In today’s business world, companies are scrambling to harness the potential of Generative AI. But amidst the excitement, many find themselves unsure of how to maximize the impact of this new technology. If this is resonating, your HR department might just be the unsung hero you’ve been overlooking.

Forget the notion that AI implementation is solely the domain of tech gurus.

While your CTO and CIO are crucial players, the data you need to make the highest impact often sits with another executive: your Chief Human Resources Officer (CHRO).

Here’s why your CHRO could be the secret weapon as you go through the AI discovery process:

  • Who better understands your workforce’s skills, challenges, and potential than HR? They’re the keepers of your company’s human capital knowledge, data that is necessary to analyze the impact of potential solutions.
  • HR understands your hiring struggles, pinpointing exactly where your organization needs an augmented workforce.
  • They know why people stay, and more importantly, why they leave. This insight is key when prioritizing & designing potential AI solutions.

Your CHRO is a critical bridge between your tech ambitions and your most powerful asset: your people. Through their data and insights, your organization can better understand where the current workforce most needs assistance, redefine job roles to better align with AI solutions, and ultimately knows where AI fits best.

Being the AI compass

When crafting your digital roadmap, your HR team needs to a part of the conversation. From hiring, talent and change management, and determining points ripe for automation, here are some key areas where your HR department can help you with your AI implementation.

  • Identify where your company is struggling to hire. Your HR department can analyze job postings and hiring data, pinpointing bottlenecks in your recruitment process. Jobs that are difficult to hire for or retain are great places to start with AI.
  • Ascertain skills that are needed in each department. Your HR team can determine the skill requirements of each department based on successful hires and current employees.
  • Assess repeatable activities common across the organization. HR understands the details of each job role and can best identify common activities that would broadly benefit from AI augmentation.
  • Evaluate which departments to automate first based on need. Using this framework and their knowledge of hiring issues, HR can suggest which departments would benefit from AI tools, and in what order these implementations should take place.