CHROs are keenly aware of the need to cultivate leadership skills and enhance the employee experience as AI continues to evolve within HR!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? CHROs recognize the importance of developing leadership capabilities and improving the employee experience to effectively navigate the complexities of the modern workplace!
?? Majority of CHROs identified building leadership capabilities as one of their top three critical initiatives over the past two to three years
?? The second highest priority, at 43%, is improving the employee experience. This priority was even more prevalent among companies with fewer than 500 employees, with 60% prioritizing it over the last two to three years.
?? Most CHROs foresee AI making a positive impact over the next two years. AI can also help HR make up for lost or non-existent resources - 7% anticipate HR staff reductions in the next 12 months), allowing them to achieve more with less, according to a new interesting research published by 美世 using data ?? from from 183 global companies across 14 industries between April and May 2024.
?Prioritizing the Development of Leadership Skills
Researchers noticed that developing leadership acumen remains crucial as CHROs are expected to cultivate a cohort of strong senior and emerging leaders to move their business forward.
?? Also researchers highlighted that there is still significant room for improvement in building leadership capabilities and reinventing work and talent models, as only 33% and 19% of HR leaders reported significant progress in these areas, respectively.
These focus areas will likely continue to be priorities for years to come, given the persistent skills gaps organizations face and the rapid pace of change in the world of work.
?HR journey in AI
Researchers outlined the positive impact of AI on HR functions includes:
These findings highlight the significant optimism about AI’s role in HR, aligning with broader expectations of AI’s ability to streamline operations and create a more engaged, efficient, and productive workplace
?The potential connection between HR operating model changes and AI adoption.
Researchers observed a strong correlation between modifications in the HR operating model and the adoption of AI.
Nearly half (47%) of HR leaders have significantly revamped their HR operating models, and these organizations were twice as likely to be in the detailed planning or piloting stages of AI implementation
Researchers have identified the leading strategies CHROs have employed to transform their HR operating models, including:
?? Establishing Centers of Excellence (COEs),
?? Upskilling HR professionals, restructuring and redesigning the HR function,
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?? Investing in HR technology, and
?? Focusing on employee experience and talent management.
CHROs can free up their team’s time and effort by harnessing AI technologies to automate tasks or make them quicker and easier to complete, enabling team members to concentrate on more strategic initiatives and activities requiring human effort.
??Finally, researchers advise that CHROs should undertake pivotal actions to prepare both themselves and their organizations. These crucial steps will enable them to embrace the future effectively:
?? Accelerate AI for HR readiness utilizing the model of Educate, Experiment and Enable.
?? Drive AI adoption across the enterprise. Look at learning and development and goal setting at the beginning of the performance cycle as two levers for accelerating AI adoption across the enterprise, which HR can enable.
?? Strengthen C-suite relationships and alignment if they aren’t already strong. Demonstrate strategic acumen that will pique C-suite interest by highlighting the people implications of AI adoption, such as skill-building and redeployment of employees. Co-sponsor other enterprise-wide initiatives with fellow C-suite members and bring insights about the people risks and implications of business decisions that may be formally outside the HR domain, but within the C-suite’s scope of responsibility.
?? Understand and plan to bolster your critical skills as an organization: know what they are, who has them, who can develop them, and how to solve for any organization wide talent gaps and shortages.
?? Don’t sleep on employee experience. Understand and prioritize the needs and expectations of your critical talent. Use employee listening and predictive analytics to understand what motivates key talent segments to stay and to maximize their discretionary effort. Advocate for maintaining or increasing investments in talent that are likely to positively impact critical talent retention.
?? Build your HR team for the future. Reshape and develop your team to reflect the cross-pressures of increasingly complex demands on HR, including an anticipated need for greater technology and analytical expertise on the team, and the lean HR team size in most organizations.
?? ???? ???????????????? ????????: This exceptional research, based on CHRO surveys, highlights that the HR function will remain dynamic, evolving into a more strategic and technology-driven domain. CHROs anticipate playing a crucial role in shaping organizational strategy and driving outcomes, necessitating a focus on skills development, management, and leadership.
Researchers believe that HR’s role will continue to transform from transactional to becoming a true strategic partner, involved in planning, organizational design, and leveraging AI for automation. The emergence of Gen AI presents significant opportunities for CHROs, acting as a force multiplier, especially for HR leaders navigating limited budgets and resource constraints.
??Thank you 美世 researchers team for sharing these insightful findings:
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8 小时前Agree. The shift towards AI in HR is certainly transformative, especially as CHROs aim to align technology with human-centered strategies to enhance leadership and the employee experience. The focus on upskilling, investing in HR tech, and refining operating models underscores the proactive steps needed to shape HR as a strategic partner rather than a transactional function. In my view, AI can revolutionize leadership development by offering data-driven insights into skill gaps, personalized growth paths, and real-time feedback mechanisms. These tools can allow leaders to adapt to the unique needs of their teams.?
Lead Analyst - HRO TechnipFMC | Leadership Recruitment | HR Operations | Shared Services | Global Support | Guyana Recruitment | NAM Recruitment |
2 天前Great advice
LinkedIn Top Voices in Company Culture USA & Canada I Executive Advisor | HR Leader (CHRO) | Leadership Coach | Talent Strategy | Change Leadership | Innovation Culture | Healthcare | Higher Education
6 天前Thank you for sharing Nicolas BEHBAHANI
Thank you for sharing this insightful article and the kind mention, Nicolas BEHBAHANI.
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
1 周Fantastic research! I’d also add that this transformation creates substantial opportunities to strengthen both internal and external brand positioning. Many companies have shown that prioritizing employee experience, along with leveraging AI-driven HR processes, not only boosts retention but also elevates employee satisfaction. Thank you for sharing!