學門類別
哈佛
- General Management
- Marketing
- Entrepreneurship
- International Business
- Accounting
- Finance
- Operations Management
- Strategy
- Human Resource Management
- Social Enterprise
- Business Ethics
- Organizational Behavior
- Information Technology
- Negotiation
- Business & Government Relations
- Service Management
- Sales
- Economics
- Teaching & the Case Method
最新個案
- A practical guide to SEC ï¬nancial reporting and disclosures for successful regulatory crowdfunding
- Quality shareholders versus transient investors: The alarming case of product recalls
- The Health Equity Accelerator at Boston Medical Center
- Monosha Biotech: Growth Challenges of a Social Enterprise Brand
- Assessing the Value of Unifying and De-duplicating Customer Data, Spreadsheet Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise, Data Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise
- Board Director Dilemmas: The Tradeoffs of Board Selection
- Barbie: Reviving a Cultural Icon at Mattel (Abridged)
- Happiness Capital: A Hundred-Year-Old Family Business's Quest to Create Happiness
Amber by Infeedo: The CEO's Virtual Assistant Revolutionizing Employee Engagement
內容大綱
inFeedo leveraged its understanding of artificial intelligence (AI), NLP, and machine learning (ML) techniques to develop a chatbot named Amber. With CEO sponsorship within client organizations, Amber engaged with employees at pre-defined periods as a "virtual assistant of the CEO." The aggregated chat sentiment provided employee engagement analytics to the leadership team. The platform predicted disengaged employees and identified the attrition risk. Besides, compared to the annual engagement surveys, the broad-based sentiment analysis was more effective in reporting employee engagement. Employee engagement measurement involves massive spending by organizations. However, these engagement surveys are costly, face delays in translating information to action, and lack actionable insights for the practitioners. The case touches upon issues such as the use of "Amber" as a replacement for the conventional practices within HR, the changing role of HR, the efficacy of the use of AI in transactional HR work, ethics of using AI, and challenges of instituting a culture change within the HR divisions. Can leveraging AI help the function break out of its "administrative" image and emerge as a strategic contributor to the organization's direction-setting exercises? Additionally, the ethics around the use of AI-based chatbots and the resulting data analytics present challenges to both the users and the advocates of this new system.