HR and AI: 5 Essential Questions to Understand the Issues

After months of buzz, the time has come to take action and explore how to anticipate and prepare for the implementation of generative artificial intelligence (generative AI) in businesses. 

This fascinating technology is generating a lot of excitement, and it’s time to look into the practical details of its adoption. Especially since it promises to transform the way businesses operate, collaborate, create value, and interact with their customers. 

The evidence is clear! Generative AI differs from previous technological advancements in terms of how quickly it is being adopted and its potential impact on various economic sectors. Generative AI is spreading at breakneck speed. This means that companies must act quickly to seize the opportunities it offers.

Nothing speaks louder than the numbers when it comes to gauging this incredible rate of adoption: AI reached 1 million active users in 5 days, whereas it took WhatsApp 300 days, Facebook 500 days, and Netflix more than 1,000 days.

According to a study by Stanford University and MIT, the use of generative artificial intelligence at a major U.S. software company led to a 14% increase in average productivity. This increase in productivity was particularly pronounced among less-skilled workers, who were able to complete their work 35% faster with the help of AI. In contrast, the most skilled workers did not benefit as much from this productivity increase. 

Generative AI is taking the world by storm! Is your company ready to ride the wave?

HR teams are on the front lines when it comes to managing these upcoming changes and preparing for their impact. That’s why we’ve put together five essential questions to ask yourself to help you navigate this new landscape with confidence.

1. Does my current level of digitalization allow me to move toward AI?
Assessing the company’s level of digital readiness is a critical step in determining whether it is ready to adopt generative AI. This may require a comprehensive evaluation of the existing technological infrastructure, data availability, and digital maturity necessary for generative AI.

2. Who should be involved in this discussion?
Involving senior management, your IT department, business leaders, and key stakeholders is crucial for making informed decisions and developing a strategy for adopting generative AI. This multidisciplinary collaboration will ensure the successful implementation of generative AI. Some companies have even held brainstorming sessions with all their teams or by department to build enthusiasm and prepare for the changes.

3. Which roles should be prioritized in the adoption of generative AI?
Identifying the roles most impacted requires close collaboration between HR and experts in the relevant sectors. It is essential to carefully select the areas where generative AI can add the most value, taking into account the company’s specific needs. Clearly, where there are repetitive and time-consuming tasks, AI could be highly effective. We can also draw inspiration from real-world examples in other companies and learn from their experience to get started.

4. What new skills are needed to adapt to AI?
Here too, HR must work in tandem with business units to identify the required skills and develop appropriate training programs. This may involve learning new technical skills related to generative AI or developing change management skills to facilitate employees’ transition or the transformation of their roles.

5. What productivity gains can be achieved through AI, and how can they be leveraged?
To measure the impact, it is essential to define clear performance metrics and collect real-world data. These productivity gains can translate into reduced operating costs or more efficient use of resources. The next question will be what to do with these gains: adjusting hiring plans, lowering prices for customers, etc.

In conclusion, generative AI presents a significant opportunity for companies to optimize their operations and enhance their competitiveness. However, to fully capitalize on this opportunity, HR must play a central role in anticipating skill needs and developing strategies to support this rapid technological transformation.