One of the most exciting parts of AI integration is seeing how it can make work simpler, clearer, and more human. The new HR Policy Chatbot is a great example of this in action. It’s not about replacing HR — it’s about freeing them to focus on the strategic, people-first work that drives real value. 👇 Check out the video and visit Sia’s Agent Store to see how it works. #AI #HumanResources #DigitalTransformation #AIReadiness #ChangeManagement #Sia

Lack of understanding of HR policies often leads to confusion, mistrust, and non-compliance, resulting in friction between employees and the Human Resource Dept. Creating open channels for HR queries improves accessibility and responsiveness, reduces HR workload, identifies policy confusion and emerging concerns, builds a culture of openness and trust, and minimizes the risk of miscommunication and informal interpretations.

AI in HR: Overhyped or Underestimated? 🧐 AI is transforming HR, but is it living up to the hype? Some argue it's overhyped, with vendors exaggerating capabilities and algorithms perpetuating biases. Others see it as underestimated, with AI revolutionizing data analysis, personalization, and recruitment. The Truth ⚖️ AI won't replace, but it will empower professionals to work smarter. By augmenting core processes, AI can enhance efficiency, fairness, and decision-making. The Future 🔮 60% of enterprises will use AI in HR by 2025 (Gartner). Companies like Unilever are already leveraging AI-driven interviews and assessments. So, is AI in HR overhyped or underestimated? Perhaps it's both - but one thing is certain: AI is here to stay. 💡 #AIinHR #HRTech #FutureofWork #Business

The traditional HR model was designed for a world before AI — that world no longer exists. Today’s rapidly evolving landscape demands something entirely different. AI isn’t an enhancement to HR; it becomes the foundation of how HR operates.    Introducing Mercer’s AI-native operating model: a revolutionary framework engineered for unprecedented speed, scalability, and seamless collaboration between humans and machines. This isn’t about tweaking the old ways of working — it’s about reimagining how work gets done in the AI era.    Mercer is launching a new series exploring what this shift means – and how leaders can build organizations ready for what comes next. Stay tuned as we dive deep into the transformative power of AI and what it means for organizations ready to lead the change. This is just the beginning of a bold new journey.    Subscribe and download our introduction POV here: https://bit.ly/4oy5b9k    #hrtech #AI #hrtransformation #oppmodel #transformation Mercer, Mercer US, Marsh McLennan

The future is here, and there’s no escaping it, so embrace it! AI in HR has rapidly grown into an industry standard. A few years ago, the idea of using AI in HR sounded like science fiction. Today, it’s part of how most organizations operate. Our latest research at Devstark found that AI adoption in HR has grown from 58% in 2024 to 72% in 2025. It’s no longer a side project for innovation teams – it’s rapidly becoming the backbone of modern operations. Companies that have invested in AI are already seeing the impact. The data shows a 63% boost in HR productivity, 55% automation of repetitive work, and a 52% increase in overall efficiency. These aren’t just abstract improvements, they’re concrete results that have led to faster hiring cycles, fewer manual tasks, and more time for HR teams to focus on people instead of paperwork. Some of the largest organizations in the world, including Unilever, Walmart, IBM, and KPMG, are already using AI-powered tools to screen candidates, automate onboarding, and track engagement trends. One common thread woven through these case studies is time efficiency. Tasks that once took days, for example, reviewing hundreds of applications, can now be completed in hours without sacrificing quality. Still, adoption comes with responsibility. As AI becomes more involved in hiring, compliance, performance management, and automating tedious tasks, issues like bias, transparency, and data security require a closer look. The most successful teams are pairing new tools with clear ethical guidelines and continued human-led support. The full 47-page AI in HR Report breaks down how to evaluate off-the-shelf solutions versus custom builds, how to pilot AI in small steps, and how to integrate it responsibly across the employee lifecycle. If you’re curious about where HR technology is heading, or you’re planning your next phase of digital transformation, this research offers a practical roadmap grounded in real data and solid results. Read the full report here: https://lnkd.in/dyusW6YW #AIinHR #HRInnovation #HRTech #FutureOfWork #AI #ArtificialIntelligence

The future is here, and there’s no escaping it, so embrace it! AI in HR has rapidly grown into an industry standard. A few years ago, the idea of using AI in HR sounded like science fiction. Today, it’s part of how most organizations operate. Our latest research at Devstark found that AI adoption in HR has grown from 58% in 2024 to 72% in 2025. It’s no longer a side project for innovation teams – it’s rapidly becoming the backbone of modern operations. Companies that have invested in AI are already seeing the impact. The data shows a 63% boost in HR productivity, 55% automation of repetitive work, and a 52% increase in overall efficiency. These aren’t just abstract improvements, they’re concrete results that have led to faster hiring cycles, fewer manual tasks, and more time for HR teams to focus on people instead of paperwork. Some of the largest organizations in the world, including Unilever, Walmart, IBM, and KPMG, are already using AI-powered tools to screen candidates, automate onboarding, and track engagement trends. One common thread woven through these case studies is time efficiency. Tasks that once took days, for example, reviewing hundreds of applications, can now be completed in hours without sacrificing quality. Still, adoption comes with responsibility. As AI becomes more involved in hiring, compliance, performance management, and automating tedious tasks, issues like bias, transparency, and data security require a closer look. The most successful teams are pairing new tools with clear ethical guidelines and continued human-led support. The full 47-page AI in HR Report breaks down how to evaluate off-the-shelf solutions versus custom builds, how to pilot AI in small steps, and how to integrate it responsibly across the employee lifecycle. If you’re curious about where HR technology is heading, or you’re planning your next phase of digital transformation, this research offers a practical roadmap grounded in real data and solid results. Read the full report here: https://lnkd.in/dyusW6YW #AIinHR #HRInnovation #HRTech #FutureOfWork #AI #ArtificialIntelligence

Gartner forecasts that by 2030, intelligent agents or LLM-focused interfaces will handle 50% of HR tasks. Rizaoglu highlights recruitment, learning and development, and shared services as the initial three functions where AI agents will transform HR operations. 🚀 #AI #HRTech https://lnkd.in/dcfncyZA #Gartner #AI #HRTech #IntelligentAgents #LLM #Recruitment #LearningAndDevelopment #SharedServices #FutureOfWork #HRTransformation #AIAgents #WorkplaceInnovation #2030Vision #journeycounts #thejourneycounts #LearningGuidanceGreatness

Gartner forecasts that by 2030, intelligent agents or LLM-focused interfaces will handle 50% of HR tasks. Rizaoglu highlights recruitment, learning and development, and shared services as the initial three functions where AI agents will transform HR operations. 🚀 #AI #HRTech https://lnkd.in/eAeWU_mG #Gartner #AI #HRTech #IntelligentAgents #LLM #Recruitment #LearningAndDevelopment #SharedServices #FutureOfWork #HRTransformation #AIAgents #WorkplaceInnovation #2030Vision #journeycounts #thejourneycounts #LearningGuidanceGreatness

Agentic AI goes beyond traditional automation by enabling autonomous, goal-driven systems that learn and adapt with minimal oversight. In HR, it can transform hiring and workforce management by rapidly analyzing data and identifying top candidates. However, organizations must adopt it responsibly, ensuring ethical use, transparency, and a continued focus on enhancing not replacing the human experience. #AI #agenticAI #artificialintelligence #WFM #workforcemanagement #HR #humanresources Cambridge Retail Advisors Mike Powell Marty Whitmore Sarah Pelton Ken Belanger CSCMP - Council of Supply Chain Management Professionals