HR trends resource center

Start with a specific business or workforce outcome, then measure the complete workflow, including human review and corrections. Success should reflect better quality, decisions and end-to-end performance, not deployment alone. 

Compare results with a clear baseline for time, cost, accuracy, service and employee experience. Also look for employee-built AI workflows that may reveal unmet needs or unexpected value. 

Account for implementation, integration, data preparation, model usage, security, governance, training and human oversight. Match the technology and controls to the complexity and consequences of the work. 

Begin with structured workflows, reliable data and clear escalation paths. Give every agent a human owner, defined permissions and controls that allow people to question, correct or stop its actions.

AI depends on timely, trusted data and connected workflows. A governed human capital management (HCM) environment can reduce fragmentation while still supporting specialized tools through secure integrations. 

Managers increasingly translate organizational change into employees’ day-to-day experience while coordinating work across people and technology. They need support in coaching, judgment, trust building and responsible AI use. 

Decide how employees will use the capacity AI creates, such as solving harder problems, improving service or building new skills. Redesign work and development so time savings lead to stronger workforce and business outcomes.

Replace learning opportunities lost to automation with mentoring, simulations, rotations and structured problem-solving. Preserve pathways that help employees build judgment, business knowledge and future leadership capability. 

Requirements may include notice, recordkeeping, assessments, audits and human involvement, depending on the jurisdiction and use case. Inventory employment-related AI and review it regularly for accuracy, reliability and fairness. 

Keep employee-location data current and coordinate HR, payroll, legal, compliance and technology teams. Monitor changes in leave, accommodations, privacy and pay transparency, then update policies, systems and manager guidance as needed.