The Future Of Artificial Intelligence In Change And Transformation
Implementation of AI-based tools has now accelerated to the point of being irreversible
Posted on 02-23-2022, Read Time: Min
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Managing times of change has always been a challenge for businesses, and yet the sheer pace of change that we have seen over recent years has meant that the agility with which organizations have had to adapt is unprecedented.
During this process, some important questions have arisen.
- How do you navigate a complete overhaul of the operational model?
- Meanwhile, how do you consistently ensure employee engagement and effective collaboration?
- Which skills must be prioritized and developed, and how can this be done efficiently?
- How do you change the mindset of a body of employees who are adapting to significant changes, all the while maintaining authentic leadership and safeguarding trust?
It is their cost-effectiveness, as well as their capacity to be tailored to specific needs and to deliver insights in real-time, that make digital solutions a crucial component to the answer to these questions.
How Artificial Intelligence is Already Facilitating Change and Transformation
Tools based in Artificial Intelligence, designed to facilitate periods of change and transformation, had existed long before the advent of the coronavirus crisis, but the implementation of these tools has now accelerated to the point of being irreversible.
These digital solutions have proved enormously helpful with the shift to remote working. They have been able to audit the tasks that require attention and select people most suitable and available to perform them. They have assessed which areas of work can be undertaken virtually, or else augmented and automated to fit this new hybrid model. Finally, they have assessed how workforces must be upskilled to adapt to these changes.
For example, certain crucial, everyday tasks from long before this age of hybrid working have recommenced with the help of digital tools. Artificial Intelligence has become a key part of the onboarding process for companies, with assessments and induction programmes for virtual internships and graduate schemes taking place online at the height of the pandemic.
These digital solutions have proved enormously helpful with the shift to remote working. They have been able to audit the tasks that require attention and select people most suitable and available to perform them. They have assessed which areas of work can be undertaken virtually, or else augmented and automated to fit this new hybrid model. Finally, they have assessed how workforces must be upskilled to adapt to these changes.
For example, certain crucial, everyday tasks from long before this age of hybrid working have recommenced with the help of digital tools. Artificial Intelligence has become a key part of the onboarding process for companies, with assessments and induction programmes for virtual internships and graduate schemes taking place online at the height of the pandemic.
The Future of Artificial Intelligence in Change and Transformation
Business leaders are set to turn more and more to Artificial Intelligence to manage change and transformation initiatives. In the not-too-distant past, such initiatives were normally two to three years long and required hired consultants. Technology was used only in a very limited capacity, for project modeling, costing, and management.
These change and transformation initiatives will soon look very different, with the increased and more varied use of digital tools. The most sophisticated technological advances of recent years, such as two-way bot communication, gamification, and augmented reality, will lie at the heart of this.
These change and transformation initiatives will soon look very different, with the increased and more varied use of digital tools. The most sophisticated technological advances of recent years, such as two-way bot communication, gamification, and augmented reality, will lie at the heart of this.
- Digital solutions that can facilitate agile workplace planning are to become more commonplace, helping organizations to analyze costs and areas of efficiency, and make decisions about what tasks require development or re-modeling.
- Artificial Intelligence platforms will be crucial in maintaining employee engagement and assisting with mindset growth. The use of these tools will represent an evolution from the old style of measuring employee engagement – which relied primarily on semi-regular surveying – to more advanced techniques of personalizing content for employees and providing real-time insights for employers.
- Digital skills will no longer be seen as esoteric, relevant only to a small pool of workers, but a necessary asset for all individuals at all levels of the organization. This transformation of skills and capabilities will be facilitated in a cost-effective way by tools based on Artificial Intelligence.
- As it will soon become the case that nearly every interaction between employees takes place online, the wealth of information available in the chat rooms and email correspondence will become an important resource for leaders looking for insights into their workforces. Organization Network Analysis can provide this in a non-intrusive way.
Introducing AI in a Practical Way
We have seen the fundamental role that Artificial Intelligence can and will play in the future and the numerous ways in which these digital tools can facilitate change and transformation specifically. However, when building a business case for such changes, it is necessary to demonstrate the potential for a high Return on Investment, which makes implementing these digital solutions worthwhile.
A useful low-risk way to test the applications of digital solutions is to pilot them initially, conducting a trial in a small team or around a specific issue, before scaling up if successful.
The HR Tech Partnership (HRTP) runs a human capital digital innovation hub that can facilitate this low-budget innovation in HR so that leaders do not have to make large commitments in the first instance.
A useful low-risk way to test the applications of digital solutions is to pilot them initially, conducting a trial in a small team or around a specific issue, before scaling up if successful.
The HR Tech Partnership (HRTP) runs a human capital digital innovation hub that can facilitate this low-budget innovation in HR so that leaders do not have to make large commitments in the first instance.
Author Bio
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Gabriel Barnes is the Content Editor for the HR Tech Partnership. He writes, researches for, and coordinates the publication of articles, blogs, and thought leadership content for the Partnership. He is passionate about mental health and is interested in the applications of technology and Artificial Intelligence in the area of wellbeing and engagement. Connect Gabriel Barnes |
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