CHROs Navigate AI's Impact on the Workforce

As AI tools become more integrated into HR, CHROs are at the forefront of a significant shift, rethinking roles and blending human and digital labor. They are also championing AI tools, showcasing their ability to drive value and efficiency. The result is innovative programs that generate excitement about AI, which drives adoption rates and ensures the technology's sustained use. CHROs are now planning and activating the transition to a human-digital hybrid labor ecosystem.

Some key factors and considerations for CHROs are:

• Establishing AI Governance: CHROs need to establish the right AI framework early, aligning AI policy across technology, legal, audit, HR, and data privacy teams to clarify supported tools and usage expectations, which will help prevent security and cost risks.
• Addressing AI Resistance: CHRO leaders should explore creative strategies to address resistance to AI, contextualizing AI as a "teammate" to encourage engagement and adoption throughout the entire organization.
• Evolving Hiring Models: As AI reshapes HR, CHROs must consider new hiring models that accommodate the blend of digital and human capabilities, focusing on when to build digital agents and the partnerships required to build these capabilities for long-term value.
• Deconstructing Jobs: CHROs should deconstruct jobs into tasks and skills, enabling organizations to identify what can be automated or augmented, clarifying how to align roles to both humans and digital counterparts, and partnering with vendors to map skill needs.
• Promoting Skills Gap Analysis: CHROs should implement internal AI initiatives to conduct skills gap analyses, informing learning and development pathways to ensure the workforce is prepared for new roles and responsibilities in the age of AI.