HR professionals have a vital role to play in building a transformation-ready workforce. This year’s PwC Hopes & Fears research reveals the extent to which retaining and retraining current employees should be a focus. Upskilling employees who already possess in-demand human qualities and vital business knowledge and understanding with greater technical know-how will be essential to harnessing the transformative power of technologies such as AI.
But HR professionals must also understand how AI can help them transform their approach to creating the workforce they need.
Personalising learning and development pathways
Providing the right learning and development opportunities is key to retaining high-performing employees and ensuring they have the technical and human skills they need to thrive. By analysing employees’ performance data and learning history, AI tools can provide workers with a personalised selection of upskilling opportunities. AI can also use behavioural insights to encourage employees to complete HR tasks such as selecting benefits or inputting performance goals, resulting in a better employee experience.
Rapid data analysis
AI enables swift consolidation and analysis of cross-functional data, revealing patterns and relationships between sales, workforce, and productivity. These insights can help HR professionals make informed decisions about strategic workforce planning and talent management. In fact, according to Harriet Newlyn, Workforce Transformation Partner at PwC UK, many organisations are already using AI to identify the gaps between the current supply of skills and future demand.
Streamlining tasks and queries
AI systems can consolidate repetitive tasks typically undertaken by line managers and HR professionals, giving them more time to focus on challenging and rewarding aspects of their role. By inputting job descriptions or specific requirements and parameters, AI can complete CV screening or shortlisting - with the right human oversight and intervention to guard against unintended consequences such as bias.
Generative AI can be used to analyse and summarise performance data and produce reports that HR advisors can edit and circulate. AI chatbots can also free up time by handling common HR queries regarding onboarding, holidays and absences.
Enhanced compliance and transparency
AI can help mitigate risks and enhance transparency of day-to-day HR activities. Based on specific criteria, such as legal and policy documentation, AI systems can continuously audit records supporting HR activities. For example, it can be programmed to identify patterns and potential biases within the hiring process. What’s more, by harnessing the security provided by blockchain and AI's learning capabilities, organisations can augment their efforts to detect and eliminate bias from decision-making processes.
Embracing AI in HR practices will empower professionals to not only optimise their efficiency and productivity but also foster a workforce that is adaptable, motivated, and ready to embrace transformation. By using AI tools, HR professionals can provide employees with enhanced opportunities for growth, personal development, and job satisfaction while simultaneously making data-driven decisions to improve organisational performance.
