Elevate Your AIQ

WRKdefined
  • 5.0 (4)
  • MANAGEMENT
  • UPDATED WEEKLY
Elevate Your AIQ

Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.

  1. 4 DAYS AGO

    Responsible AI and Cognitive Diversity to Drive Talent Transformation with Jen Kirkwood

    Bob Pulver speaks with Jen Kirkwood, an expert in HR technology and IT, about her journey into Responsible AI. They discuss the rapid changes in AI, the importance of transparency and governance in AI systems, and the critical role of HR in managing talent and cybersecurity. Jen emphasizes the need for cognitive diversity in AI governance and decision-making. The conversation highlights the challenges and opportunities that AI presents for HR and the workforce, the importance of data in AI hiring practices, and the role of responsible AI in promoting inclusivity. They explore the rapid evolution of AI in HR, the need for AI ethics and governance, and the critical role of HR in implementing responsible AI practices. The discussion also highlights the value of neurodiversity in innovation and the necessity of balancing technology with human talent in organizations. Keywords HR technology, AI, generative AI, workforce optimization, cybersecurity, talent management, responsible AI, data privacy, offboarding, cognitive diversity, AI, hiring, diversity, responsible AI, HR, talent acquisition, data analytics, inclusivity, neurodiversity, technology transformation Takeaways Jen Kirkwood has over 28 years of experience in HR technology and IT. She founded Talvana Consulting to focus on talent optimization. AI is rapidly changing the landscape of HR and IT. Transparency in AI systems is crucial for effective governance. Offboarding processes are often neglected but essential for alumni relations. Cognitive diversity is important in AI governance committees. HR must be involved in AI decision-making processes. Cybersecurity is a critical concern for HR data management. Inclusivity in hiring practices is vital for innovation. The future of work requires a focus on skill development and optimization.  Data analytics maturity is crucial for effective hiring practices. Historical bias in hiring data can perpetuate discrimination. Responsible AI can uncover overlooked talent pools. Organizations must prioritize AI ethics and governance. HR needs to articulate business cases for responsible AI. Neurodiversity can drive innovation and creativity. Flexibility in management is essential for diverse teams. Self-learning and digital literacy are key for organizational transformation. Sound Bites "AI models need to be embedded in every use case." "AI is a team sport." "The complexity of AI regulations is overwhelming." "How do we hire more talented engineers?" "Responsible AI is how we get through this." "HR is the highest risk area." "We are all responsible for responsible AI." "You can't just cut everyone." "Flexibility is a treasure in management." Chapters 00:00 Introduction to Jen Kirkwood and Her Journey 02:50 The Intersection of HR and IT in AI 06:12 Challenges and Opportunities in AI for HR 08:57 The Importance of Transparency and Governance in AI 12:04 Navigating Offboarding and Alumni Relations 15:07 The Role of Cognitive Diversity in AI Governance 18:05 Cybersecurity and Responsible AI Practices 21:08 The Future of Work and Talent Optimization 32:24 The Importance of Data in AI Hiring Practices 34:42 Responsible AI: A Path to Inclusivity 35:41 The Rapid Evolution of AI in HR 39:00 AI Ethics and Governance in Organizations 41:22 The Role of HR in Responsible AI Implementation 45:54 Transforming Organizations Through AI and Inclusivity 51:31 Harnessing Neurodiversity for Innovation 55:31 Balancing Technology and Human Talent Jen Kirkwood: https://www.linkedin.com/in/jenphillipskirkwood/ Talvana Consulting: https://talvanaconsulting.com/ For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant, and trustworthy.

    58 min

  2. JAN 24

    Transforming HR with Skills-Based Approaches to Talent Agility with Jeff Wellstead

    Bob Pulver speaks with Jeff Wellstead, Founder and CEO of Big Bear Partners, an HR consultancy based in the UK. Jeff has had an extensive career in HR, now with a particular focus on growth-stage tech startups. He shares his journey of reinventing HR practices, the challenges of AI adoption in mid-sized companies, and the importance of building skills-based organizations. Bob and Jeff talk about the evolving role of HR in the context of performance assessment, data-driven decision-making, and the integration of AI technologies. Bob and Jeff also explore how organizations can leverage skills taxonomies and AI agents to enhance workforce planning, scenario planning, and overall talent management. The discussion emphasizes the importance of adapting to technological advancements while maintaining a focus on human interaction and support within HR functions. Keywords AI, HR, skills-based organizations, talent management, technology adoption, Jeff Wellstead, human resources, skills taxonomy, mid-sized companies, startup culture, HR, AI, workforce planning, performance assessment, skills taxonomy, talent intelligence, scenario planning, data-driven decision making, digital footprint, organizational change Takeaways Jeff Wellstead has over 35 years of experience in HR, primarily in tech startups. He believes traditional HR practices need to be reinvented for modern workplaces. AI adoption in HR is still low, especially among mid-sized companies. Skills-based organizations focus on competencies rather than traditional job titles. AI can help create a skills taxonomy to better assess employee capabilities. AI is transforming how organizations manage talent and skills development. The integration of AI can lead to personalized learning and development paths. Companies need to be agile in adapting to new technologies and practices. Proper data is essential for making informed decisions about employee careers.  Data-driven decision-making can significantly enhance HR processes. AI can transform workforce planning and talent management. Scenario planning is essential for anticipating workforce gaps. AI agents can streamline HR functions and improve efficiency. HR professionals must adapt to the changing landscape of AI. The future of HR will involve a blend of technology and human interaction. HR must focus on coaching and development as AI takes over routine tasks. Sound Bites "I'm not a big fan of traditional legacy HR." "I got to reinvent HR from scratch." "We need to rethink traditional roles and job titles." "AI can help create an intelligence skills taxonomy." "We need the right people in the right seats." "AI is actually much easier than it's ever been." "Don't be complacent in what you're doing." Chapters 00:00 Introduction to Jeff Wellstead's Journey 02:56 Reinventing HR in Tech Startups 05:53 The Challenges of AI Adoption in HR 09:02 Building Skills-Based Organizations 11:58 The Importance of Skills Taxonomy 15:10 Leveraging AI for Talent Management 18:07 Navigating Skills Gaps and Future Roles 26:29 Performance Assessment and Digital Footprints 27:33 Data-Driven Decision Making in HR 29:53 The Role of AI in Workforce Planning 32:35 Scenario Planning and Skills Taxonomy 35:11 AI Agents and Talent Intelligence 38:25 AI's Impact on HR Roles and Responsibilities 43:41 The Future of HR with AI Jeff Wellstead: http://uk.linkedin.com/in/jrwellstead/ Big Bear Partners: http://www.bigbearpartners.com For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    48 min

  3. JAN 17

    Adaptive Workforce Strategies and Responsible AI to Optimize Human Potential with Nuno Goncalves

    Bob Pulver speaks with Nuno Goncalves, Head of Workforce Strategy at Reejig, about the transformative role of AI in workforce strategy and the importance of human-centric approaches in business. Nuno shares his extensive background in HR and discusses how Reejig is pioneering work ontologies to better understand the evolving landscape of skills and work. The conversation delves into the impact of AI and automation on jobs, the necessity of data-driven decision-making in HR, and the global perspectives on innovation and regulation in the tech industry. Nuno and Bob discuss the importance of human skills, the need for organizations to navigate automation thoughtfully, and the critical role of trust and transparency in fostering a positive workplace culture. They highlight the necessity of upskilling and reskilling employees to adapt as well as to introduce innovative AI solutions that can enhance workforce strategy. Keywords Reejig, AI, work ontologies, human-centric AI, workforce strategy, data-driven HR, skills-based organizations, automation, global innovation, AI, human skills, automation, workforce strategy, trust, organizational culture, upskilling, reskilling, critical thinking, innovation Takeaways Reejig is focused on understanding the skills of the future. Work is being automated, not skills. Human-centric approaches can coexist with business-centric strategies. Data-driven decisions in HR are crucial for effective workforce planning. The speed to market is a key differentiator in business. AI and automation are reshaping the workforce landscape. Global innovation varies significantly due to regulations. Companies need to anticipate the needs of the business. Human-centric AI is essential for sustainable business practices. Understanding the digital worker's role is critical for future planning. Human skills are irreplaceable in the age of AI. Organizations must understand task exposure to automation. Building trust and transparency is crucial for employee engagement. A culture without fear encourages innovation and adaptation. Common language around skills is essential for organizational success. Upskilling and reskilling are necessary for future workers. AI can augment human capabilities, not replace them. The future of work involves collaboration between AI agents. Visibility into job roles helps in strategic decision-making. Innovation in AI can lead to new workforce strategies. Sound Bites "We want a world with zero wasted potential." "The US continues to be the biggest market." "We need to think systemic, not linear." "What are you ready to automate?" "We need to create visibility and confidence." "It's about trust and transparency." "We need to equip organizations with data." "Culture without fear is essential." "We need a common language around skills." "This is a new variation of 'agency'." Chapters 00:00 Introduction to Reejig and Nuno's Background 06:09 The Evolution of Work Ontologies 12:10 The Impact of AI and Automation on Work 18:11 Human-Centric AI and Business Strategy 24:08 Data-Driven Decision Making in HR 29:54 Global Perspectives on Innovation and Regulation 36:36 The Importance of Human Skills in the Age of AI 39:51 Navigating Automation: Understanding Task Exposure 44:32 Building Trust and Transparency in Organizations 49:44 The Role of Culture in Adapting to Change 54:53 Innovative AI Solutions: The Future of Workforce Strategy Nuno Goncalves: https://www.linkedin.com/in/nuno-goncalves Reejig: http://www.reejig.com For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    58 min

  4. JAN 9

    Mitigating Bias and Strengthening DEI through Human-Centric AI with Torin Ellis

    Bob Pulver and Torin Ellis, a prominent voice in diversity, equity, inclusion, and belonging (DEIB), discuss these topics in the context of the evolving landscape of artificial intelligence (AI) and the implications for the workforce. They reflect on the challenges faced in 2024, including political pressures on DEI initiatives, the importance of cognitive diversity, and the need for responsible AI practices. The discussion emphasizes the significance of collaboration, accountability, and the potential for AI to contribute positively to DEI efforts while acknowledging the necessity for legislative frameworks to guide ethical AI use. Bob and Torin emphasize the importance of reskilling and ethical AI practices, discuss how AI can uncover hidden talent, the distinction between augmented intelligence and automation, and the necessity of human-centric approaches to AI. The conversation also highlights the challenges organizations face in addressing bias and the critical role of responsible AI in promoting diversity and inclusion. Ultimately, they advocate for a future where AI is leveraged to create equitable opportunities and enhance organizational effectiveness. Keywords DEI, AI, bias mitigation, cognitive diversity, responsible AI, legislation, workforce, diversity strategy, workforce reskilling, augmented intelligence, human-centric AI, diversity and inclusion, responsible AI, bias mitigation, ethical AI, organizational change Takeaways Political pressures have negatively impacted DEI initiatives. The removal of 'equity' from DEI discussions is concerning. Progress in AI and DEI is being made, but more is needed. Cognitive diversity enhances decision-making in organizations. Responsible AI requires accountability from vendors and organizations. Legislation is lagging behind technological advancements. The future of work will require re-skilling to keep pace with AI.  Organizations must invest in reskilling to adapt to AI advancements. AI can help uncover overlooked talent in hiring processes. Augmented intelligence should enhance human capabilities, not replace them. Human-centric AI is essential for ethical and responsible technology use. Many organizations are hesitant to embrace AI due to concerns about bias. AI can significantly improve diversity and inclusion efforts in hiring. Responsible AI practices are crucial for maintaining ethical standards. Sound Bites "I'm chasing the word promise 365 days this year." "I'm all things people." "I believe that progress is being made." "Cognitive diversity is incredibly important." "You can use AI to unearth talent." "AI is augmenting your own capabilities." "AI is good for business." "We're building a manager intelligence platform." Chapters 00:00 New Year Reflections and Words of the Year 01:48 Torin Ellis: Background and DEI Work 03:07 Reflections on 2024: Political Climate and DEI Challenges 06:45 AI's Role in DEI and Bias Mitigation 13:08 Cognitive Diversity and Its Importance 19:54 Responsible AI and Legislative Challenges 24:45 The Future of AI and Workforce Implications 31:45 AI's Role in Uncovering Hidden Talent 33:46 Augmented Intelligence vs. Automation 35:39 Human-Centric AI: Ethics and Responsibility 38:03 Understanding AI's Limitations and Bias 42:25 The Impact of AI on Diversity and Inclusion 45:50 The Need for Responsible AI Practices 49:48 Addressing Systemic Inequities with AI 51:20 Building a Better Future with AI Torin Ellis: https://www.linkedin.com/in/torinellis Torin Ellis Brand: https://torinellis.com/ Reducing Bias in HR Using AI: https://www.plum.io/report-reducing-bias-in-hr For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    57 min

  5. JAN 7

    Responsible Development of Custom AI Agents and Workflows to Empower Small Businesses with Avi Hacker

    Bob Pulver sits down with Avi Hacker, Generative AI expert and Founder of The AI Consultant Network. Avi is an innovative entrepreneur blending his background in finance, law, and AI to help small and medium-sized businesses harness the transformative power of AI. Avi shares his journey from accounting and law to founding an AI consulting company focused on enabling businesses to automate processes, enhance efficiency, and integrate AI responsibly. The conversation explores key concepts like AI governance, human-in-the-loop systems, and leveraging AI for real estate, legal, and operational workflows. Avi also provides practical advice for overcoming AI adoption challenges and scaling its use for maximum impact. Keywords AI, automation, responsible AI, AI governance, human-in-the-loop, efficiency, small business AI, AI consulting, workflow automation, legal tech, real estate technology, CRM integration, data-driven decisions, ethical AI use, AI in startups, solopreneurship, custom GPTs, AI assistants, AI adoption. Key Takeaways Avi's Journey: Transitioned from finance and law to AI consulting, focusing on small and medium-sized businesses. Human-in-the-Loop Approach: Critical for ensuring automation is accurate, ethical, and effective. AI in Real Estate: Significant potential exists for automating document-heavy tasks, such as contract review and title searches. Custom AI Tools: Avi builds custom GPTs as personal assistants to streamline workflows and save time. AI Governance: Emphasizes the importance of certifications like SOC 2 and ISO for data security and trust in AI tools. Starting Small: Avi recommends introducing AI incrementally to get businesses comfortable with the technology. Empowering Users: Avi educates clients to independently manage and adapt AI tools, ensuring long-term success. Notable Quotes "Everyone should have a custom GPT—it's like having a second brain." "Automation isn't about replacing jobs; it's about amplifying human capability." "Small businesses often struggle to leverage AI responsibly, but with the right tools, they can operate ten times faster, better, and cheaper." "AI governance starts with trust—if you lose trust, you've lost everything." "Even with AI, the human element remains critical for oversight and ethical decision-making." Chapters 00:00 - Introduction to Avi Hacker 01:30 - Avi's Background: From Law to AI 03:12 - Founding an AI Consulting Company 06:41 - AI Governance and Responsible Use 08:47 - Applying AI in Real Estate 11:47 - Workflow Automation and Custom GPTs 14:32 - Educating Clients on AI Integration 17:46 - AI for Document Review and Summarization 20:10 - Challenges of AI Context Windows 24:12 - Importance of Human-in-the-Loop Systems 25:43 - Future of AI: Autonomous AI Managers 36:57 - How to Connect with Avi Hacker 37:11 - Final Advice for AI Beginners Avi Hacker: https://www.linkedin.com/in/avi-hacker The AI Consulting Network: https://theaiconsultingnetwork.com/ The AI Daily Brief: https://avihacker.substack.com/ For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    44 min

  6. JAN 2

    Workforce Transformation via Responsible AI, Skills, and Total Talent Intelligence with Remy Glaisner

    Bob Pulver catches up with Remy Glaisner, an expert in talent intelligence, market research, and HR strategies. They discuss Remy's diverse background in automation and HR, the importance of skills-based organizations, and the integration of soft skills into talent management. The conversation highlights the need for organizations to adapt to market changes and leverage total talent intelligence for better decision-making. Bob and Remy explore the transformative impact of AI agents on various organizational functions, particularly in HR. They discuss the evolution of AI, the importance of governance, and the role of data integrity in ensuring successful AI deployment. The conversation emphasizes the need for organizations to adapt to new technologies while maintaining a focus on responsible AI use and fostering a culture that embraces change. Keywords AI, HR, skills-based organization, talent intelligence, soft skills, data integration, business strategy, workforce planning, automation, employee engagement, AI agents, HR technology, AI governance, organizational culture, data integrity, responsible AI, automation, talent intelligence, strategic workforce planning, AI in hiring Takeaways Skills-based organizations focus on aligning skills with business needs. Understanding both HR and business perspectives is crucial for success. Soft skills play a significant role in team dynamics and effectiveness. Total talent intelligence integrates various data sources for better insights. Organizations must anticipate market shifts to remain competitive. HR should proactively provide data-driven insights to the business. AI can enhance the assessment of both hard and soft skills. AI agents are evolving to execute complex tasks previously thought to require human intervention. AI governance is essential to ensure responsible and ethical use of AI technologies. Data integrity and analytics maturity are foundational for successful AI applications. Organizations must take responsibility for how they deploy AI, ensuring it aligns with their culture and values. AI can enhance human capabilities and support better decision-making in hiring and talent management. The future of work will require adaptability and continuous learning from both individuals and organizations. Strategic workforce planning can benefit from AI by integrating various business inputs and data sources. Sound Bites "How do you define skills-based organizations?" "Skills are like money in the bank account." "We need to anticipate market shifts." "AI can limit friction in HR processes." "AI governance is crucial for responsible use." "Data integrity is key to AI success." "We must be responsible in deploying AI." Chapters 00:00 - Introduction and Background of Remy Glaisner 03:13 - Transitioning from Technical to HR Perspectives 05:57 - Understanding Skills-Based Organizations 08:59 - The Role of Skills in Business Strategy 12:02 - Navigating Skills Mapping and Organizational Needs 15:00 - The Importance of Soft Skills in Talent Management 18:10 - Integrating Total Talent Intelligence 21:05 - Challenges in Data Sharing and Collaboration 23:54 - The Future of HR in Intelligent Organizations 27:48 - The Evolution of AI Agents 30:32 - AI in HR: Reducing Friction and Enhancing Efficiency 34:36 - AI Governance: Ensuring Responsible Use 38:34 - The Role of AI in Organizational Culture 41:45 - Data Integrity: The Foundation of AI Success 46:42 - The Responsibility of AI Deployment Remy Glaisner: https://www.linkedin.com/in/rglaisner For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    51 min

  7. 12/19/2024

    AI, Leadership, and Transformation: Building Adaptable Organizations with Pauline James and David Creelman

    Bob Pulver is joined by Pauline James and David Creelman to discuss the transformative impact of AI on employee experience and organizational change. They discuss the evolving role of HR and leadership in navigating AI adoption, emphasizing the importance of continuous learning, data-driven decision-making, and fostering a culture of adaptability and innovation. The conversation highlights ethical considerations in AI, advocating for responsible governance, oversight committees, and transparent policies to ensure fairness and compliance. They reflect on lessons from the pandemic in driving rapid transformation and the necessity for agile workforce planning to balance cost, capability, and strategy. Pauline and David share their insights on experimenting with generative AI tools, building intuition through hands-on learning, and the critical role of foundational skills like AI literacy and design thinking. They leave you with advice for leaders on effectively managing change, along with details about Pauline and David’s upcoming masterclasses and events. Key Topics Discussed: AI and Organizational Change: The role of AI in workforce transformation and how it’s reshaping leadership, employee roles, and collaboration. Upskilling for the Future: Why continuous learning and fostering AI literacy are essential for both leaders and employees. Breaking Down Silos: Strategies to remove barriers to collaboration and align organizational goals in the age of AI. Responsible AI: The importance of governance, transparency, and ethical practices in implementing AI solutions. AI Augmentation vs. Automation: Real-world examples of using AI to enhance human capabilities, from creating content to personalized learning. Strategic Workforce Planning: How organizations can rethink processes, roles, and incentives to align with AI-driven opportunities. Takeaways for Listeners: AI adoption requires cultural shifts, leadership alignment, and trust-building across all organizational levels. Continuous upskilling, including AI literacy and data literacy, is critical for staying ahead of technological advancements. Leaders must move from managing tasks to managing outcomes, leveraging AI to empower teams rather than micromanage. Organizations should focus on responsible AI practices, ensuring compliance, transparency, and inclusivity at every stage. Experimentation and hands-on learning with AI tools can drive innovation and help organizations unlock new opportunities. Notable Quotes: Pauline James: “The importance of transparency and training to mitigate risks cannot be overstated.” David Creelman: “We need to experiment hands-on to learn what AI can and can’t do—this is critical for its integration.” Bob Pulver: “Leaders need to understand AI’s impact to make informed, data-driven decisions for their organizations.” Chapters 00:00 – Welcome and Introductions 03:00 – AI in Workforce Transformation 06:45 – Leadership in the AI Era 10:30 – Breaking Silos for Collaboration 14:20 – Upskilling and AI Literacy 18:10 – AI Augmentation vs. Automation 22:35 – Lessons from Rapid Change 27:15 – Responsible AI and Governance 32:40 – Experimentation and AI Tools 37:50 – AI’s Rapid Evolution 43:25 – Strategic Workforce Planning with AI 48:00 – Final Thoughts and Upcoming Projects For more resources, visit: Pauline’s company website: Anchor-HR David Creelman’s publications and insights: David Creelman Upcoming events: HR Gazette For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    57 min

  8. 12/17/2024

    Human-Centric AI to Modernize Performance Management and Improve Workforce Development with Sarah Katherine Schmidt

    Sarah Katherine Schmidt and Bob Pulver explore the intersection of AI and HR, focusing on performance management, trust in AI tools, and the evolving expectations of a multi-generational workforce. They discuss the importance of continuous feedback, continued human involvement in recruitment, and the need for data-driven insights to enhance talent management and workforce planning. The conversation emphasizes the potential of AI to improve employee experiences while maintaining a focus on human agency and trust. Sarah Katherine and Bob discuss the importance of hiring practices that focus on objective criteria rather than personal biases, the challenges of organizational transformation, and the emotional responses individuals have to change. They emphasize the need for AI literacy and responsible use of AI tools, highlighting the importance of training and policies to mitigate bias. The conversation also touches on the interplay between data literacy and AI literacy, advocating for continuous education and critical thinking in the use of AI technologies. Keywords AI, HR, performance management, customer experience, workforce planning, talent development, employee engagement, generational differences, data-driven insights, trust in AI, AI, hiring, transformation, emotional response, AI literacy, responsible AI, data literacy, change management, bias training, organizational change Takeaways AI enhances performance management by promoting agile processes. Trust in AI tools is essential for successful HR integration. Feedback frequency is shifting towards continuous rather than annual reviews. The candidate experience is crucial for attracting talent. Generational differences impact employee expectations and experiences. AI can help reduce biases in performance evaluations. Investing in talent development is key for organizational success. AI tools can streamline HR processes and improve efficiency. The future of workforce planning relies on comprehensive data integration.  Emotional responses to change can impact engagement. Organizations must foster AI literacy among employees. Bias training must evolve to include AI considerations. Policies on AI use are essential for responsible implementation. Continuous evaluation of AI tools is necessary. Data literacy is foundational for effective AI use. Curiosity and education about AI should be ongoing. Sound Bites "Trust in HR around AI still needs to be built" "Candidates desire feedback, not ghosting" "Understand the emotional response to change." "We need a whole new lens on bias training." "Responsibility by design is crucial." "You can't just grab any shiny object." "Let's not set the bar at just good enough." Chapters 00:00 - Introduction to AI in HR 02:48 - The Evolution of Performance Management 05:47 - Building Trust in AI Tools 08:53 - The Human Touch in Recruitment 12:07 - Navigating Generational Differences in the Workforce 15:02 - Data-Driven Insights for Talent Management 17:55 - The Future of Workforce Planning 20:51 - Leveraging AI for Talent Development 25:52 - Hiring Beyond Bias: The Need for Objective Criteria 27:06 - Navigating Transformation: Challenges and Opportunities 29:51 - Understanding Emotional Responses to Change 33:30 - AI Literacy: Empowering Organizations and Individuals 35:49 - Responsible AI: Training and Policies for Ethical Use 38:53 - Evaluating AI Tools: The Importance of Critical Thinking 46:52 - The Interplay of Data Literacy and AI Literacy Sarah Katherine Schmidt: https://www.linkedin.com/in/sarahkatherineschmidt PeopleLogic: https://peoplelogic.ai For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.

    50 min
See All (52)

Ratings & Reviews

5
out of 5
4 Ratings

About

Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.

Information

  • Channel
    WRKdefined
  • Creator
    WRKdefined
  • Years Active
    2024 - 2025
  • Episodes
    52
  • Rating
    Clean
  • Copyright
    © All rights reserved by WRKdefined
  • Show Website
    Elevate Your AIQ

More From WRKdefined

You Might Also Like

To listen to explicit episodes, sign in.

Stay up to date with this show

Sign in or sign up to follow shows, save episodes, and get the latest updates.
Select a country or region

Africa, Middle East, and India

Asia Pacific

Europe

Latin America and the Caribbean

The United States and Canada