Why are AI skills like data Literacy and HR analytics crucial for future HR leaders?

Artificial Intelligence (AI) is a technology that has eased the transformation of the HR department. It has emerged as a breakthrough innovation due to its predictive algorithms to supplement human intelligence for improving the employee experience. According to a recent Oracle and Workplace Intelligence Survey Report – 82% of employees believe AI can support their careers better than humans, and 85% of them want technology to assist in defining their future. This article will discuss the top 5 essential AI skills for future-ready HR Leaders.

Technical Proficiency

HR Leaders and professionals should have a strong understanding of artificial intelligence technology, its applications, and limitations to evaluate and implement AI-driven HR solutions. For instance, they can determine which will most effectively meet their HR goals if they are familiar with the different AI technologies, such as machine learning, natural language processing, and predictive analytics.

HR analytics

HR analytics is a methodology for creating insights on how investments in human capital assets contribute to the success of four principal outcomes: (a) generating revenue, (b) minimizing expenses, (c) mitigating risks, and (d) executing strategic plans. This is done by applying statistical methods to integrated HR, talent management, financial, and operational data.

Data Literacy

In an AI-driven HR world, data is king. HR professionals will need to become comfortable with data, understanding how to interpret, analyze, and use it to make informed decisions. This includes understanding basic statistical analysis, predictive modeling, and data visualization.

People analytics

Not every HR professional needs to become a people analytics specialist. A certain understanding, however, of the value data can bring to the organization and the ability to demonstrate this is important. So is the ability to use the insights gained from this data to make data-driven decisions.

Strategic Thinking

Finally, to truly capitalize on artificial intelligence, HR Leaders should be able to think strategically about how AI and people analytics can drive business outcomes, such as improving employee retention, hiring bias, increasing productivity, or reducing costs.