Much has been documented about the ever-changing role of the CHRO in our modern era. The HR departments of the past were seen as purely administrative for tactical execution of payroll and benefits. Today’s CHROs are highly innovative, becoming the champions of fostering growth and being positioned as true business partners in the organization’s quest to reach its strategic goals. As if the ever-changing business climate isn’t challenging enough for HR executives to navigate through, AI has emerged as a disruptive game changer, possibly changing the role of the CHRO for evermore.
It appears that CHROs have been thrust into a world where the demand for top talent acquisition and retention is at an all-time high. The larger institutions will try to widen their competitive advantages by leveraging AI, however, the smaller, more nimble institutions will attempt to shorten the divide. Laggards will be left behind; we’ve seen that story play out all too often. HR operating models are changing too as data and experience become the centerpieces to foster growth in the world of AI.
A report by McKinsey & Company – “How is the CHRO role changing?”- states that most modern organizations are evaluating five emerging HR operating models, The Ulrich-plus model, the agile model, the employee-experience-driven model, the leader-led model, and the machine-powered model. Regardless of the operating model you choose, success requires two essential components, timely access to secure, quality data and a user-driven experience that results in employee satisfaction.
The role of the CHRO must be to enable the organization to provide a user-friendly satisfying experience whether it be for talent acquisition, recruitment, onboarding, benefits, payroll, time management, learning, compliance, and the continuum of the hire-to-retire process.
AI can demystify and decomplex the recruitment process by auto-matching candidates to requisites, speeding up the hiring process in the race to find quality candidates before your competitors. AI can provide a world-class onboarding experience by leveraging generative AI – “human-like” experiences allowing employees to freely interact with the system to complete their onboarding tasks unencumbered.
The use cases are endless, some will make processes more efficient, others will help the business thrive, yet others will save the organization potentially millions of dollars. Those use cases include (but are not limited to):
- Employee Recruitment Screening and Matching
- Personalized Employee Experiences
- Automation of Repetitive or Cyclical Tasks
- Generative AI Answers to Common End User Benefits and Payroll Queries
- AI Augmented Qualitative Performance Reviews
- Employee Dissatisfaction and Flight Risk
- Abnormal Behavior Detection
- AI Driven Insights and Analytics
AI will be the cognitive electronic workforce augmenting the user experience and enhancing the business function; allowing the HR department to scale and meet the stringent demands of a growing business. Are we there yet? In some regards we are, and others we have a ways to go.
As a CHRO, none of this is possible without tackling a few critical objectives, know-your-data, secure it, and make it available. In the world of AI, data quality and security are of the utmost importance. HR data must be guarded with zero tolerance for breaches and available instantaneously for those who are authorized to access it. As AI performs extremely fast data computations relying on GPU microprocessors, complex algorithms, statistical analysis, and large language models to interact with end-users, the output of queries will only be as good as the foundational data it relies on. Basically, get your “data house in order” if you are to survive in the world of AI.
AI is a journey and should be revered as such. Some key steps for success include:
- Evaluating your HR goals
- Consulting with your IT, Finance, Supply-Chain, Marketing, and Sales Business Partners
- Assessing your current HR systems & processes (and inter-departmental processes)
- Assessing your current HR systems & processes (and inter-departmental processes)
- Will your current state help you reach your goals?
- Building a business case for advancing the HR function
- Define and select a solution
- Define a clean, secure, accessible data model
- Implement, test, go-live
- Monitor
- Innovate
- Repeat
You may need to seek some outside advice from solid partners, software vendors, and system implementors. We here at Mastek, a global system implementor of HRIS systems, have helped nearly 1,000 organizations with their HRIS journeys over the past 42 years and have developed advanced AI capabilities through our Innovation Lab. We provide end-to-end professional consultation from Advisory to Implementation to Enhancements and Managed Services.
Our latest developments include TalentGenius and DataGenius– TalentGenius is an AI-inspired solution that drastically speeds up the recruitment process by leveraging AI to match candidates to requisites. DataGenius is an AI data cleansing solution to aid in your speed of adoption. We are offering a no-cost, no-obligation assessment to help you build your business case for meaningful transformation and help advance your CHRO journey in the world of AI.
For more inquiries about our Human Capital Solutions, please feel free to email at HRAdvisory@mastek.com
