How ready are the corporations to embrace the AI Disruption? AI has been circulated everywhere, but the sentiment is still around the idea that AI is not really here yet to solve the corporate strategic issues. Generally, most people are still waiting for the right AI that fits their needs and issues. Therefore, most corporations have not fully leveraged AI for a bigger and strategic scale. AI only used for day-to-day technical task purposes. Is that sentiment valid?
Let’s see what possible AI role could play in a corporate landscape. For one instance, AI has become an essential tool in transforming and optimizing HR talent strategies, significantly disrupting traditional HR practices. By automating processes, providing data-driven insights, and enabling personalized approaches, AI helps HR teams be more efficient, effective, and strategic. Here’s how AI could play an important role in disruptive HR talent strategies:
1. Enhancing Employee Engagement and Experience
- Personalized Learning and Development: AI-driven tools like LinkedIn Learning and Cornerstone OnDemand recommend personalized learning paths based on employees’ current skills and career goals, improving employee engagement and professional growth (Bersin, 2020). These tools adapt to individual learning styles, promoting continuous development.
- Employee Sentiment and Feedback Analysis: AI tools like CultureAmp analyze employee sentiment in real time by reviewing feedback from surveys, emails, and social media posts. This helps HR teams understand employee concerns and take timely action to improve the work environment (Kiron et al., 2019).
2. Optimizing Performance Management
- Continuous Performance Monitoring: Traditional performance reviews are replaced by AI-driven tools that offer continuous feedback, enabling HR departments to better monitor employee performance. Platforms like Workday and 15Five provide real-time feedback and goal tracking, helping employees and managers stay aligned with company objectives (Lepore, 2020).
- Data-Driven Performance Insights: AI provides HR teams with real-time data that helps assess employee performance more accurately, minimizing biases in performance evaluations. It aggregates data from various sources such as feedback, goals, and KPIs to provide a comprehensive view of an employee’s performance (Zengler, 2019).
3. Talent Retention and Predictive Analytics
- Attrition Prediction: AI-powered platforms like Workday use machine learning to predict potential employee attrition by analyzing various factors such as engagement levels, work patterns, and compensation data (Kiron et al., 2019). This enables HR teams to intervene proactively, offering retention strategies before key employees leave.
- Personalized Retention Strategies: Based on predictive insights, AI suggests tailored retention strategies for high-risk employees, such as career development plans or customized compensation packages, reducing turnover rates and ensuring employee satisfaction (Binns, 2020).
4. Workforce Planning and Development
- Talent Pool Forecasting: AI tools predict future workforce needs by analyzing market trends, business growth, and skill gaps within the organization. This helps HR departments plan more effectively for recruitment and talent development (Bersin, 2020).
- Upskilling and Reskilling: AI identifies skills gaps within the organization and suggests personalized training programs for employees. For example, Pluralsight uses AI to suggest relevant courses to employees based on their current job requirements and career aspirations (López, 2021)
5. Optimizing HR Decision-Making
AI can analyze data to provide HR leaders with actionable insights, enabling more strategic decision-making in areas such as talent allocation, compensation planning, and performance management (Zengler, 2019).
Is it the right AI really still in the future, or actually already here and present?
One of the AI-powered talent insights Glo Coach, is able to integrate AI across every step of the talent development journey — from competency mapping and coach matching to goal setting, practice exercises, and habit formation — we enhance scalability, transparency and quality. Specifically, Glo Coach involves every talent’s stakeholder team, particularly emphasizing the role of Line Managers. It leveraging AI data-driven decision-making, predictive analytics, and bias reduction, HR is poised to become more agile and responsive to the dynamic needs of the modern workforce.
The approach allows a growth of both the individual and the organization, creating a win-win scenario that stands unmatched in the realm of talent development.
So, the right AI is already here!
Sources:
https://joshbersin.com/2019/08/hr-technology-2020-disruption-ahead/
https://hbr.org/2016/10/the-performance-management-revolution
https://www.shrm.org/topics-tools/news/technology/how-hr-using-generative-ai-performance-management
https://www.forbes.com/sites/sap/2024/03/22/how-will-ai-impact-hr/