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Deloitte
An AI-Powered Peer to Peer Mentorship, Collaboration and Learning Platform
OVERVIEW
Help Deloitte conceptualize the best way forward in advising the public sector clients in terms of how AI can affect Human Capital.
Problem
With the rapid development of technology, organizations and their workforces need to adapt to such rapid changes. While Artificial Intelligence (AI) is becoming more widespread in enterprises in general, the Public sector is falling behind the Human Capital curve, and there is a deep rooted fear of AI and its potential capabilities.
Solution
We created Guido, an AI platform that drives connection within organizations, and serves as a community to engage employees to learn, grow and share knowledge within the organization.
Role
UX Design
UX Research
UX Team
Jevin chen
& 2 others
Date
7/2021 - 9/2021
Client
Deloitte
PRIMARY INTERVIEW
We conducted expert interview to understand the current HR & AI practices
In order to have a better understanding of the current HR & AI practices in the industry sector, we conducted interviews with 11 professional experts in different fields working from the operational level to the strategic level.
We asked about their experience in using AI at work and HR challenges they are facing. They also shared their expectations on how AI could help them at work.
ANALYSIS
We developed two ecosystems maps to illustrate the system of HR challenges and the AI in Public sector
Based on the data we collected from different sources, we designed and created two ecosystem maps that illustrate the systems of the HR challenges of the public sector and the AI in Public sector.
The ecosystem maps show the connections and relationships between the HC challenges and also explain how AI functions in different areas.
SYNTHESIS
We defined 6 insights based on the eco-system maps
01
Get the Right People on the Bus
Before we address recruitment challenges, it is important for the government to figure out who the right candidate is. Alongside skillsets, the government should consider other traits or values that define the best candidates and how AI could help find these candidates.
02
The Power of Information
Data and information are powerful and The government owns a lot of data and information. But now the government cannot process the information efficiently which causes a lot of negative impacts in different aspects. Developing a system to process and handle information would be powerful for HR to maximize their functions.
03
AI Can Drive Cultural Change
AI has the ability to extract nuanced insights from dense data that is difficult for people to review as well as mitigate bias in HC processes when used with a deliberate and strategic ethical approach. This insight and bias mitigation can equip federal HC with the information and tools needed to to drive organizational change and integrate adaptability into their culture.
04
Establish a Healthy Branding for Government
The government is always associated with slow, traditional, inefficient workforces. But nowadays, employees are looking for flexibility, empowerment and ownership. The poor branding of the government is discouraging to young talents. It is important for the government to build a more flexible and modernized operation system.
05
Integration Unlocks AI
Today, most federal HRIT systems are fragmented and lack compatibility. This makes data inaccessible or difficult to use for many core HC functions; however, AI is powered by data and demands systems where data is accessible and plentiful. In order to capitalize on the benefits of AI, federal HC must integrate its data architectures and tech stacks to empower increasingly intelligent AI applications.
06
Comfort Guides the Pace of Change
Trust and fear are entangled with the entire AI ecosystem. Solutions must leverage AI applications that will foster the trust needed for increasingly complex AI and center employee concerns to avoid the creation of mistrust or conflict. Building trust is a process of clear communication, learning, and experience that demands a calculated and dedicated approach.
IDEATION
We developed 7 initial concepts to Deloitte
After we reviewing all the data and analysis, we developed seven initial concepts for how the Federal Government can use AI for Human Capital, and we presented them to Deloitte.
ITERATION
Feedback from Deloitte
Mentorship is a good idea for increasing the internal communication and rebuild the working culture in federal government. And we want to see a bigger impact of this platform in the future.
ITERATION
This platform use the data from the interaction of employee end to create different kinds of performance insights for the organization. These insights can be used to drive actionable change in organizations on the strategic end, and help better develop the workforce from different angles.
SOLUTION
A Peer to Peer Mentorship, Collaboration and Learning Platform
Instead of using the traditional way that organizations provide feedback to employees with a formal, yearly and standardized approach, MP3 is designed to encourage informal conversations among employees through an informal, personalized format that encourages building connections rather than prescribed relationships between people.
Learn from Peers, Share with Peers
MP3 provides recommendations for employees to connect with other coworkers based on their skills, knowledge, position, year or experience. They can schedule a time to talk and decide the meeting method on the platform.
After their meeting, they can choose the kind of relationship they want. or establish a mentoring relationship to keep the peer-to-peer learning experience moving forward.
Employee Profile
Employee can update their profile and review their performance insights on their profile page.
Team Profile
Managers can update the team profile and review the team performance on the Team Architecture page.
Building the Team with AI Recommendation
Given the employees’ information and performance analysis are all stored on the platform, managers can use the data for team building. Based the project requirements and job skills, MP3 makes recommendations for managers who can be on the team to achieve their goals.
Turn Data to Actionable Insights to Drive Strategic Changes
This platform use the data from the interaction of its 3 core features on the employee end - Mentorship, Learning & Community, and Team Architecting from the management end to create different kinds of performance insights for the organization.
Here’s our amazing team!
