Artificial Intelligence Tools for Strategic Talent Management

The United Nations (UN) Office of Human Resources (OHR) fosters a dynamic, adaptable, mobile workforce of more than 35,000 staff in more than 400 locations worldwide. OHR develops the regulatory human resources framework, strategies, policies, and directives to ensure the United Nations Secretariat is better equipped to carry out its functions both at Headquarters and in field offices. The Office provides leadership in strategic talent management areas, including strategic workforce planning; talent identification; organizational and staff development (including career planning), performance management; Organization-wide mobility and appropriate duty of care, for all UN staff. Through this Request for Information (RFI), the OHR seeks to explore the commercial market for potential solutions from qualified vendors who provide Artificial Intelligence (AI) tools. The objective is to identify new AI tools to augment and accelerate a suite of talent management activities, using both internal data as well as market data from a global and diverse set of sources. Objectives OHR contemplates the use of AI-powered solutions to potentially enable the achievement of the following areas/objectives: 1. Automating creation and updating of job descriptions using internal and external data sources 2. Identifying future skills demand and determining current skill supply 3. Establishing a customizable skills taxonomy 4. Automating job classification according to bespoke classification standards 5. Development of HR policy based on a bespoke body of knowledge 6. Determining career development paths 7. Identifying learning needs and solutions on the organizational, job-based and individual levels 8. Identify and engage potential diverse candidates 9. Support with DEI data analysis, providing insights and recommendations 10. Audit existing policies for potential biases Desired solutions/tools The vendor shall provide relevant information on one or more of the following solutions/tools and is asked to respond to the questions with specific information and service descriptions, including any limitations to the service that can be provided. The vendor is not expected to provide all of the below solutions/tools needs. Please indicate if a solution/tool is not offered: 1. Generating and updating of job descriptions (a) Can the tool create job descriptions, including descriptions of title, tasks (or responsibilities), needed knowledge, skills, and abilities (KSAs), experience and educational qualifications for given job titles? (b) Can the tool update responsibilities in the existing UN job descriptions with new/emerging/trending responsibilities and add a KSAs section from global diverse market data, which does not exist in the current JD? (c) Using recent and ongoing UN job openings, can the tool develop new job descriptions, including identifying common job titles, responsibilities, KSAs, experience and educational requirements? (d) Using recent and ongoing UN job openings, can the tool extract cross-cutting KSAs requirements with an indication of demand volume? (e) Can the tool create job descriptions with bias-free language? 2. Identifying current and future skills demand and supply (a) Can the tool extract from a range of bespoke text data contained in various formats, such as PDF, MS Word, HTML etc. skills? In particular, can the tool use strategic plans, research analysis, and foresight studies as input to forecast skills needed in the workforce? If so, how long does it take - as an average baseline - to train the model the tool uses for customization requests? (b) Can the tool identify employee skills based on bespoke input, such as bespoke application data, learning records and certificates or similar based on a specific skills taxonomy? 3. Establishing a customizable skills taxonomy (a) Can the tool provide a solution for the UN to build a customized skills taxonomy building on a frame provided by the tool and allow a combination of human intervention and machine learning for customization? (b) If so, how long does it take - as an average baseline - to train the model the tool uses for customization requests? 4. Automating job classification according to bespoke classification standards Using the classification standards of the International Civil Service Commission (ICSC) and corresponding rating charts for job classification, can the tool automate the classification of jobs into certain grade levels represented in the standard? 5. Drafting HR policy input based on a bespoke body of knowledge Using bespoke input, such as the UN rules and regulations, existing policies and jurisprudence, and possibly external sources can the tool draft policies in a specified format, using gender-neutral language and UN terminology? 6. Determining career development paths Can the tool identify from employee profiles (covering academic qualifications, job titles, work experience, certifications, work locations, and other data points) common elements leading to certain jobs? Can the tool summarize the frequency of skills (based on the available employee information) for employees in certain roles? 7. Identifying learning needs and solutions on the organizational, job-based and individual levels Can the tool identify learning needs and solutions (e.g. courses) for use at organizational, job-based and individual levels, i.e., to identify from various data sources what skills are needed across the organization, to perform certain jobs and for individual employees and the available learning solutions for the identified learning needs? 8. Identify and engage potential diverse candidates who match job requirements from a wider range of platforms and networks across the world Can the AI tool search the internet and various databases to find potential diverse candidates who match the UN job requirements? Can the AI tool help identify passive candidates who might be interested in future opportunities with the UN and keep them engaged through updates and personalized content? What data sets are used for the search and how global and diverse are the candidate pools from gender, nationality, racial diversity, disability and other diversity dimensions? 9. Support with DEI data analysis, providing insights and recommendations Can the AI tool assist in collecting, analyzing, and visualizing demographic data within an organization and help provide insights into workforce diversity and areas for improvement? Can the AI tool predict diversity and inclusion trends within the UN, helping proactively to address issues? Can the AI tool compare the UN’s DEI efforts with industry benchmarks using AI-driven analytics? 10. Audit existing policies for potential biases Can the AI tool audit existing policies and review them for potential bias? NOTE: This RFI is issued solely for information and planning purposes. It should not be considered an official procurement procedure in any shape or form and will not in any way bind the United Nations. This RFI does not commit the United Nations to pay any cost incurred in the preparation or submission of any response to the RFI.