Yokogawa Electric Uses AI to Transform Its Talent Management | Workday
Summary
TLDRThe video script discusses the role of Yokogawa Electric in developing and maintaining a process management system for building improvements. It highlights the transition from a centralized HR system to a more integrated system that allows employees and managers to manage their profiles and careers. The introduction of this system has unified disparate processes and data, making company-wide data more visible and accessible. The script also mentions the potential of AI and machine learning to further enhance predictive analytics in the future, emphasizing the ongoing partnership with WADI as a significant contribution to Yokogawa's journey.
Takeaways
- 🏢 The primary work at Yokogawa Electric involves process management systems development, operation, and maintenance.
- 🌐 Upon joining Yokogawa, the speaker noticed that the HR system was centralized in the head office, while other regions used different systems, leading to fragmented processes and data.
- 🔄 Before the introduction of the new system, the previous HR system was called 'centriHR', which was used by some but not all employees and managers.
- 💼 The transition from 'centriHR' to a new system has shifted the dynamic from employees and managers merely inputting data to actively using the system to manage their career and talent profiles.
- 🔄 The new system has transformed the role of HR from merely supporting the system to a more active involvement in managing employee profiles and career development.
- 📈 One of the biggest benefits of the new system is the increased visibility of data, which has allowed for a more unified view of company-wide information.
- 📊 The introduction of the system has enabled Yokogawa to have a clearer picture of their workforce through dashboards like 'genderAnddiversity', which was not possible before.
- 🤖 The speaker believes that AI and machine learning will play a significant role in Yokogawa's future, potentially enabling predictive analytics.
- 🤝 The partnership between Yokogawa and the new system provider is seen as a long-term commitment, not just a one-time implementation.
- 🚀 The speaker views the introduction of the new system as the first step in a journey of continuous improvement and not as a final destination.
Q & A
What is the main focus of the speaker's work at Yokogawa?
-The speaker's work at Yokogawa primarily involves the development, operation, and maintenance of process management systems.
What was the situation with Yokogawa's personnel system before the introduction of Workday?
-Before Workday was introduced, Yokogawa had a decentralized system where the head office used a system called 'centriHR', and other regions and countries used different systems, resulting in a fragmented process and data management.
What was the name of the personnel system used by Yokogawa before Workday?
-The personnel system used by Yokogawa before Workday was called 'centriHR'.
How did the introduction of Workday change the way employees and managers interact with the personnel system?
-After the introduction of Workday, employees and managers started using the system to manage their own career and talent profiles, with HR providing support, rather than being the primary users as before.
What does the speaker believe is the biggest benefit of Workday's introduction at Yokogawa?
-The speaker believes that the biggest benefit of Workday's introduction is the increased visibility of data, allowing for a more unified view of the company's human resources.
How long has it been since Workday was introduced at Yokogawa according to the speaker?
-It has been less than a year since Workday was introduced at Yokogawa.
What kind of tools or dashboards have become visible since the introduction of Workday?
-Since the introduction of Workday, tools such as 'Headcount Nutrition', 'Gender and Diversity Dashboard', and other visualization tools have become available, providing a comprehensive view of the company's workforce.
What role does the speaker see for AI and machine learning in Yokogawa's future?
-The speaker believes that AI and machine learning will play a significant role in Yokogawa's future, enabling predictive analytics and other advanced functionalities.
What is the speaker's view on the partnership between Yokogawa and Workday?
-The speaker views the partnership between Yokogawa and Workday as a significant and ongoing collaboration, rather than a one-time implementation.
What does the speaker suggest is the next step for Yokogawa in terms of Workday utilization?
-The speaker suggests that the introduction of Workday is just the beginning and that Yokogawa will continue to explore and implement its features to further enhance their HR processes.
How does the speaker describe the transition from the previous HR system to Workday?
-The speaker describes the transition as a shift from a system primarily used by HR to one that is utilized by both employees and managers to manage their own profiles and careers.
Outlines
🛠️ Process Management System Development and Maintenance
The speaker discusses their role in Yokogawa Electric, which involves the development, operation, and maintenance of process management systems. They mention the introduction of a new HR system that has unified the previously disparate processes and data management across different regions and countries within the company. This centralized system has replaced the previous 'centriHR' system, which was only used at the headquarters. The new system, referred to as 'Eisen', has transformed the way employees and managers interact with HR processes, allowing them to manage their career and talent profiles more autonomously.
Mindmap
Keywords
💡Process Management System
💡HR System
💡Data Integration
💡Employee and Manager Engagement
💡Career Development
💡Data Visibility
💡AI and Machine Learning
💡Workday
💡Partnership
💡Continuous Improvement
Highlights
Introduction of a new process management system for building improvements at Yokogawa Electric.
Development, operation, and maintenance of the process management system are key job responsibilities.
The personnel system was introduced when the narrator joined Yokogawa, initially only available at the head office.
Different regions and countries were using separate systems, leading to fragmented processes and data management.
Prior to the introduction of the new system, the personnel system was known as 'centriHR', with limited usage.
After the introduction of the new system, there was a shift from 'centri' to 'Eisen', indicating a change in system utilization.
The new system, 'Eisen', supports employees and managers in managing their profiles and talent profiles.
The transition to 'Eisen' has been a significant contribution to Yokogawa's operations.
One of the biggest benefits of 'Eisen' is the increased visibility of data.
In the first year since the introduction of 'Eisen', data has started to be consolidated and organized.
The introduction of 'Eisen' has enabled the visibility of overall organizational data through dashboards like 'Nutrition' and 'genderAnddiversity'.
AI and machine learning are expected to play a significant role in Yokogawa's future, enhancing predictive analytics.
The partnership between Yokogawa and 'Wadi' is well-established and considered a key component of Yokogawa's journey.
The introduction of 'Wadi' is not the end but rather the beginning of Yokogawa's ongoing digital transformation.
Yokogawa views the implementation of 'Wadi' as just the first step in a broader digital strategy.
Transcripts
[音楽]
横側電気の多な仕事はえっとビル建物向上
のプロセス管理システムの開発運用導入と
メンテナンスに関わる仕事です私は横川に
入社した時にあの人事システムが導入され
ておりましてえっとそのシステムがえっと
本社の方にしかありまして他のリージョン
とか他の国は別のシステムをあの導入して
おりましてバラバラなプロセスとか
バラバラなデータのまとまり方がま普通に
なっておりますデを導入する前にえっと前
の人事システムが人事centrHR
centriだと思っていますもう人しか
そのシステムを使っておりましてまたまに
えっと社員とかマネージャーがその
システムに入って色々入力してそれで
終わるんですけれどもワをあの導入するし
てからはえっともうジンセンセンから
えっとエイセンになりましたイーセンて
いうのはえっとどちらかというと社員と
マネージャーが主にそのシステムを使って
人事がそれをサポートするっていう
システムに変わりましてえっと今度は
えっとマネージャーとえっと社員がえっと
そのシステムを使って自分の自分の
キャリア自分のタレントプロフィールを
えっと自らもうお互いでえっと描くように
あのなったかなと思います横側チシンの
大きな貢献だと思っていますワクデーの
1番大きなベネフィットとしてはえっと
データの見えるかだと思います横側の方で
はワクデーを導入してからはまだ1年しか
経ってないんですけれどもえっとその1
年間ではえっとデータがやっとまとまる
ようになりました私たちはもうやっと
えっとヘカNutritionダボーとか
genderAnddiversity
ダッシュボードとかもう葬式の全体像が
やっと見えるようになりました横側
ジャーニーにはえっとAIとMLがすごせ
ないだと思いますAIとマシンレーニング
によってえっとこれからprptanal
とかえっとprctanalができるよう
になるかなと思います横側電気とワディの
パートナーシップはもう顕在でコララだと
思っていますこれからの横側のえっと
ワディジーニーなんですけれどもえっと
私たちはワディを導入してから終わ
りっていうことではなくってこれが私たち
の第一本にしか過ぎないだと思います
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