How Generative AI Will Change Skills Demands In 2024 With Yvette Cameron From Oracle

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[00:01:22] I don't know if I have a lot of questions. Oh, you have a lot of questions.

[00:01:23] They'll come out.

[00:01:24] I love the topic of Gen. AI.

[00:01:28] It's transforming everything that we're doing.

[00:01:31] It's one of these topics I think that not a lot of people understand,

[00:01:36] at least not the people outside of the people that are in it and doing it.

[00:01:41] And so, Yvette, I'm excited for this conversation because I know that you know it a hell of a lot more than me, And the slides had been prepared the week before, and yesterday they were already out of date. 100%. Right. With acquisitions and different moves, the market is moving so incredibly quickly. The hype is way up there on Gen AI,

[00:03:01] but very clearly I think the opportunities

[00:03:04] are there as well.

[00:03:05] So what's happening?

[00:03:06] Everybody's talking about it. And the internet is coming. For some people, they're already on the internet. They're already on the web as it is. It was constructed at that particular moment. But everyone knows it's coming. But nobody knows if it's for good or for evil. And so you've got people in the landscape that kind of like, they're afraid of people in the Yellow Pages business.

[00:04:21] What do you mean you could put a website together and Lebanon

[00:04:25] could find your business? the natural evolution of the technology. So, but what's exciting, I think about it is this, I mentioned this before, this infinite opportunities, right? This experience that we're seeing in kind of the commercial side with the chat, GPTs, et cetera, I can ask a question, I can get a result and go,

[00:05:40] oh, really?

[00:05:41] Well, give me, you know, rephrase that

[00:05:43] or give me another example.

[00:05:45] And again, and again,

[00:05:45] and these infinite possibilities coming up. You mentioned the machine and I could just, we were always having these conversations, but there's a story of, of course, the line workers at Ford or, you know, pick your automotive company, building the cars. Now there's the machine building the car and a group of people that have to ensure quality, right? So the jobs aren't going away, they're just changing.

[00:07:01] But if we bring it back into HR,

[00:07:03] how's this gonna affect HR transformation

[00:07:05] as we embark on this?

[00:07:07] Oh, that's good.

[00:07:08] Yeah, yeah. of people and help us shift from being managers of tasks to coaches, right, to our teams and to our business leaders, to bringing our professional expertise and knowledge of the business to the results that Gen. AI is giving us. So again, when I'm talking to HR leaders, they're

[00:08:21] saying, what skills do I need to start developing in five years or how next week. Yeah, I think exactly, it's changing. I think recruiting is a great example, right?

[00:09:42] In the past, our would often times outsource that because your time was all consumed with all the time. How can I create that content? I can't create that content for my career site. That's crazy. Well, I don't know how to do that. Well, now you can. And again, Gen AI can help create that content, but you as the recruiter can bring your unique

[00:11:00] knowledge of the job, of the company, the brand presentation on micro experiences. I remember that. I remember that right? Oh no, it was DFW, Turin, Steffengo. Yes, that's what it was. That's right. Yeah. And so you were talking about building micro experiences down to getting the Coca-Cola in the waiting room because they said Coca-Cola

[00:12:20] on the call, right? So as Yvette says, communicating, summarizing, collaborating, and this is where Gen AI is at its best, right? Bringing all of that information together,

[00:13:43] coupled with the prompts and the nudges, here's the next step that you should take. Coming in the future with Gen right, and implementation paths. We see that already starting in areas like payroll and configuring your formulas for

[00:16:23] calculations.

[00:16:24] Oh, I like that. Let me ask the Gen AI and not go to a separate place to ask it, but right in the conversation. Yeah, yeah. Let me ask, get the answer, the pieces that will help give you that context, or are you leveraging solutions that are built in to the data and the operations and the systems and the processes that you have so that all that context is there to give you those micro experiences, those in context experiences

[00:19:01] with the wealth of knowledge of everything around you.

[00:19:03] I'm super excited about, I haven't shaved. Like, I look weird, right? Like now I have a face. I have jawlines all of a

[00:20:20] sudden. But you know, it's the same the same thing. Now it's

[00:20:24] kind of like, I don't want to talk to my kids anymore Your question, you know frankly it it's a really difficult question

[00:21:41] been serious now to Lexa all adults

[00:22:45] AI good or bad? And I think it depends on the guardrails around the prompts that are used.

[00:22:52] We were talking before the call, William, about prompt engineering, you know, and who are the people who are developing, you know, Gen AI and, you know, is it a 15-year-old, you know, who's

[00:22:58] just really figured out how to put a thousand words together and generate those prompts?

[00:24:05] For me, at least, the things that I've read around prompt engineering is when I first started digging into it, it was like, okay, yeah, you've got to be technical, clearly.

[00:24:11] That would be helpful.

[00:24:12] I read an article, I think it was last week, we covered it on another podcast, and it was

[00:24:18] more, no, you've got to have critical thinking, the liberal arts majors, the philosophy majors,

[00:24:23] and think people have no critical thought or critical of, you know, of engineering and technology. That's, that's one of the things that makes me so excited

[00:25:41] is that now getting into this exciting new technology and era is open to more people. very focused on internal mobility. They'll use Oracle's Opportunity Marketplace to post internal jobs and projects, for gigs you may call them that. And other companies are very close. My talent is my data, my differentiation, my moat. I can't rob Peter to pay Paul and send somebody to that department because then they'll have it.

[00:27:02] It's really interesting.

[00:27:03] But that internal mobility and project and gift work internally. That's one area of focus. So kill this for me. I've had some executives, especially with AI, now generate GenAI, is they see it as a cost savings. So in Ryan's example earlier about the manufacturing floor moving from a lot of human centric to

[00:28:23] robotics to humans overlooking quality assurance, etc.

[00:28:27] Good thing we didn't use Boeing as an example there. at least the way I position with a lot of executives, I don't believe it's right away. I believe that it's something that's a, it will happen. It just happens over time. Now, again, I'm okay with you completely crushing that. It's interesting. If you look, you know, over the course of a year, so we're going to use Gen AI automation, et cetera,

[00:29:41] to replace people and, you know, and automate that,

[00:29:46] you have a decision if you want to retrain team maybe has to change. You have to look at that. We've done our business cases with net present value, et cetera. What's return on investment over x number of years? We have to make sure that we're factoring in the new, whether it's a line of business, the increased customer

[00:31:01] retention, or customer expansion, et cetera.

[00:31:04] There's just so many things that have

[00:31:06] to go into job. Right. That is, we have buckets where that's clear. Right. But I think reskilling and upskilling as well, making you more successful in your current role,

[00:32:22] does focus on more of those skills that I have mentioned.

[00:33:24] all the answers, right? So years we've had, you know, LMS systems and HR will put their training in it, and then it will put their

[00:33:28] training programs together and say, great, you're a you're an

[00:33:31] engineer, here's a training you need your product strategist,

[00:33:34] here's the training you need. But the reality is, it varies in

[00:33:38] each individual team, right? My product strategy team is doing

[00:33:43] things that are different from the product strategy teams in too generic and recognizing that managers need that control. What's fantastic about that is it looks like in a large organization where you have recruiting operations, HR operations, marketing operations, financial operations, accounting operations, you have all these operations positions, they're all going to have different skills. So it's not like, oh, okay, you know, this is pretty simple.

[00:35:02] We know what they do and this is how, there's just AI tools. We could go on the net right now. We can find all kinds of different Gen AI tools that does do this and this and this and that and the other, and you can plug those in. Great. But do they have access to an array of data that will actually make their suggestions

[00:36:21] or what they come back with their outputs better for you? One of the biggest challenges we have today is that burnout and engagement. You know, burnout is high, engagement is low, retention is a constant challenge. And a big part of it now is that employees have said, you know what, I need to know,

[00:37:41] I need to know that you know who I am.

[00:37:44] I need to be supported. not only your job and your title and where you live, but we know the projects you're working on, your schedule, we know the people that you're connecting with and interacting with, your little microtribes, right, your communities you're building connection with, and suddenly those recommendations and the feedback and the information that the system is bringing to you does demonstrate that it

[00:39:02] understands you and knows you and is and but the software, the technology, getting smarter every day. And for me, the experience feels helpful, right? It helps me feel that sense of belonging to the organization,

[00:40:21] which is gonna help retain me

[00:40:23] and make me wanna stay and perform better.

[00:40:26] Ryan, I have one more, and also setting goals, right? Just getting people beyond that block of, how do I write this goal properly

[00:41:41] and have all the right pieces?

[00:41:43] The prompting, the assistance, the performance, etc. of the entire organization. One, you know, two cases, job writing and goal writing, transforming the attitude of HR and much of the workforce. They're very excited about that. Jops, Mike walks off stage. Yvette, thank you so much for coming on the show. It's been

[00:43:03] fantastic. I think we could have talked another hour.