AI In Human Resource Management

As AI transforms the workplace, HR leaders are at the forefront of ensuring ethical implementation and human-centric practices. Here are critical areas we must address: a) Inclusion and Collaboration: Implement clear guidelines to ensure AI complements human roles rather than replacing them. Could you create a collaborative environment where humans and AI work synergistically? b) Bias Mitigation: Establish robust safeguards against algorithmic bias. This includes thoroughly vetting AI vendors and ensuring transparency in AI decision-making processes. c) Upskilling and Adaptation: We need to develop comprehensive training programs that empower employees to work effectively alongside AI. Let's promote a culture of continuous learning and technological adaptability. d) Ethical AI Use: Form an AI ethics committee to guide responsible AI adoption and usage across the organization. Develop and enforce clear ethical AI policies. e) Data Privacy and Security: Implement stringent data protection measures to safeguard employee information while leveraging AI benefits. Regular audits and updates to privacy policies are crucial. f) Performance Management Evolution: Rethink evaluation metrics and processes in AI-augmented workplaces to ensure fairness and accountability. g) Diversity and Inclusion: Harness AI to enhance diversity initiatives while implementing checks to prevent algorithmic discrimination. HR professionals have a unique opportunity to shape the future of work. One must proactively develop strategies that maximize AI's potential while prioritizing our workforce's well-being and growth. I'm eager to hear your thoughts: a) What challenges and innovative solutions are you encountering in your organizations regarding AI integration? b) How are you balancing technological advancement with maintaining a human-centric workplace? #FutureOfWork #AIEthics #HRTech #DigitalTransformation #EmployeeExperience #DigitalAgents #AIAgents #DigitalOrganization

Most AI pilots fail because leaders don’t know how to use them. Here’s how you can avoid becoming another failed AI case study. Throughout my journey in HR, I have learned through messy transformation projects to rolling out talent systems across geographies, to late nights learning from thinkers like Dave Ulrich and Peter Cappelli. With AI reshaping work, those lessons feel more relevant than ever. Here is what I have learned until now: 1. Make AI strategic, not experimental A BCG study shows 74% of companies struggle to scale AI, while only 30% in India unlock real value. The lesson: don’t start with a shiny tool. Start with one business problem where AI can directly improve outcomes, like reducing churn or improving response time. 2. AI works best as amplification, not replacement Infosys used AI to automate project monitoring, freeing managers for client strategy. The win wasn’t cutting jobs, it was scaling judgment. Here’s a solid framework to help you with this shift: 1. Map the problem: What tasks do people do that are repetitive or data-heavy? 2. Involve the users: those doing the work need to help define the AI use case. 3. Upskill: both technical (data, AI tools) and human skills (judgment, trust, communication). 4. Govern: Build strong ethics, transparency, and privacy frameworks. If you treat AI as a way to amplify what people are already good at, not replace it, you unlock its strategic potential. How is your organisation preparing its workforce for this shift?

𝐓𝐡𝐮𝐫𝐬𝐝𝐚𝐲 𝐓𝐡𝐨𝐮𝐠𝐡𝐭𝐬 The landscape of executive hiring is evolving faster than ever. Artificial intelligence has moved beyond buzzwords and is now a fundamental part of how recruiters’ source and evaluate candidates. Many senior professionals ask themselves how this shift will impact their job search. Will AI replace human recruiters? Will automated systems screen out perfectly qualified candidates before any human even sees their application? Here’s what I have observed working closely with recruiters and candidates navigating this change: AI is a powerful tool that enables recruiters to quickly filter through hundreds or thousands of applications. It scans resumes and LinkedIn profiles for specific keywords, skills, certifications, and experiences that match the role. This helps recruiters focus their time on the most relevant candidates. However, AI is essentially a highly advanced database search. It is not capable of assessing leadership presence, cultural fit, emotional intelligence, or the strategic nuances that define senior roles. That’s where human recruiters remain essential. Experienced recruiters use their judgement, intuition, and deep understanding of the business and leadership dynamics to evaluate candidates beyond what AI flags. They assess soft skills, team compatibility, and future potential, factors that no algorithm can fully grasp. For senior executives, succeeding in this hybrid hiring environment means adapting your approach to meet both AI and human expectations. You need a resume and LinkedIn profile optimised with the right keywords and industry terminology so AI systems can find you in the first place. That means using standard job titles, hard skills, and quantifiable achievements that align with the role. At the same time, you must communicate your unique leadership qualities, strategic vision, and cultural alignment in ways that resonate with recruiters reviewing your application. This includes clear, compelling storytelling and demonstrating impact beyond bullet points. Understanding the dual nature of today’s hiring process, where AI narrows the field and human recruiters make the final call, is critical. Candidates who master this balance will stand out. Those who rely solely on AI optimisation or only on human connection risk being overlooked. The future of executive hiring is a partnership between technology and human insight. Embracing both will give you a decisive advantage as you pursue your next leadership role.

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! 👇

Skills. Skilling. Supply Chain. AI Agents. Talent Imagineering with Spire.AI We are at the convergence of AI and human potential where AI Agents are synergistic partners reshaping talent ecosystems. As skills shift, supply chains flex, and workforce potential scales, we’re witnessing a Big Bang moment in talent transformation. At Spire.AI, we are imagineering a future where skills are fluid, skilling is precise, supply chains are adaptive, and AI Agents are autonomous - ensuring talent is acquired, built, applied, and scaled through intelligent automation. Let’s explore how: Skills: A Continuously Expanding Spatial Matrix Skills today are not static - they’re in motion. We track and map this evolution in real time. Our Skills AI Copilot, powered by a Large Graph Model (LGM) for Skills with over 11 million interconnected skill nodes, enables: ▪️Job leveling and valuation via labor and spot market data ▪️Workforce planning aligned with talent demand ▪️Compensation benchmarking mapped to evolving roles Skilling: Contextualized and Personalized at the Point-of-Gap Skilling has moved beyond scheduled learning. Today, it must be real-time, fluid, and aligned to business need. Empollination, our AI Copilot for Employees, builds talent resilience by: ▪️Identifying real-time skill gaps via AI Agent Sigma ▪️Delivering hyper-personalized skilling at the moment of need ▪️Recommending growth trajectories for long-term employability The result? An adaptive workforce, empowered to thrive through change. Talent Supply Chain: Balancing Growth with Resilience Modern talent supply chains are volatile. At Spire.AI, we decode this complexity with Talent Exchange - a dynamic, AI-powered operating model that enables: ▪️Real-time visibility into skill supply and demand ▪️AI-driven planning and autonomous workforce allocation ▪️Build vs. buy optimization across business lines For services organizations, this translates to higher revenue velocity and billable utilization. For core industries, it means cost-efficient pyramidization and internal talent mobility - reducing reliance on high-cost external hiring. Agent Sigma: An Autonomous AI Agent for Talent Traditional HR tech is giving way to agentification - AI agents that are autonomous, governed, and outcome-driven. Agent Sigma redefines talent ops by: ▪️Inventorying skill capabilities for business growth ▪️Executing talent strategies across build, borrow, barter & buy models ▪️Delivering skilling at the point of gap - instantly All within the organization’s governance framework. At Spire.AI, we’ve spent 15 years pioneering deep-tech, building intelligent, self-evolving talent ecosystems. Our AI Agents don’t just support HR they imagineer the entire talent lifecycle. We’re not automating tasks. We’re unlocking a future where AI collaborates, thinks and acts - intelligently, autonomously & ethically. #hrtech #AIinHR #FutureOfWork #SkillsPoweredOrganization #AIAgents #CHRO #SpireAI

HR must stop ignoring AI. Sure, there are risks: - Privacy concerns exist. - People fear losing jobs. - AI might show bias in hiring. But HR teams that avoid AI will become irrelevant. HR must: 1. Move faster 2. Think bigger 3. Get technical Prepare for AI: 1. End the spreadsheet culture Why do HR teams waste hours on manual tasks? Modern HR runs on automation. Stop tracking employee data in 20 different Excel files. A single AI system can spot turnover risks, suggest career paths, and predict skill gaps. Transform HR from data entry to strategic talent advisor. 2. Build an employee data ecosystem How to make better people decisions? Break down data silos. Connect performance data, learning metrics, and engagement scores. Let AI find patterns humans miss. Show how a 5% engagement drop predicts a 20% turnover spike. Turn scattered data points into actionable workforce insights. 3. Drop the annual review myth Why stick to outdated processes? Annual reviews are dead. AI supports real-time feedback, skill tracking, and growth predictions. Show managers how continuous data beats yearly guesswork. Transform reviews from dreaded events to ongoing conversations. Remember: AI isn't optional anymore. Think like a tech leader. Be prepared for AI. P.S. I'm Warren Wang, the CEO and founder of Doublefin. I spent 12 years at Google in finance leadership roles, including in corporate FP&A, driving company-wide financial planning, headcount planning, and later as a finance director.

From "Build, Buy, Borrow" to "Bot": Rethinking Talent Strategy in the AI Era Workforce planning traditionally involved three strategies: 𝐁𝐮𝐢𝐥𝐝 internal talent 𝐁𝐮𝐲 new skills 𝐁𝐨𝐫𝐫𝐨𝐰 expertise Now, there's a transformative fourth dimension: 𝐁𝐨𝐭: Integrating AI agents as productive team members 𝐓𝐡𝐞 𝐑𝐢𝐬𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐀𝐈 "𝐂𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞" Real-world implementations are already transforming HR: 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧: Unilever uses AI for first-round interviews, reducing hiring time by 75% 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: IBM's intelligent agents handle 76% of HR queries without human intervention 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Microsoft's AI analyzes communication patterns to coach managers 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠: Walmart predicts skill gaps 18 months in advance with AI modeling 𝐒𝐢𝐳𝐞-𝐒𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐄𝐧𝐭𝐞𝐫𝐩𝐫𝐢𝐬𝐞𝐬: Create dedicated AI integration teams partnering with HR 𝐌𝐢𝐝-𝐌𝐚𝐫𝐤𝐞𝐭: Identify 3-5 high-value processes for AI augmentation 𝐒𝐦𝐚𝐥𝐥 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬: Leverage turnkey AI solutions for specific pain points 𝐓𝐡𝐞 𝐇𝐚𝐫𝐝 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐖𝐨𝐫𝐭𝐡 𝐒𝐨𝐥𝐯𝐢𝐧𝐠 How do we maintain knowledge transfer when AI handles junior tasks? What metrics effectively capture human value-add in AI-enhanced workflows? Where should we draw boundaries between efficiency and judgment? 𝐘𝐨𝐮𝐫 𝐁𝐨𝐭 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 𝐀𝐮𝐝𝐢𝐭: Map current talent allocations across Build/Buy/Borrow 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲: Pinpoint high-value processes for initial AI integration 𝐏𝐢𝐥𝐨𝐭: Test with clear metrics and feedback loops 𝐒𝐜𝐚𝐥𝐞: Develop governance before widespread deployment 𝐄𝐯𝐨𝐥𝐯𝐞: Create continuous learning mechanisms for both humans and AI The most successful organizations won't simply add AI they'll redesign talent systems that leverage uniquely human capabilities while embracing AI's analytical power. Which of your current talent challenges could benefit most from rethinking through the Build-Buy-Borrow-Bot lens? ♻️ Repost to help others navigate AI transformation ✚ Follow for insights on human-centered AI, digital transformation & innovation #AI #FutureOfWork #DigitalTransformation #Leadership #HRTech #WorkforceStrategy

Did you see that IBM has replaced 100s of HR roles with AI? The Wall Street Journal reported on this earlier this month. Let's unpack what this really means for HR looking forward: *IBM has automated 94% of routine HR tasks and 70% of IT support calls and chats, resulting in $3.5 billion in productivity improvements over two years. But here's the key: total employment at IBM actually INCREASED as they reinvested in human-to-human competitive roles like software engineers and salespeople. This isn't about HR being eliminated—it's about HR being repositioned. At Top Employers Institute, we exist to build a better world of work. We certify HR excellence for 2,400+ global multinational employers representing every industry and 125 countries helping them do 3 things exceptionally well: 1) Benchmark, measure, and track progress on their HR & People practices year-over-year; 2) Enhance their employer brand in key markets; 3) Improve HR's alignment to growth targets by correlating HR practice improvements to key business outcomes (like rev growth, profitability, & shareholder value gain). And we work with IBM (certifying them as a Top Employer in India). From our global Top Employers research, here are *3 key ways* leading organizations are navigating the shift towards AI-powered people strategies: 1) Empower through AI—Ethically. 84% of Top Employers are defining how technology enhances the employee experience. We're finding that the best HR teams co-create AI strategies *with* employees, focusing on explainability, fairness, and human connection. HR must embed AI within a broader people strategy to help design work with deeper purpose moving forward. 2) Redefine the HR Value Chain. As routine tasks get automated, Top Employers are re-skilling their HR teams for higher-value roles: employee experience design, talent strategy, and culture transformation. This is defining the value in HR moving forward. 3) Focus on Skills, Not Titles. The World Economic Forum predicts 44% of worker skills will be disrupted by 2027. Top Employers are investing heavily in *career ownership* and *internal mobility* (even across HR). The IBM story isn't the end of HR—it's the end of *transactional* HR. What comes next is strategic, human-first, tech-enabled, and impact-driven HR. How is your organization using AI to empower people—not just processes? Share your experiences in the comments below. Oh! And LinkedIn is promoting #30DaysofAI to help you keep up on new AI tools skills moving forward. Follow Morten Rand-Hendriksen and his daily newsletter, 'Your AI Guide' here: https://lnkd.in/ejNHs_Sx

📌 How do we plan for the Human and the AI workforce?   AI innovation is accelerating the path of how employees and the new AI workforce work together.   We are entering an era where human intelligence is AMPLIFIED and knowledge is DEMOCRATIZED to assist employees to solve complex problems and provide hyper-personalized experiences. Technology innovation is also democratizing employee experience and that’s where AI agents capabilities come to play, where action-driven agents are not only executing tasks but can reason, perform workflows, understand context, generate creative solutions, learn from their mistakes, and collaborate with employees working side by side.   Let me give you an example. #Successionplanning is a strategic, complex and time-consuming process. However, it could be very subjective as well. With AI agents, managers capabilities are augmented:   → AI agent to analyze sales, employee performance, succession and learning data → AI agent to assess candidates who are most likely to succeed based on historical data and patterns → AI agent to provide a short list of successors for each role → Manager to review talent pipeline created by the AI agent → AI agent will prepare talking points for talent review conversations   However, organizations are facing some challenges:   -Limited AI vision, capabilities and rigid roadmaps -Multiple silo data repositories that do not talk to each other -Applications and platforms with overlapping capabilities -Talent data is scattered across different platforms -Lack of talent and skills to move from pilot to large-scale implementations   The new Human and AI workforce collaboration requires companies to REINVENT how organizations operate and how employees work with intelligent systems to create opportunities to deliver business value while establishing clear policies on human-AI interactions and balance human oversight over AI systems.   HR will need to build foundational HR capabilities using the following guidelines:   1️⃣Develop an integrated human and AI #workforce vision, strategy and agile roadmap 2️⃣Redefine #operatingmodel including structure, governance and processes 3️⃣Develop a future-AI ready cross-functional teams 4️⃣Build #data, AI and technology architecture 5️⃣Develop enterprise #change strategy that promotes role modelling and new mindsets/behaviors   How to get started? → Create a holistic plan: start small and experiment → Learn as you go, fail fast and deliver outcomes → Lead with a human-centered approach → It only works when data is trusted → Build partnerships and establish trust   The one pager below provides a high-level view on how to get started. Please share your thoughts!   ✔ Connect with me to discuss further.   👉 Visit https://lnkd.in/gw6rp63Q to learn more Manoj D. Michael Zeoli David McLean Mark Onisk Heber Sambucetti Jessica Kane Pawel Wierzbicki Serafine Vandebuerie Anthony Onesto Sol Rashidi, MBA Fernanda Clemente Pinto Rebecca McKenna #hrtech #ai

After 35 years in positions where I've been a hiring manager or part of hiring teams, I need to say something that's been weighing on me - We've lost the plot in recruitment. Throughout my career, I've always operated on one principle, I hire people, not CVs. But somewhere along the way, we've let AI screening and automated systems become the gatekeepers. We've traded human judgment for algorithms. We've replaced phone conversations and face-to-face meetings with keyword matching and automated rejections. And we're paying a price for it. Here's what these systems can't capture: • The transferable skills hiding in an unconventional background • The drive and potential in someone making a career pivot • The genuine reasons why someone wants to move, escaping a toxic environment, seeking stability, looking for a place where they're valued and trusted, not micromanaged • The human instinct that tells you "this person has something" even if their CV isn't textbook perfect Every person deserves a chance. Not just the ones whose resumes happen to tick all the right boxes in an ATS. Some of the best hires I've made over three decades were people who didn't look perfect on paper. They looked perfect in conversation. They had the hunger, the attitude, the capability, things you only discover when you actually talk to someone. We're missing exceptional talent because we've made efficiency and scale more important than insight and judgment. So here's my challenge to fellow hiring managers: Push back where you can. Insist on human screening. Set your filters wider. Create ways for real people to have real conversations before automated systems shut the door. Because at the end of the day, businesses are built by people, not CVs. And the best talent isn't always found in perfect formatting, it's found in genuine conversation. Who else thinks it's time we brought humanity back into hiring? #Recruitment #HiringManagers #Talent #Leadership #HumanResources #PeopleFirst