ABC, a global leader in pharmaceutical industry, with the objective of training professional workforce, and overcoming challenges in traditional centralised training as well as online training, designed and launched adaptive micro-learning platform powered by Generative Artificial Intelligence (GenAI) to meet the needs of frontline salesforce.
The platform worked with a profile of each sales representative reviewed their competencies and delivered a personalised learning activity to suit the needs of each representative. Learning interventions focused on areas where individual representatives needed to be nurtured.
Micro learning sessions took minutes to complete with representatives taking time out from their hectic schedules. This GenAI intervention led to high growth of representatives as well as significant impact on business results.
In the above-mentioned case, HR/L&D professionals may see the new opportunities lying ahead in business through collaboration of right HR/L&D policy, need analysis, design of modules, and GenAI tools.
Workplace LinkedIn Learning Report 2024 states that 4 in 5 people want to learn more about how to use AI in their profession. Gen AI technology is facilitating content creation from multiple sources and giving meaning to diverse data, thus, offering HR professionals with new kind of opportunities as well as equipping them with new types of competencies.
Organizations are deploying GenAI for managing HR systems & functions for business transformation. The transformative impact of GenAI on HR practices is profound, reshaping everything from recruitment to employee engagement. AI’s integration into HR isn’t a mere enhancement; it’s a fundamental shift in how businesses understand their most valuable asset: their people.
For HR to be a business accelerator Gen AI must play the role of connecting the vision of business to strategic HR deliverables. Traditionally, talent management encompassed a spectrum of processes, from recruitment and onboarding to talent mobility, retention, and succession planning.
However, with the advent of GenAI, there has been a transformative shift in how these processes are approached and executed. GenAI, with its predictive analytics and data-driven insights, offers unprecedented capabilities in identifying potential talent, gauging employee engagement, and predicting turnover tendencies. GenAI is currently being employed in multiple phases of the employee lifecycle, encompassing recruitment, onboarding, performance appraisals, and talent management.
These capabilities provide human resources professionals with improved insights into employee behaviour, skills, and potential. For example, GenAI-based intervention is leading to smoother recruiting, onboarding, and employee engagement experiences (e.g.HireVue, VidCruiter, WePow, Robot automated Onboarding, etc). HR professionals need not follow up with individuals regarding onboarding. The entire onboarding process has become more effective with orientation for new hires using chatbots and Gen AI systems assisting new hire leading to positive employee experience.
In organisations where employees are scattered across the globe, with GenAI-based systems and tools, virtual interactions may be arranged of senior management professionals with new hires. With Gen AI HR professionals can manage more effective feedback and surveys.
The examination of data pertaining to employees’ skills, career aspirations, and performance found that GenAI has the potential to assist human resource professionals in devising individualised development strategies. This utilisation of GenAI technology can effectively enhance employee engagement and retention within organisations.
Furthermore, AI aids in fostering talent mobility by mapping skills to roles and identifying gaps that require upskilling or reskilling. Retention strategies, once based on generic engagement initiatives, are now tailored with personalized recommendations derived from GenAI.
As organizations globally embrace this technological marvel, GenAI is not just an enabler but becoming a game-changer, reshaping the very contours of talent management. AI’s analytical capabilities enable the creation of tailored programs that consider an individual’s current skill set, career aspirations, and learning style. This personalized approach ensures employees are more engaged in their growth plans, leading to a more fulfilled and productive workforce.
The emergence of AI within the realm of learning and development (L&D) is fundamentally reshaping the underlying principles and values of corporate training initiatives. Traditional one-size-fits-all models are being substituted by highly customized learning pathways, which consider individual career aspirations, skillsets, and learning paces. Succession planning, too, has seen a revolution, with GenAI interventions providing a clearer view of internal talent pools and their readiness for leadership roles.
AI-based coaching apps are customised to provide support to organisations and assist coaches by providing feedback to managers on their leadership competencies, presentation skills, performance and can suggest remedial interventions (true coach, voice-vibes, etc.). LinkedIn Learning Report 2024 says, ‘While AI-powered coaching is not the only resource companies can tap into, it could be the answer to a problem that’s dogged L&D professionals — how to provide personalized career development at scale’.
Crystal Lim-Lange CEO and Co-Founder at Forest Wolf says“In the future, everyone will have an AI-powered learning and development strategist to keep track of their career metrics and offer an at-a-glance dashboard reviewing how they’re doing at work, including engagement levels, mood, feedback, strengths and weaknesses, and contributions to the team’s strategic priorities.”
As GenAI becomes increasingly interwoven with business operations, HR professionals must equip themselves with a unique blend of competencies to stay relevant and effective. In an era dominated by technology and tech-driven solutions, HR professionals need to equip themselves with power skills that keep them in leadership category of ‘employee nurturance’.
Many such skills would be critical but emotional intelligence(EI) tops the list, as HR’s role pivots from administrative to strategic, focusing more on people management and less on transactional tasks automated by AI. EI competencies such as empathy, relationship management, and effective communication would be vital, especially as remote work/digital interactions become commonplace.
HR professionals must adopt a lifelong learning mindset, staying abreast of AI trends, understanding its capabilities, and knowing how to leverage AI tools for talent acquisition, employee engagement, performance management, and more. The future-ready HR professional would be a blend of strategist, coach, technologist, and data analyst.
He would be an empathetic leader, continuous learner, and change agent who would harness the power of AI to enhance the human aspects of the workplace. The dawn of AI in the workplace heralds a transformative era, necessitating a recalibration of competencies within HR to navigate this tech-augmented landscape.
With GenAI providing a wealth of data-driven insights, HR professionals must interpret and make strategic decisions based on this information. As it is popularly said, “Artificial Intelligence will change the work HR does, but it won’t change the need for the ‘human’ in human resources”.
Note: We are also on WhatsApp, LinkedIn, Google News, and YouTube, to get the latest news updates, Subscribe to our Channels. WhatsApp– Click Here, Google News– Click Here, YouTube – Click Here, and LinkedIn– Click Here.
