Salesforce Research underlines the HR department in the digital workforce

On Tuesday, May 5th, Salesforce announced new research results: 86% of the 200 boss -human resource officials surveyed (Chros) said that the integration of digital workers will be a critical part of their work in addition to their existing workforce. In addition, 89% stated that you believe that AI agents / digital work will enable you to assign human employees into new, more relevant roles, while 88% provides that the implementation of the cheaper approach is compared to the hiring outside of business for new roles.

“In this report, HR leaders said that they believe that it is their job to monitor and guide this [agentic AI] Transformation, ”said Greg Shewmaker, CEO, R. Potential during a forecast call.“ I think the actual shift will not take place at the level of the entire work system at the level of tasks. We will ultimately see how AI will change, how decisions are made and how the coordination is done. ”

Part of this shift is now carried out, and two top-class companies recently plant AI inserts into the ground. The co -founder and CEO of Duolingo, Luis von Ahn, announced that of the company AI-First farm In a memo published by LinkedIn, it says that it would gradually stop using contractors [for work] This AI can deal with this employee if a team could no longer automate from his work and that most functions have specific initiatives to fundamentally change their work. (This announcement came immediately Setback.))

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Similarly, the CEO of Shopify Tobi Lutke wrote that Ai is a fundamental expectation for everyone who works at Shopify and that the teams before the teams demand more employees and resources “have to show why they don't get what they want to do with AI”.

Before Shewmaker took the helm at R. potential, she was Group SVP, Global Operations and AI at the ADECCO Group, a global personnel company. Adecco, what Salesforce's agentforce implementedconsidered AI agent as a way to achieve results that were so far impossible for the company. For example, ADECCO receives 300 million applicants on average each year and were only able to react to about 10% of them.

“It was never practical for us to hire thousands of more recruiters to drastically improve these figures,” said Shewmaker during the preparation. Instead, you have divided this recruitment work between humans and AI agents in such a way that the “digital workers” work together with 100% of the applicants within seconds. “That doesn't mean that the person gets an interview or the job, but we tell you: We hear them, we see them and they are on our radar.”

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To achieve this, SHEWMaker said that Adecco has new training courses for digital and human workers, new incentive plans and new KPIs-in essential “a brand new system for recruitment with a high volume”.

Shewmak's new company, R. potential (Financed together by Salesforce and ADECCO) to go on to continue by taking up decades of global work data from around 10 million companies and combining them with a dynamic understanding of the developing AI agency skills.

“We create recommendations for the workforce [about] Which combinations of human and digital workers could be possible in an industry, a company, a department and even at roles, “said Shewmaker.

This approach represented by ADECCO and Shewmaker goes beyond the provision of point solutions, which could offer a certain level of generative AI support to a knowledge. Accordingly Emily Rose McRaeThe Senior Director Analyst at Gartner, HR, can help to determine pain points in the organization that can address technology – generative AI, agent AI or another solution. MCrae also suggested that high -ranking personnel leaders give guidelines and feedback on AI as part of the strategic planning talks for business units.

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“The most important thing I talk about is when someone suggests a AI application that they should ask: how to roll and change workflows to get the best out [the technology]? “MCrae said. [change]Then make sure that everyone is on the same side about what kind of returns he expects. Changes on the edge are okay, but do not necessarily lead to it [greatly] Increased productivity or position to do things on a completely different yardstick. “

Nichol BradfordShrm-Executive-in-Residence for AI+HI agrees and characterizes KI as a social, cultural and behavior-related change for organizations that at least contains the revision of workflows, as SHEWMAKER implies and, as in the guidelines of the Shopify and Duolingo.

“I think managers will decide which resources they need and say” This can happen from an agent “or” This cannot “and the HR department is deeply included in the task and the role evaluation because they have always done so.” Said Bradford. “The difference [moving forward] will be that the combination of people and [AI] Agents will be part of the entire image for management to make business decisions, and the HR department will be a strategic partner [in creating that map]. “”