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In the digital era are HR leaders being sidelined

HR leaders are among those who are “least likely to be involved” when it comes to making decisions about nascent technology, despite the urgency of constructing a future-ready workforce.

According to recent research conducted by the Chartered Institute of Personnel and Development (CIPD), HR departments are frequently excluded from discussions concerning investments in AI and automation (55%), as well as their subsequent implementation (45%). The CIPD stated that HR has been “sidelined.”

However, in order to completely leverage the benefits of AI and automation, businesses must engage HR leaders who will integrate their workforce planning and people management strategies with the organization’s overarching digital strategies.

The report observed that “Changes in aspects such as the nature of tasks, the skills and numbers of people needed, and employees’ autonomy all relate intimately to the remit of HR.”


The CIPD identified five critical domains in which HR professionals exert a substantial and tangible influence on business transformation:

Creating a people strategy for AI and automation: “The CIPD recommends that HR collaborate with operations and technology leaders to determine the extent to which the workforce will need to adapt and how they can collaborate effectively with machines.”

Improving/Maintaining Job Quality: “HR should take advantage of the opportunities to utilize AI and automation to create high-quality, stimulating, and meaningful jobs.”

Developing a “innovation culture”: “HR should assist in the establishment of a culture that encourages adaptability and innovation.” Talent is at risk of being lost if an organization’s culture fails to engage and empower individuals in the use of new technology.

Engaging employees in technology decisions: “HR should consult employees who are impacted by AI and automation to determine the most effective approach for designing and implementing the new systems, thereby minimizing the likelihood of glitches and ensuring that they are in accordance with other work processes.”

To ensure long-term success, HR should plan and provide training and support for employees, ensuring that learning opportunities maintain pace with the rise of technology and that process transformations are embedded. Therefore, learning and development should be enhanced.

HR leaders are not required to be experts in AI or automation; however, they must possess the ability to comprehend the impact of specific platforms and applications on people management, which is “their core terrain,” according to the CIPD.

“Employers must do more than simply configure AI and automation, connect them, and activate them.” According to the institute, it is imperative that they comprehend the extent to which they will derive tangible advantages, integrate emergent technologies with human resource management, and adequately prepare their workforces for transformation.

“HR has a new mission as a critical player in this: to assist businesses in navigating the future of work through the use of work technology and to assist individuals in navigating the new work environment.”