Artificial intelligence (AI) has become impossible to imagine away, in private life as much as at work. Even though AI is no longer really new, companies differ widely in how they apply and use it. Some have not yet engaged with the subject in depth, while others have already built AI into their daily work.
In HR in particular there are already many use cases for AI, from a chatbot that helps with questions in recruitment or onboarding or with changing personal data in the system, through to a learning management system that thinks along and can make recommendations tailored to a person's own skills and to the skills required in a job profile.
THE MAK'ED TEAM has developed a maturity model for the AI transformation in HR. The model is intended to show you where the journey with AI can lead.
The first level of maturity is trying things out. In this phase the guard rails are set for the scope within which HR may use AI. What at first sounds restrictive is an important step in practice for reducing uncertainty among HR staff, because the company provides guidance and shows what boundaries apply. It should be clearly defined which AI tools may be used and which data may be used (and which may not, so involve your data protection and IT security experts), and whether and how results generated by AI have to be labelled. The result is a safe playground that gives employees the chance to experiment.
The second level of our model follows directly on from this: assessing. In this phase HR staff have gathered their first experience with AI and have been able to judge for themselves whether and where it added value to their work. By delivering use cases and exchanging experience in various discussion groups, the applicability and use of AI tools can be discussed for the company as a whole and relevant tools can be made available across the business. Trying things out and assessing them further reduces any reticence about AI.
Daily use and engagement with AI tools brings us to the third level of maturity: putting it into practice. Here HR carries the most important insights into the company and enables other employees to build AI into their daily work where that is possible. Within HR itself an increase in efficiency is already visible, employees feel confident in using AI and want to look beyond their own area to get to know and try other tools. Using AI slowly becomes part of the company culture.
At the highest level of maturity, shaping the landscape, AI has long since become part of everyday work and encourages innovation, efficiency and motivation as well as curiosity and openness towards new technology across the company. The AI landscape in the company is shaped proactively by employees from every department, and shared exchange continually produces new use cases and best practice.
AI will not change companies overnight, not least because there are always the usual sceptics who want nothing to do with the new technology. We would encourage you to take the first step, to explain and inform, and to provide guard rails and support within which even the greatest sceptics can find their feet. One thing is certain: without AI it will be hard to stay competitive.
Download the maturity model here.
You can find more information on digitalisation in people management here.
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