AI Governance & AI Transformation

Companies need clear rules for using AI safely and responsibly, and they need it anchored strategically in the organisation, in processes and in leadership structures.

Abstraktes blaues Dreiecksnetz aus Punkten und Linien, das wie eine Welle verläuft

Clear responsibilities, rules and decision paths make sure AI is not just used, but steered effectively and in line with the rules.

AI governance creates transparency, safety and compliance. AI transformation makes sure AI is used deliberately to improve productivity, the quality of decisions and the company's impact.

Artificial intelligence does not create value simply by being used. What matters are clear guard rails, a strategic direction and anchoring in processes, organisation and leadership.

That includes a workable AI strategy, clear responsibilities and meeting regulatory requirements such as the EU AI Act. This is the basis for using AI in the company safely, responsibly and effectively over time.

AI has to have an effect in everyday work. That is why we identify concrete use cases, assess their value and integrate them into existing business and support processes. We accompany the roll out of solutions such as Microsoft Copilot with training, change management and consistent delivery control. The result is better decisions, higher productivity and a use of AI that is anchored in the company for good.

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AI Governance & AI Transformation

AI strategy and governance framework

An effective AI strategy connects the company goals with the potential of artificial intelligence and defines clear priorities for its use. An AI governance framework provides the roles, responsibilities and decision structures needed to steer AI safely, transparently and in line with the rules. This is the basis for encouraging innovation, minimising risk and anchoring AI in the company for the long term.

Compliance & AI risk

Implementing the EU AI Act requires assessing and classifying AI applications, establishing suitable governance and control mechanisms, and developing the necessary policies, processes and evidence.

Use case development

Developing AI use cases starts where concrete value can be created in everyday work. Together we identify and assess options along the business processes and concentrate on the applications that make economic sense, can actually be delivered and contribute measurably to the company's success.

Process optimisation with AI

AI cannot improve processes if the underlying workflows are already inefficient. That is why we analyse existing processes, identify potential for automation and bring AI in where it simplifies tasks, supports decisions and creates noticeable relief. The result is more efficient workflows, less manual effort and higher productivity day to day.

Technology and tool selection

Choosing the right AI technologies decides whether potential turns into concrete results. That is why we assess solutions against the company's requirements, the existing system landscape and the strategic goals. The result is technology that integrates sensibly, grows with the company and contributes measurably to value creation.

PROJECT EXAMPLES

AI Governance & AI Transformation

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AI governance and compliance in HR

Industry: Mechanical engineering

Our role: Consultant

Project objectives

  • Creating transparency about existing and planned AI applications in HR and assessing their relevance under the EU AI Act
  • Identifying, assessing and classifying compliance and AI risks along the HR processes
  • Deriving the concrete action needed from the requirements of the EU AI Act for the AI systems in use
  • Developing solid governance with clear roles, responsibilities and decision paths for the use of AI in HR
  • Integrating requirements for risk management, transparency, documentation and human oversight into the HR processes
  • Creating the conditions for using AI in HR safely, traceably and in line with the EU AI Act

Key results

  • Full transparency about the AI applications used in HR and how they are classified in regulatory terms
  • Systematic assessment and prioritisation of compliance and AI risks by relevance
  • Clearly defined governance structures, roles and responsibilities for the use of AI in HR
  • Requirements for risk management, transparency, documentation and human oversight translated into a target picture
  • Concrete measures per AI application to meet the requirements of the EU AI Act
  • A prioritised roadmap for using AI in HR lawfully and sustainably

Approach

  • Taking stock of all HR processes, systems and use cases involving AI
  • Analysing the AI applications in use in terms of purpose, relevance to decisions and regulatory exposure
  • Classifying the AI applications according to the requirements and risk classes of the EU AI Act
  • Identifying and assessing compliance, governance and AI risks in HR
  • Deriving concrete fields of action and prioritising the measures needed to ensure compliance
  • Developing a target picture for governance, responsibilities, human oversight and documentation and transparency requirements
  • Designing a risk management and control approach for the use of AI in HR
  • Creating a prioritised implementation roadmap for introducing the necessary processes, roles and compliance measures step by step

Developing an AI use case strategy for HR

Industry: Mechanical engineering

Our role: Consultant

Project objectives

  • Identifying and prioritising HR use cases that create value and have potential for AI and automation
  • Developing a structured target picture for the future use of AI along the HR processes
  • Analysing potential gains in efficiency, quality and employee experience through the targeted use of data based solutions
  • Defining the functional and organisational requirements for delivering the identified use cases
  • Assessing the benefit, feasibility, risks and preconditions of each use case
  • Deriving a prioritised roadmap to deliver the HR use cases step by step and anchor them in the company

Key results

  • A transparent overview of all existing and potential AI use cases along the HR processes
  • A prioritised use case catalogue with a clear assessment of value potential, feasibility and strategic relevance
  • Concrete scenarios for AI and automation in areas such as recruiting, employee development and HR service
  • Functional requirements and preconditions for delivering the prioritised use cases
  • A target picture for the future use of AI in HR, including how it is anchored organisationally
  • A roadmap to deliver the prioritised use cases step by step and realise the value identified

Approach

  • Analysing the existing HR processes and identifying areas with high potential for automation and AI
  • Running workshops with the HR department to collect and sharpen the relevant HR use cases
  • Structuring and describing the identified use cases using standardised use case profiles
  • Assessing the use cases in terms of value potential, feasibility, data availability and organisational preconditions
  • Prioritising the use cases by business value, strategic relevance and implementation effort
  • Developing target pictures and functional requirements for the preferred use cases
  • Deriving the technical, organisational and process preconditions needed for delivery
  • Creating a roadmap to realise the prioritised use cases step by step
  • Defining first pilot applications to validate value and acceptance quickly
  • Anchoring a way of working for continuously identifying and developing future HR use cases

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