Wie können Unternehmen durch KI die Effizienz steigern und gleichzeitig die menschliche Komponente stärken, anstatt sie zu ersetzen? In dieser Folge von GOOD...

The report is definitely worth a look, perhaps especially the Appendix. Below sharing a few of the distilled highlights. 🔄 Multi-agent systems (MAS) are the next-gen operating model. In the next 12–18 months, expect a shift from siloed APIs to MAS that can reason, plan, and act across business units—enabling autonomous execution with governance and “human in the loop” oversight. 📈 Human–AI collaboration boosts decision-making capacity. AI can instantly synthesize vast datasets into contextual, role-specific insights, allowing executives and managers to make better, faster, and more informed decisions across the enterprise. 💡 Workforce roles are redesigned, not just replaced. Agentic AI shifts roles across the board—from purely executional to more analytical, creative, and relationship-focused work—impacting job design in marketing, operations, R&D, and beyond. 📊 AI standardizes excellence across the enterprise. By codifying best practices into AI systems, organizations can eliminate “pockets of excellence” and ensure consistent quality across all teams and regions—not just in HR but in sales, operations, and service delivery. 🔍 Predictive intervention beats reactive problem-solving. AI can detect signals—like turnover risk, performance decline, or customer churn—before they become problems. This enables leaders to act early with targeted, data-backed interventions. 🛠 Orchestration of multi-step, cross-functional workflows. Agentic AI can coordinate tasks across multiple business functions without manual handoffs—e.g., onboarding a new employee touches HR, IT, facilities, and finance, yet AI can plan, execute, and monitor the entire process end-to-end. 🗺 AI’s biggest impact areas are mapped. A “heatmap” of hundreds of HR processes pinpoints where AI should be fully powered (e.g., data analysis, reporting, inquiries), augmented (e.g., recruiting, performance reviews), or assistive—helping leaders invest for maximum ROI. 🚀 80%+ of admin work can be automated. In future HR operations, AI will handle over 80% of administrative and operational tasks, freeing HR teams to focus on strategy, workforce planning, and proactive talent interventions. | 14 comments on LinkedIn

Some great insights in this report from Harvard Business Review, particularly interesting to me, not only as much of my work is in client leadership development, but also the reality that effective leadership will be critical in us navigating the challenging path to prosperous Humans + AI organizations. Not surprisingly, 55% of survey respondents said incorporating GenAI into business practices is their #1 priority this year. To support that, the top human capital project - at 53% - is adopting or expanding AI-based talent management. The real headline is that over 80% of HR leaders expect that every level of leader will spend more time on leadership development this year, in many cases significantly more. The question is: how to design the programs and the time spent to result in true expansion of leadership capabilities. "Speed to skill is the metric in focus". Which requires a very different, intrinsically Humans + AI approach: "In a two-way information exchange, AI is fed an organization’s domain-specific knowledge and humans access AI-generated learning resources based on that knowledge. AI systems learn from human inputs, improving over time, while humans gain insights from AI-generated data. Properly done, these efforts can build the collective intelligence of humans and machines, enhancing the organization’s ability to solve complex problems and adapt to changing environments." A lot more in the report. What is clear is that in an accelerating world leadership development is more important than ever, both to address AI-driven change, and supported by AI.

Here’s what I take away: 🚫 HR is no longer just about people. 🚫 IT is no longer just about systems. ✅ The real value lies in how people and systems interact—seamlessly, intelligently, adaptively. Let’s be honest, most organizations still operate in silos: - HR builds talent and culture - IT builds systems and infrastructure But the future of work is all about integration. What if you make that happen? Think about it: Can you redesign work itself? Not roles. Not org charts. But the actual FLOW of work. Because that’s what Moderna’s doing. They are reimagining how humans and machines co-create value. IBM is doing the same. They use HR AI agents that handle questions, routes issues, and manage HR processes. This isn’t about cutting costs. It’s about building a business that adapts faster to the next disruption. They are building resilience. I recognize that HR and IT both have unique complexities, and in many companies are simply too far apart or too large merge shortly. Still, it still got me thinking. As an HR leader: -> How comfortable are you with data, automation, and AI? -> Could you confidently lead both people strategy and digital infrastructure? -> What would need to change for that answer to be yes? This isn’t a tech conversation. It’s an organization and leadership revolution. The next era of HR won’t be like today's HR at all. It will be integrated, tech-savvy, and central to how business gets done. Time to level up. Are you ready? #futureofwork #hrtech #ai Picture and story credits: Isabelle Bousquette 🙏 | 34 comments on LinkedIn

This week I discuss this massive shift toward “AI-Native” applications and systems which are radically different from traditional HR Tech, with a particular ...

Wie können wir KI in den unterschiedlichsten Jobs und Bereichen einsetzen, um unser Arbeitsleben zu verbessern? In diesem Video schauen wir uns genau das an!...

AI agents are all the rage, and may require tech teams to level up their people skills.

Die Studie „𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗡𝗮𝘁𝘂𝗿𝗲 𝗼𝗳 𝗪𝗼𝗿𝗸“ untersucht die Auswirkungen generativer KI, speziell GitHub Copilot, auf die…

Enjoy the videos and music you love, upload original content, and share it all with friends, family, and the world on YouTube.

In recent conversations I'm seeing signs of the collapse of the talent pipeline I predicted in my book. Mid-level people would rather use AI for first drafts… | 67 comments on LinkedIn

According to Mercer, Generative AI (GAI) is set to reshape the HR function with their study finding that…

AI in HR is changing the way we work and manage talent. Explore the latest trends, challenges and opportunities around AI in HR and how to prepare for them.

In this podcast I explain how Large Language Models and neural networks are reinventing the HR Technology market. After more than 30 in-depth interviews with HR Tech vendors, we see three generations of AI solutions: - Emerging: AI features added on - First Generation: AI capabilities built-in - Second Generation: Platforms built on AI As I discuss in this week's podcast, vendors in category 3 are the most transformational of all. These vendors are building their entire product set around Large Language Models and expansive neural networks. While they were once considered new, as you'll learn in this podcast I believe these "built on AI" platforms are the future of the market. Stay tuned for our new whitepaper on the HR Tech vendor market and how AI is changing the entire marketplace. The Josh Bersin Company https://joshbersin.com The Josh Bersin Academy https://bersinacademy.com Additional Information: [How AI Is Disrupting The HR Tech Marketplace](https://joshbersin.com/2023/04/how-ai-is-disrupting-the-hr-tech-marketplace/) [SeekOut Brings GPT4 To Recruiters. Eightfold Launches Copilots For HR.](https://joshbersin.com/2023/04/seekout-brings-gpt4-to-recruiters-eightfold-launches-copilots-for-hr/) [What Is A Neural Network?](https://www.youtube.com/watch?v=aircAruvnKk&t=4s) (Great overview video)

Eine Präsentation von BCG zu den Geschäftspotenzialen Generativer KI und der Bedeutung von Personalentwicklung.