Ai in Business Leadership
Case: Tapping into a Digital Brain: Ai-Powered Talent Management at Infosys
1- Opportunity
The opportunity for Infosys is to streamline and optimize its Talent Management System
by using Artificial Intelligence. The company wants to enhance the efficiency and
accuracy of its system to improve overall productivity, client satisfaction and profitability.
Since the business model is about providing services to its clients, the Talent Allocation
has always been an important part of the business, and it is inefficient due to manual
ways of doing it. Ai solution will automate the data processing which will help improve
the decision making of allocating right people to the right projects.
2- Consumers
The consumers of this new Ai based Talent Management System will be Infosys’s own
employees such as hiring managers, project managers and other employees. Other
employees include the ones who will be matched to projects through the new system
based on their skills, career aspirations and availability.
3- Strategy
The vision of Infosys is to become the most agile, constantly adapting to changing
technology and trends and this Ai based Talent Management System will serve as a
differentiator by ensuring better and accurate talent allocation, increased employee and
client satisfaction.
Also, by leveraging the power of Ai and Machine Learning, Infosys will replace the
manual Talent Management System with the automated Ai based system making it more
efficient and agile.
4- Policy and Process
Infosys must ensure that the data is clean, accurate and up to date. Employees are
required to update their skills regularly on the system and hiring managers must input
their staffing demands. They will keep doing this until the best available resource is
matched.
Also, a keen emphasis is given to the biasness of the data. While selecting the variables
for the data analysis, removing bias is a priority to ensure employee trust.
5- Solution
The solution includes the development of a centralized Artificial Intelligence system for
real time talent allocation by leveraging machine learning. There are two sides to data
that need to be evaluated to provide the best recommendations, i.e., the supply side and
demand side. The supply side includes the available employees, their skills and career
aspirations whereas the demand side includes project requirements, required skills and
budget.
This system will be based on Ai and Machine learning technology to analyze large
datasets.
6- Data Sources
Infosys will use its internal HR employees’ data which includes performance data and
skills assessment. The company is also considering integrating LinkedIn and Facebook
and other public data sources to enrich their profiles.
Some key data variables are employee skills, project history, training courses,
performance ratings and client engagement history. Variables will be added and removed
from the model in the pilot testing to enhance the accuracy of the system.
7- Model Development
Infosys’s team will be collecting huge amount of data and will build a robust data
pipeline which will include internal and external data sources as discussed above. This
data pipeline will ensure the accuracy of data and timely updating for the desired results.
The model will be needing continuous testing initially to optimize the recommendations
and rejection rate from managers.
8- Success Criteria
There will be a few key metrics that will be evaluated for the success of the solution.
Below are a few ones:
1. Rejection Rate: Tracking of the frequency of the rejections of recommendations by
the managers and employees.
2. Time to match: The time taken to fill the open position with the most suitable talent.
3. Talent Mobility: Tracking the time of the talent movement from one project to
another without idle time on the bench.
4. Attrition Rate: The impact of optimized Talent Mobility on the retention of the
employees.
5. Employee Satisfaction: How employees feel about the new system and how well they
are matched with the projects.
