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AI, automation and self-service tools – technology’s deepening impact on the world of work

AI, automation and self-service tools – technology’s deepening impact on the world of work

LONDON, UK – 8 February 2024 – With the rapid, unabated rate of change in technology and the world of work, it has never been more important for leaders to stay current with the latest trends and understand what those trends mean for their organisations. The rise of skills-focused job architectures, talent marketplaces, and just-in-time talent intelligence are a few examples of how the HR industry is evolving.

“The world of work today is almost unrecognisable from what it was just a few years ago. Today, employees want control over their unique career paths. The 9-to-5 beat is fading, and new ideas like fractional talent are emerging. We are navigating more legislation and compliance than ever before. The skills confidence gap is stubbornly expanding. And, of course, AI promises to accelerate it all beyond our imagination,” said Himanshu Palsule, Chief Executive Officer at Cornerstone OnDemand, Inc., a leader in learning and talent experience solutions.

Knowing what else lies ahead will be crucial in conquering new challenges, streamlining processes, and preparing the global workforce, so Cornerstone has identified a few tech trends impacting business leaders and HR practitioners in 2024.

Culture & Technology

Organisations have always needed to leverage HR and talent technology to build a positive workplace culture and successfully meet changing demands. However, Cornerstone’s 2023 Talent Health Index found that over 60% of organisations aren’t yet leveraging AI technology to optimise their talent programmes. This is something that will begin to change in 2024, as organisations increasingly view learning and knowledge sharing as strategic differentiators. Some key trends to watch out for are:

1. The right information at the right time for the right needs will be a focus for 2024. Leaders must also leverage HR technology for just-in-time learning. This is true for learners and employees, but it’s also true for the HR professionals responsible for planning and executing strategies to develop and retain their people.

2. Open architecture is built on open standards and protocols, making it easy to integrate with other systems, including those from different vendors. Its modular, flexible, and interoperable approach saves time and resources, ensuring that data is working together to deliver business insights.

3. AI-powered personalisation will be key to streamlining the flow of talent processes and providing development at the point of need. Since today’s workforce has several different generations of workers, everyone develops differently and has different expectations for growth. Organisations need to build a culture that supports this diversity.

“Well-managed AI is no more biased than the data that feeds it in the first place, which comes from the humans who’ve been working on it. So let’s stop operating in fear and take the opportunity to minimise that bias. Let’s talk about how we can ensure that we all understand what trains our AI, that we all have our heads around which tools we can use that are risk-free and that we have a quality control process afterward,” said Meredith Wellard, VP of Group Talent Acquisition, Learning and Growth, DHL.

Talent Reporting, Data, & Analytics

Cornerstone’s 2023 Talent Health Index also found that mature organisations use centralised reports, while managers have access to self-service reports. These organisations use data to inform people and business strategy and explore predictive analytics to anticipate future business needs. There are three main ways HR leaders can rise to this level in their organisations:

1. Specific new functionality will take work off of HR’s plate. This means more automation, warnings, verification tools, flexible reporting, and linked datasets.

2. More proactive data approaches will appear to help businesses manage employee information, employee wellness, and mobile-enabled HR functions in order to better communicate with and personalise information sent to employees.

3. Customised outcome dashboards will also become more popular. Because each company and CEO is different, HR organisations will adopt dashboards that put data into context and prioritise a focus on outcomes that matter to them, correlating actions and the decisions behind them to actual results.

According to Cornerstone, the HR industry has seen seismic shifts in employee demands, which requires a strategic shift in perspective. One where employees are in the driver’s seat of their careers, and leaders believe that embracing intuitive technology as a co-pilot — not as a replacement — is paramount to creating a future where technology is a supportive vehicle in enhancing the capabilities of employees.

About Cornerstone
Cornerstone powers the future-ready workforce with its leading AI-powered talent experience platform designed to unite technology, data and content and inspire a work environment of growth, agility and success at scale. With Cornerstone, organisations modernise their learning and development experience, deliver the most relevant content from anywhere, accelerate talent and career mobility and establish skills as the universal language of growth and success across their business. Cornerstone serves over 7,000 customers and 125 million users and is available in 180 countries and 50 languages.

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