How to Embrace Technology in HR

Is your HR team prepared for the generative AI revolution? Despite the rapid adoption of generative AI by individuals, 85% of organizations are still in the early stages of adoption, with only 10% fully integrating AI across departments. This gap represents a critical opportunity for HR leaders. By embracing generative AI, companies can elevate productivity by up to 40%, improve decision-making processes, and enhance employee engagement. 🔍 Key Insights: ➡ Employee-Led Innovation: While nearly 60% of employees use generative AI for daily tasks, only 27% of HR departments have an AI-driven approach for key functions like recruitment, learning, and development. This underutilization represents a massive untapped opportunity. ➡ Strategic Integration: Effective integration of generative AI requires rethinking operating models, reskilling talent, and reinforcing governance frameworks. Organizations that strategically adopt AI see 20% faster implementation and a 2x improvement in HR operational efficiency. ➡ Impact on HR: HR teams using AI report a 45% increase in talent acquisition efficiency and a 30% improvement in employee retention through data-driven insights and personalized learning pathways. 💡 Actionable Strategies: ➡ Reinvent HR Domains: Incorporating AI into HR can optimize operations across recruitment, onboarding, and performance management. Companies using AI in recruitment reduce time-to-hire by 25% and increase the accuracy of role matches by 35%. ➡ Reimagine Talent Management: 70% of companies face a skills gap, but organizations that leverage AI for reskilling and upskilling programs report 50% faster skills development and increased adaptability to changing business needs. ➡ Reinforce AI Governance: Only 30% of organizations currently have a clear governance structure for AI, yet those with strong governance frameworks experience 3x more successful AI integrations across departments, aligning with broader business goals. For a deeper dive into how your organization can navigate this transition, check out the full McKinsey report linked in the comments below. How is your organization integrating generative AI into HR practices? #HRAnalytics #PeopleAnalytics #TalentAnalytics #FutureOfWork #AIinHR

Everyone keeps telling HR professionals they need to start leveraging AI more. More AI! More automations! More efficiency! But no one ever seems to offer specific examples of how exactly People leaders are supposed to start incorporating AI into their everyday workflow. So here are a few examples — both free and paid — on how to incorporate #AI into your everyday #HR work streams: 🙌🏼 Free: - Need to write a company policy and FAQ? Just draft your messy thoughts (exclude your company’s name) into ChatGPT and have it draft the entire thing for you. - CEO asking for the financial ROI on a particular initiative? Have ChatGPT recommend a formula to calculate this -Have ChatGPT draft all job descriptions (it’s scarily good at these), take home assessments, and interview Qs. - Have CharGPT calculate your average number of hours spent per open req so you can more effectively calculate recruitment needs - Tell ChatGPT about a complex spreadsheet you need to create and ask for formulas and tricks to automate and otherwise improve the process so you’re not losing time manually copy and pasting - Ask ChatGPT for a list of stats on anything from the business case for DEI to the top reasons employees quit — these will come in handy when presenting proposals to your leadership team - Have it recommend an offsite agenda based on goals you’re trying to achieve + recommended location and hotels based on your offsite budget 💰Paid (ie internal AI license to protect your data): - Throw in all free form responses from your engagement survey or exit interviews and have it analyze the data for trends - Anything to do with numbers crunching: have it calculate your turnover rates, retention stats, ELTV (employee lifetime value), average cost per hire - Have it review your internal company policies for gaps in compliance with state and federal law - Share existing processes (ie recruitment, onboarding, etc), and ask it how to cut the required time by 25% via automations Obviously, you should always apply your own sound logic to AI data and lean on trusted experts to verify any info. It’s definitely not a good idea to replace your employment lawyer with AI. But AI is a great starting point to get your ideas churning, crunch numbers, and quickly analyze large volumes of data. Want more tips for how to use AI, including specific prompts to help you get started? 👉 Check out my recommended list here: https://lnkd.in/edQZfspg 👉 Free AI usage policy for your employees here: https://lnkd.in/e-F_A9hW What cool tips did I miss?

This Fortune article is so compelling. IBM’s CHRO shares an important lesson about AI in HR: it’s not about replacing people, it’s about empowering them to excel in more strategic, human-focused work. At IBM, they’ve shifted transactional HR tasks, like locating benefit info, to an AI bot. That frees the team to spend their time on employee development, culture building, and complex problem-solving, areas where AI simply can’t tread. But the article rightly points out that many organizations miss the mark. They spotlight AI as a cost-cutting tool and a job replacement lever, rather than a partner in workforce transformation. This resonates deeply with me. Too often, leadership fixates on what we can cut. Instead, we should be asking: How can we build? How can we prepare our people for tomorrow? Here are three reflections I’m bringing back to my network: AI as enabler, not replacement: Use AI to offload routine tasks, then invest the savings in upskilling your people. That’s how you futureproof your organization. Training is nonnegotiable: As IBM’s CHRO says, it's short sighted to focus on replacement instead of building capability. We have to double down on learning programs so people aren’t left behind. Reframe transformation as human evolution: The goal isn’t fewer people, it’s better use of human potential. AI should augment our strengths, not replace them. AI is redefining productivity. But success will be defined by how effectively we rewire roles, reskill people, and realign organizations around human strengths. Would love to hear how others are approaching this. Are you blending AI into HR or bigger parts of your org? How are you investing in people to match? #AI #HRtech #FutureOfWork #Upskilling #TransformationLeadership https://lnkd.in/e2KJMVzY

Most teams don’t resist AI because they hate technology. They resist it because they don’t understand what problem it’s solving And changing habits? That’s always harder than sticking with “what we’ve always done.” 😩 If you want your team to actually embrace #AI, start here: 1️⃣ Frame it as a tool, not a threat. The goal isn’t to replace people, it’s to amplify them. AI isn’t about erasing human value. It’s about unleashing it. ⚡️ 2️⃣ Focus on use cases that save time or reduce burnout. Think: automated meeting notes, research summaries, project kickstarts. ✨ Small wins = trust. ✨ Relevance = buy-in. ✨ Demonstration = transformation. (Don’t just talk about it. Show them how it makes life better than the old way.) 3️⃣ Make space for learning, not perfection. Adoption starts with curiosity, not expertise. No one needs to go cold turkey on old workflows. Replace just one repetitive task with AI, and build from there. 👣 And the most important piece? 🪞Model it. If YOU, as a leader, aren’t integrating AI into your own workflow…neither will they. Practice what you preach! This is the new edge of leadership: Not just using cutting-edge tools but helping your team feel empowered by change, instead of paralyzed by it. 🌟 Start small. Stay human. Spark curiosity. Where have you integrated AI into your workflow lately? Let me know, I’d love to learn from you. 👇 #NadiaCarta #AIWhisperer

Last month, McKinsey & Company published a report titled "A new operating model for people management: More personal, more tech, more human", highlighting the ongoing transformation of the HR function in the light of new #HRTech and #AIforHR capabilities. (link in the comments) The report outlines what this transformation looks like and how organizations can embrace a new people operating model. Here are some key takeaways: 1️⃣ Hyper-personalization of Employee Experience: Employees expect the same level of personalization at work as they do in their daily lives. AI-driven coaching, tailored training programs, and personalized compensation will become the norm. 2️⃣ The Rise of Digital Agents & AI Coaching: Organizations are already deploying AI-powered personal assistants to handle routine tasks, freeing HR professionals to focus on strategy, leadership, and employee well-being. 3️⃣ Frictionless Organizations & Fluid Talent Markets: Rigid hierarchies and job roles are being replaced by skill-based, dynamic talent marketplaces that match employees to opportunities inside and outside their organizations. 4️⃣ Managers Must Elevate Their “Humanness”: As automation reduces administrative burdens, leaders must focus on things that make humans unique: empathy, coaching, and ethical technology adoption to build trust and engagement. 5️⃣ The HR Function of the Future: The “Strategic Triumvirate” HR will evolve into three core roles: ✅ People Strategists – Translating business needs into workforce strategies. ✅ People Scientists – Designing data-driven talent interventions. ✅ People Technologists – Driving AI-powered HR innovation. It's especially interesting to look at Exhibit 1, depicting how #AIAdoption can automate and transform traditional practices (stating that "Two-thirds of today's people management processes can be largely automated"). Organizations that embrace this transformation will gain a competitive edge, outperforming peers in both employee engagement and financial success. But it is important to note that only a handful of organizations (5%) are routinely incorporating new technologies in their people management functions. Depending on where you sit in your journey, beginning (strategists), growing (scalers) or advanced (visionaries) you might focus on different things, but the overall advice is the same: -Set a clear North Star -Create a people transformation team -Reimagine boundaries, including between business and people -Experiment, continuously improve, and scale what works -Invest in technology and change -Maintain momentum What steps is your organization taking to future-proof your people management strategy? Let’s discuss! 👇