2024 employee benefits & workplace predictions: The future of AI
Industry leaders share their thoughts, comments, and concerns about AI and how it will affect their 2024.
Artificial intelligence has really taken the world by storm. Now the question is “what do we do with it/?” Many HR leaders are pondering how to implement this technology in their day-to-day work lives in order to speed up their administrative work while as keeping the “human” in “human resources”.
Industry leaders share their thoughts, comments, and concerns about AI and how it will affect their 2024.
AI adoption will surge across workplaces
After years of anticipation and hype, artificial intelligence is finally ready for primetime. In 2024, we anticipate companies across industries will begin to ramp up their adoption of AI, which will eventually revolutionize various aspects of employee engagement and development, while also having far-reaching impacts on the workplace. At this point for small and midsize businesses, AI will largely be driven by experts within organizations who are utilizing it as a tool — while major enterprises will be integrating it on a bigger scale. Companies of all sizes are ultimately poised to integrate AI into various operations, enhancing and augmenting productivity and efficiency. This shift underscores the importance of ongoing upskilling to adapt to the evolving technological landscape, marking a pivotal transformation in how work is accomplished and the skills needed in the modern workplace.
Additionally, AI-driven platforms for employee education and training and benefits platforms will likely become more advanced — offering personalized learning and tailored recommendations for diverse needs — leading to greater satisfaction and retention. Further, as AI continues to evolve, its integration into various HR functions will streamline processes, drive efficiency, and enable companies to deliver more personalized and impactful experiences to their workforce. Organizations that are able to quickly recognize the value of AI and encourage safe and secure employee adoption stand to gain a competitive edge in 2024.
Joe Galvin, Chief Research Officer, Vistage
HR will need to up their AI game
Given the rapid evolution of generative and predictive AI, employers will start to have a more-dedicated AI pillar and AI strategies that they might not have had before, particularly in relation to HR. They’ll start to look at everything through more AI-enabled lenses (e.g., value, productivity, etc.).
HR professionals will need to have a deeper knowledge and understanding of AI. We’ll start to see the need for AI prowess filter its way into more HR jobs postings and job descriptions – 2024 will be the year for HR professionals to get with it on the AI front.
Petrina Thompson, head of HR, Brightside
The digital workforce and the human workforce will coincide
Employees across industries are fearful that AI will automate their jobs and displace them. While it’s reasonable to suspect that AI will alter jobs (many technological advancements have), in 2024 we’ll see that generative AI is making jobs easier and output stronger (companies are already starting to see massive ROI from implementing the new tools). More and more jobs will soon be enhanced by AI – as it streamlines tasks and offers easy access to knowledge – and employees will find that tedious work has been simplified for them. Rather than replace existing employees, organizations will need to leverage their expertise to determine how new AI tools can best supplement their positions. Over the next few years, businesses and employees will learn to leverage this new “digital workforce” alongside their human workforce, without making the latter feel underutilized or ignored.
Hubert Palan, founder & CEO, Productboard
Bridge the gap with generative AI
According to a new report by Forrester, AI will affect more than 11 million U.S. jobs and while many employees fear that AI will replace their roles, these numbers are more about augmentation than replacement. As AI technologies become increasingly integrated into various industries, employees will soon be required to possess the skills and knowledge to work alongside AI systems seamlessly.
Proper training can bridge the gap between the promise of generative AI and its practical implementation. Although 86% of employees believe they require training on how to harness AI, many have reported not receiving the training they expected as companies started increasing the use of AI. Several factors contribute to this discrepancy: lack of in-house expertise, resource constraints, ineffective training models, ROI concerns, and competing training priorities.
In light of these challenges, it’s imperative for organizations to recognize the importance of AI training and to invest strategically in it. Companies that prioritize a culture of continuous learning and adaptability will be better positioned to navigate the transformative impact of AI, fostering an environment where employees are not only equipped to work alongside AI systems but also excited about the opportunities it presents for personal and professional growth.
Tommy Richardson, Chief Product & Technology Officer, Litmos
Proceed with caution: Validating AI based HR tech
Generative AI is an unstoppable tsunami of unprecedented change that is and will hit all organizations. 2023 saw the first real strides in commercial and open-access Gen-AI with the release of ChatGPT Plus in February. And since then, we haven’t stopped talking about it! Gen-AI will undoubtedly make HR and business processes more efficient, reduce repetitive tasks and lead to great leaps in predictive talent analytics.
The HR tech industry is fighting to lead the way, but HR should be cautious in reviewing and validating AI based HR Tech. AI is largely unregulated and there are risks in its use. As organizations look to ride this wave, they will need to be savvy about understanding the technology available and validating its suitability as we integrate AI in 2024.
Lucy Beaumont, Solution Lead – Manager & Leader, SHL
AI & the biggest upskilling/reskilling moment in history
2023 was generative AI’s big introduction to the World and in the next year, we’ll start to see adoption and practical applications rise dramatically — especially in the workplace. AI will unlock even more opportunities by tackling administrative tasks and opening new doors for employees to spend their time on more strategic and innovative work. As companies of all sizes across industries navigate the evolving AI landscape, having a thoughtful AI workplace strategy, and a team that is enabled both structurally and professionally for what’s to come, will prove essential. People teams in particular will need to own this moment and avoid the impression that IT and Engineering teams should call all the shots.
The near-term danger of AI lies in the short-sighted perspective that it’s an opportunity to reduce the workforce – those who do will fall flat and risk losing top talent to burnout. Meanwhile, those who use AI to invest in their people will reap the rewards – the next 18 months are going to be the biggest upskilling and reskilling moment in history.
Dean Carter, Chief People and Purpose Officer, Guild
AI’s impact & anxieties in the workplace
We know our workplaces are in store for change via AI, but change needn’t necessarily mean trauma. This is the year we start putting AI into place in our organizations and rallying around its potential. Yes, automation will displace 85 million jobs over the next five years, according to the World Economic Forum. It will also create 97 million new jobs. Meanwhile, LinkedIn’s recent Future of Work report suggests that by 2030, the ongoing AI revolution will have translated into the skills required for our jobs changing by 65%. This all suggests to me that the anxieties around AI represent a fear of the unknown -– new technology, new (or shifting) job responsibilities, and new ways of working -– as much as they represent a fear for one’s security. Automation and AI will cease to be unknowns and integrate themselves such that a polarity of us can see their advantages up close. This may well be the year it happens.
Scott Cawood, CEO, WorldatWork
The role generative AI plays in how work gets done
Another major conversation next year will be about the role generative AI plays in how work gets done. It’s been a year since ChatGPT was introduced to the market, and 2024 will be the year that businesses begin to sharpen their strategies around it. The efficiency gains are clear, and employees across all industries quickly caught on to the fact that services like ChatGPT have value beyond functioning like a sophisticated search engine. I think in the coming year, we’ll see more and more C-suites stepping up and embracing the opportunity to not only help their employees be more productive with AI but harness its power to build more equitable and fair experiences, both in the workplace and for customers.
Doug Dennerline, CEO and Executive Chairman, Betterworks
Responsible AI will gain significant traction
I predict employers and employees will have a growing interest in responsible AI as they continue to experiment with the AI, particularly generative AI, to drive productivity and creativity. Responsible AI is an operating approach that establishes a culture of responsibility involving people, process, and technology to minimize risk and unintended impact and maximize benefit. In fact, according to a new survey commissioned by AWS and conducted by Morning Consult, nearly half (47%) of business leaders plan on investing more in responsible AI in 2024 than they did in 2023. Three in five business leaders believe that in the future, people will see responsible AI as a business imperative rather than a nice-to-have.
Additionally, we’re seeing growing interest in responsible AI as a topic. Seventy-eight percent of business leaders believe that people will soon want to learn more about responsible AI from trusted experts and sources and 39% plan to roll out responsible AI trainings to their workforce in the new year.
This is a positive step forward because it’s important that we do everything in our ability to minimize risks and mitigate unintended impact. Implementing a responsible AI strategy doesn’t have to be overwhelming or slow down the pace of innovation. I often tell customers to start with education for everyone across the company. It may seem like a small step but it goes a long way in terms of creating a culture of responsibility at the organization.
Diya Wynn, responsible AI lead, AWS
AI tools embedded in recruiting process
We will certainly see more AI enabled tools embedded in the recruiting process to improve hiring workflows and candidate selection. I believe we are also going to see a rise in skill development as employers must cultivate and develop their workforce to meet future demand and find ways to engage and retain their employees. As economic uncertainty continues, may candidates will be seeking strong wages, benefits and a culture that meets their needs.
Alison Stevens, Senior HR Director, Paychex
We must treat AI like a coworker
In 2024, we can expect unprecedented integration of artificial intelligence in the workforce. For most workers, AI will become a side-by-side co-worker. While this may feel threatening, it presents opportunities. The core skills for success – growth mindset, positivity, self-awareness, and sound judgment – will be as critical as ever when interacting with AI. We must direct AI with a clear sense of purpose, delegating specific tasks rather than strategy. The soft skills we use with human coworkers will prove even more vital when leveraging this new technology.
Ned Rhinelander, Chief Technology Officer, meQuilibrium
The world of HR is undergoing a digital transformation
Embrace the latest technologies, especially Artificial Intelligence (AI) and all that it offers the HR function. The world of HR is undergoing a digital transformation, embracing AI at an impressive rate. Our recent report showed that 9 in 10 HR leaders use AI at work at least once a week, and a staggering 91% reported notable improvements to their people processes. AI’s impact and positive potential in this sphere are undeniable, and we expect the uptake and impact of these technologies will only continue to improve and accelerate HR processes in 2024.
Jenny von Podewils, co-CEO, Leapsome
Empathetic AI
Empathetic AI is set to revolutionize the health care and benefits industry — in fact, we’re watching AI at large transform many organizations across many industries in real time. But AI is only as beneficial as the people it’s serving and that’s where empathy will play a pivotal role. In the next two years, we’ll see true differentiation between “AI” and “automation” hit the market. This is a crucial time for organizations to establish the true value of AI for HR — from cost management and stability to developing a meaningful employee experience. Accessibility and service delivery are top priorities across the board and empathetic-AI-enabled services are poised to reposition HR as key organizational strategists with meaningful data and feedback.
Jon Shanahan, President & CEO, Businessolver
AI will unlock new analytics
AI in HR technology is set to unlock groundbreaking analytics, offering predictive insights on employee turnover, safety, and workplace dynamics. This innovation enables companies to anticipate challenges and make data-driven decisions, positioning them at the forefront of HR evolution.
Sandra Moran, Chief Marketing Officer, WorkForce Software
Generative AI must be governed
In 2024, in addition to investing in chatbots for customer and information services, businesses should focus GenAI investments on creating information at scale. For HR this means putting information at employees fingertips so they can access it in real time, when they need it and leveraging expert systems, machine-learning and advanced analytics to optimize labor, scheduling and proactive actions to ensure desired business outcomes.
Businesses need to actualize machine learning (ML) models if they wish to move faster than their competitors in 2024. AI (specifically ML) modeling allows businesses to have the data they need to differentiate against competitors, allowing them to move faster with their data. This will be key for businesses looking to stand out in the marketplace.
Nicole Neumarker, Chief Technology Officer, WorkForce Software,
Establish a foundation for the application of AI
As AI and technology increasingly dominate the workplace, encompassing everything from HR systems to the day-to-day activities of workers, it becomes crucial to establish a solid foundation for the application of these powerful tools. In the realm of HR, for instance, preceding the adoption of AI-powered tools, companies should delve into fundamental aspects such as their approach to handling bias and discrimination, fostering inclusivity, ensuring transparency, and refining decision-making processes. While technology can serve as a potent ally, it has the capacity to amplify organizational issues instead of addressing them.
John Hackston, Head of Thought Leadership, The Myers-Briggs Company
Advantages of AI support
AI has been at the forefront of business conversations in 2023. In 2024, we will see AI being more broadly adopted, especially as companies begin to see the advantages of AI support during open enrollment season.
Paul Martinez, SVP, Employee Benefits, Newfront
The trust in AI is the significant change
The future of AI in HR will be focused on skills-based resourcing instead of role-based resourcing. As companies identify the gaps inside their business, they are becoming more challenged in determining the skill sets they need and less prescriptive about what the actual job title is. But companies don’t have the internal capabilities to do the data analysis, to say, “This person with this resume meets the skill criteria we need.”
As the data gets more complex, we’re seeing people lean more towards AI and trust AI because they can’t sift through the data on their own.
The trust in AI is the significant change moving forward. The data and the knowledge gap is so high that many companies are willing to trust AI to make decisions. In turn, employees want their preferences taken into account and are more trusting that an AI-powered mobile app or system can do that better than a human.
Dominic Esposito, Co-Founder and CTO, Jitjatjo
SMBs & implementation of AI
In 2024, AI will shift from a topic of conjecture in the C-suite to an integral part of day-to-day operations of HR. But for small business leaders, it might be more difficult to keep up with the adoption of AI. The biggest challenge for small to midsize businesses will be overcoming the confusion that often comes with the implementation of AI. In order to prevent their small business from falling behind, HR leaders must build a roadmap towards AI adoption. There’s a real appetite among HR leaders to harness AI, but they will be looking for guidance on how and where to start as we move into 2024.
Geoff Webb, VP of Solutions Strategy, isolved
The rapid advancement of AI
The rapid advancement of AI is revolutionizing the workplace but this technology lacks the nuanced understanding of decision-making, effective communication and critical thinking. These skills are critical to helping employees navigate dynamic work environments, successfully communicate and present business result insights to non-technical stakeholders and will be key to leveraging and collaborating effectively with AI systems in the future. In fact, data shows 80% of HR or compensation professionals are already placing a stronger focus on soft skills that generative AI doesn’t cover. Investing in soft skill development will be crucial for organizations to foster a collaborative, efficient, AI-driven and successful work environment. In 2024, soft skills will become a key differentiating factor for employees in the talent pool.
Rachel Hamann, AVP of Partnership Development Operations, AllCampus
A messy regulatory maze
AI will be dragged through a messy regulatory maze. Regulations will rain down on AI from all corners of the world, creating a complex regulatory maze that will be challenging for companies to navigate. Specifically, within the United States, AI regulation could and likely will vary on a state-by-state or even a city-by-city basis, similar to how tax laws currently vary by jurisdiction. In 2024, as organizations work to address a patchwork of regulatory AI frameworks, they must ask themselves: “Should AI be enabled here, and if so, how?”
David Lloyd, Chief Data Officer, Ceridian
AI will pave the way for HR to focus on the ‘human’ aspects
While industries like marketing, sales, and finance have undergone a profound evolution from AI over the past few years, the recruiting sector has only recently begun to recognize the advantages it brings to areas such as recruiting, onboarding, and employee monitoring. As organizations tighten their focus on cost reduction and strategic growth in the coming year, they will entrust activities such as sourcing talent entirely to AI to surface the best candidates– freeing up valuable time for HR professionals to upskill in understanding how AI can “co-pilot” alongside them, and truly focus on the strategies and initiatives that improve the employee experience. This could include paving possible career paths for people in an organization, boosting employee recognition/morale, and implementing new benefits and ways to cultivate a positive workplace.
Sam Friedman, SVP of People Strategy, Hired
AI to enhance the employee experience
AI remains a big trend in the workplace, with organizations leveraging it primarily for productivity gains. We’ll see more organizations deploy AI to enhance the employee experience and improve HR service delivery while also using it to predict and resolve turnover challenges. We’ll see more discussion and legislation around AI in the workplace, particularly in the UK and EU, due to privacy and confidentiality concerns.
Miriam Connaughton, Chief People Officer, Simpplr
Optimizing time
In 2024, we are likely to see organizations taking notice of their interviewing practices and applying AI technology to get better visibility across the interview lifecycle.
There will be much more scrutiny from candidates on why there are a greater number of interviewing rounds (and they have to spend a lot of time). Organizations will look to optimize their time spent in interviewing and increasing the quality of hire.
Kuldeep Yadav, Senior Vice President of AI & Labs, SHL
Adopt AI or risk falling far behind
The adoption of AI was not a fleeting 2023 fad – it’s the way of the future. The adoption and onboarding of AI, specifically within HR and workplace tech, will happen in 2024 even faster than previous years. 2024 will see new technologies and more experimentation than ever before as companies are desperate to find ways to engage their employees in the new year, especially in remote and hybrid environments. It’s time to adopt AI or risk falling far behind your competitors.
AI will serve as a key tool in upskilling, employee learning, and career development. Companies that adopt AI solutions will find their employees have much more availability as tasks take less time to complete, and they can use that to manage their time more efficiently. Pushing employees to learn how to use new, AI-powered tools inspires a culture of learning across the company. People want to grow and introducing new technologies forces companies and their workforce to harness new skills and capabilities. Companies that fail to encourage growth will continue hemorrhaging employees as their talent retention woes persist into 2024.
AI will still require human oversight. While AI can make the lives of HR professionals easier, this doesn’t mean you can remove the human aspect from Human Resources. Companies will succeed when striking the right balance between AI tech and human engagement at the workplace, whether that be in-office, remote, or hybrid. However, there isn’t a one-size-fits-all solution here – each company must find the balance the works best for them, their leadership teams, and their staff. AI will not replace the human touch, but it will amplify a company’s ability to reach and engage their employees through personalized interactions.
Archer Chiang, Founder and CEO, Giftpack
AI is going to revolutionize HR
AI is going to revolutionize HR. It will be introduced faster into HR than ever previously thought and we will soon all be using it to ease the hiring process and automate regular HR tasks. These automated functions may even force HR employees to redefine their work.
HR will also continue to go more commercial and work with leaders to help drive the change that needs to be driven. Top HR executives will be more involved in company strategy than ever before.
Teri Ellison, CHRO, SHL
Acceleration of AI adoption
In recent years companies across all industries have been examining how AI impacts their business and the employee benefits industry is no different. In 2024, I believe we’ll see an acceleration of AI adoption among insurance carriers within the employee benefits industry. Most carriers will have at least one area across the value chain where they will utilize AI and more carriers and brokers will work with employers to incorporate AI that can positively transform the employee experience. Use cases to transform the employee experience through AI can range from providing more personalized services to more efficient and effective claims support and processing.
Stephanie Shields, head of employee benefits, Equitable