Lynne Oldham’s Post

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Recent research with over 1,500 business pros highlights a critical gap: 60% see HR as barely involved in AI decision-making. This lack of engagement is a missed opportunity for leveraging AI to enhance workforce management and company culture. The good news? Companies at the forefront of AI adoption report better performance and innovation. It's time for HR to step up, starting with robust upskilling programs. Discover more insights and strategies with i4cp membership. Let's prepare HR for the AI future. #HRInnovation #AIinHR #HumanResources #BusinessStrategy #i4cp

Ai is revolutionizing the workplace. It's crucial for HR and talent leaders to lead organizations through the ever-changing landscape. According to Hung Lee, an HR tech entrepreneur and speaker at #EmpowerHR, the key is to start experimenting. Learn more on our blog: https://lnkd.in/g4snt9QY

As usual, Kevin Oakes write a terrific piece highlighting an issue that will only continue to grow. In this article, Kevin outlines the research from The Institute for Corporate Productivity (i4cp) and its findings that the majority of orgs surveyed have little to no faith in their HR orgs to help the org get to or stay at the front of using #AI. Kevin makes a forceful argument that this needs to change, and he's right. Very, very right. I think though that the picture is more dire than he outlines and there is a great, invisible headwind against which #HR and #LearningAndDevelopment are pushing. The first is that if HR/L&D fail to figure out how to get in the lead, how to quit confusing their value for their activity (https://lnkd.in/gCQB3dEE) and lead the org forward on the topic of AI, the gap between the usefulness of HR/L&D will grow more marked, quicker than with any other tech. As Marc Steven Ramos would say, L&D needs to be R&D. The second headwind that we don't talk about is that no matter what the posters in the hallway say, currently, employees are accounted for as costs, as liabilities to be managed. That's not a group that typically holds sway when faced with a new tech that in some ways, holds the promise of reducing those costs. We need to stop trying to figure out the value of learning, training and HR and figure out ways to show the value of employees (aside from it takes X$ to recruit a new hire but only Y$ to keep someone). Then then investments and the influence will follow.

Let's learn from professionals about Empowering HR with AI! 👩🏫 #HR #AI

💼HR in the post-industrial age requires a superpowered team with AI as a critical and undeniable part of the strategy. 🎧 Listen now as Josh talks with @Simpplr's @pfunder about the evolving HR practices in the age of AI 🤖 . https://hubs.ly/Q02qK-8G0 #hr #futureofhr #futureofwork

In many cases, human resources is leading the charge to integrate AI into corporate decision-making and operations, so don’t be surprised to see more CHROs as CEOs. For daily news and analysis subscribe to the https://lnkd.in/gkpr6rvB newsletter. #HR #HumanResources #Recruitment

Join me NOW at the AI HR Summit 2024! AI and the CHRO: Balancing the Power of Technology With the Human Touch

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Across industries and the spectrum of HR functions, people leaders are managing a range of HR pain points—from the competitive talent landscape to addressing regulations around AI. #hrexecutives #hrpainpoints #hrtrends #hrleadership #hrsearch #ai