Focus HR resources to maximize HR capabilities and support the organization through technological disruption.
Organizations do not know how to optimize AI tools and products (e.g. chatbots) or manage their use.
There are significant risks, biases, and inaccuracies in AI use, and employees lack the skills and competencies needed to maximize the benefits of this technology while minimizing the risks.
The technology is changing rapidly; new and updated products and solutions are becoming available constantly.
Advancements in AI technology are fundamentally changing how organizations approach and conduct work. HR is an integral partner as organizations adapt to new ways of working by supporting the development of skills needed to leverage this evolving technology and empowering employees to embrace the opportunities presented by changes in their roles.
Impact & Result
HR is a key partner in supporting the evaluation and implementation of AI throughout the organization. By defining and piloting use cases within the HR function, HR leaders can build the organization’s capability to maximize the benefits of this technology and empower employees to effectively leverage the available tools.
Research & Tools
1. Define AI use cases in HR
Identify key players, evaluate organizational and HR strategy, conduct a swot analysis, gather feedback, and prioritize HR capabilities to determine application for AI use cases in HR.
Develop a policy on the acceptable use of
AI, conduct a risk assessment across the organization, empower
employees to leverage AI, and conduct workforce planning to
anticipate future needs.
