CEO AdvisoHR | Measuring AI Success

Question of the week:

Considering the agenda you proposed to 2024 https://www.dhirubhai.net/pulse/ceo-advisohr-2024-agenda-helder-figueiredo-dubgf/ , 'How can we measure the success of AI implementation?'

Dear CEO,

As we dive deeper into the realm of artificial intelligence (AI), it’s essential that we not only embrace this transformative technology but also measure its impact effectively. Your question this week is a crucial one.

I’m thrilled to share some insights on how we can redefine our key performance indicators (KPIs) to reflect AI adoption rates and efficiency gains. Let’s break it down:

1. Performance Metrics and AI: A New Horizon

Why KPIs Matter

Our KPIs should evolve alongside our business. Traditional metrics won’t cut it in an AI-powered world. We need to focus on outcomes, not just outputs. Here’s how:

a. Efficiency Gains

AI streamlines processes, reduces manual effort, and enhances decision-making. Let’s measure efficiency gains by tracking time saved, cost reductions, and error rates.

b. AI Adoption Rates

We’re not just implementing AI; we’re fostering a culture of AI adoption. Let’s measure how well our teams embrace AI tools. Are they using our new AI-driven recruitment platform? Are managers leveraging AI for performance reviews?

2. Best Practices from the Front Lines

a. Skills-Based Hiring

Let’s move beyond resumes and focus on skills. AI can analyze aptitude tests to identify the right fit.

b. Employee Referrals

Speaking of referrals, they’re gold. AI can make them even more convenient for employees to submit. Imagine the impact of high-quality referrals on our talent pipeline.

c. Chatbots and Employee Support

A chatbot isn’t just a fancy feature; it’s a game-changer. Employees receive instant support, and our HR team can focus on strategic initiatives. It’s a win-win!

3. Empowering Middle Managers

a. Upskilling Middle Managers

Middle managers are our bridge to success. Let’s equip them with AI literacy. They need to understand AI’s potential, dispel myths, and lead by example.

b. AI Ethics and Bias Training

Middle managers play a pivotal role in ensuring ethical AI use. Let’s train them to recognize bias, maintain transparency, and uphold fairness.

4. Our Role as HR

a. Change Champions

We’re not just implementers; we’re change champions. Let’s guide our teams through this AI journey. Communication is key—regular updates, workshops, and success stories.

b. The Future Is Now

Other companies are already using AI. We can’t afford to lag. Let’s be proactive, assess AI trends, and make informed decisions.

5. Sources for Further Exploration

• MIT Sloan Management Review: Improve Key Performance Indicators With AI
• Gartner: AI in HR
• Built In: Examples of AI in HR

Remember, our journey with AI isn’t just about metrics; it’s about creating a future where humans and machines thrive together. Let’s make this conversation viral—share your thoughts, questions, and success stories!

Regards,

Helder Figueiredo