Doing expenses is a pain point for many workers. Taking a photo of the relevant receipts and automatically generating an expense report can save considerable time (for individual and organisation) and potentially reduce mistakes or issues. Operationally some operators may be relatively reliant on Mechanical Turk workteams to deliver supervised learning which has raised potential confidentiality issues,

Monitoring voice calls by traders to test for signs of wrong-doing Intelligent Voice have the potential to deliver this service.

Optimise labour staffing and resource allocation to reduce bottlenecks in medical institutions - in many hospital systems significant time for example is spent researching into, and managing, bed availability.

In a world of growing data availability and machine learning medical practitioner performance indicators can be better measured. These can include overall outcomes as well as individual actions (e.g. prescription practices) and the data can be more easily standardised.

Map communications across the firm to understand key nodes of influence - Eg: to identify key communicators and experts internally and externally. The stated aim is usually to analyse the meta-data of communications (eg who talks to who, when) rather than the content (what they say to each other) and how this impacts team productivity.

Use chatbot to address common queries from employees about benefits, payroll, policies etc

Automate delivery of employee benefit programmes - ensuring that personalised recommendations are made across options (eg based on location, expressed preferences etc) which can then be automatically delivered (in the form of coupons, localised offers etc). These might include personal development, retail, well-being or charitable activities.

Monitor employee communication to identify key topics of conversation - this should help management head of emerging issues or better understand key organisational challenges.

Gather, collate and display critical information for performance management. Key performance indicators can be calculated and displayed, including information on outliers.

Use latest algorithms to provide better predictive modelling and classification than current techniques.

Physician attrition is a consistent issue in most medical systems given the innate pressures of the role. Downsides for the individual (emotional, physical, mental), their patients and their employers all need to be avoided.

Predict which employees are likely to churn and improve their job satisfaction to retain them

Assess compatibility of employees or candidates to form efficient teams using data collected from personality quizzes

Develop plans with deep historic insights into previous plans and performance to generate forward looking insights.

Monitor employee actions to determine non productive and personal activities. Some of these may be specifically unacceptable - accessing inappropriate material on work equipment for example - but others may simply be a measure of productivity lost to social media.

HR analytics are used to analyse and measure a variety of factors to predict likely staff satisfaction and predict potential trajectories. Models can be used to assess likely factors driving key business metrics - for example the impact on staff retention.

Collect and measure physical behaviour how people moved through the day, who they interacted with, what their tone of voice was like, if they leaned into listen and other types of interactions that happen at every company every day. Use this to determine whether there are opportunities to improve team productivity.

Employees in conversation record an account of their concerns and issues which is automatically captured and transcribed. HR gets a detailed report and can conduct follow-up interviews through the bot. Potentially, employees can stay anonymous if they so choose.

Monitor employees engagement with chatbot for better productivity measurement. This may be a role better carried out by managers but this can provide additional oversight and insight.

Provide payroll and other employee remuneration services with standard services such as information requests or updates handled on an automated basis.

Using historic performance data (typically personal and comparable cohort), skills learnt and exhibited and forward looking information on likely organisational skills or resource requirements to predict potential future performance of individuals. This can potentially be used to support resource planning - and could potentially open the organisation to legal risks (depending on implementation; e.g. should this be used to drive compensation).

Using robotic sensors to capture surgeons' performances during robot-assisted surgery and analysing resulting performance data. This has a knock-on impact of potentially reducing medical malpractice liability exposure.

Build on feedback from residents to create optimal mood-related visual stimuli in residential or office settings. This may include support for better interior design (using associated technologies including augmented reality) but also may lead to annoying whale music.

Sensors and advanced analytics improve building management- - e.g. space management, health and safety

Using wifi signals to identify which individuals are moving - even through physical barriers such as walls. Potential real world uses will include security or facilities tasks - and in the medium term various healthcare or interactive gaming scenarios.

Use real time sensors and data tracking to monitor staff presence and alertness (e.g. are they falling asleep on the job) to ensure maximum productivity and reduce risk (of process and output). Will also likely be used as an input to staff assessment, health and safety planning and overall workforce planning.

HIgh quality candidates may not be chosen for the roles that they applied for initially. CVs that are kept "on file" can be triaged for different roles.

Automate background checking for potential employees using social media, news feeds, references and relevant databases (credit scores, criminal record)

Optimise job posting descriptions to attract better and more diverse candidates by testing and then applying (for example) more gender neutral descriptive words and phrasing.

Score resumes based on the outcomes of past job interviews and hires with textual analysis