Gen AI: How do we tackle human capital use case prioritization to maximize value?

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As HR functions continue to experiment with copilots and Gen AI technology to enable talent practices and augment workforce capabilities, its critical to have a foundational structure in place that ensures a holistic and a data-driven approach to prioritize use cases all the way from identification to deployment of the Gen AI solutions.


When it comes to ecosystem, this first quarter, we have seen new acquisitions, partnerships and perspectives on Gen AI, HR and workforce.


  • McKinsey published “Four ways to start using generative AI in HR”
  • IBM published “HR Champions generative AI: Embrace experimentation, empower people”
  • Accenture acquired Udacity and launched “Accenture LearnVantage”
  • Deel acquired Zavvy and Payspace.
  • HackerRank launched two new AI-powered products.
  • Thomas Otter shared his perspective on the Workday Deal + HiredScore.

Since Gen AI technology is evolving constantly, AI players, consulting firms and HR technology vendors are also adapting in terms of new capabilities, offerings and services, making very complex the process of connecting all the moving parts when it comes to aligning technology, data, talent and culture with business value.


As companies align on the path forward to prioritize Gen AI use cases in human capital, decisions around BUILD vs BUY vs HYBRID come to play as well. Some companies are investing heavily in AI for talent HR and even have teams of data scientist and software engineers working on tailor-made solutions. Others, are investing heavily in upskilling and re-skilling talent to develop AI capability and others are reinventing talent frameworks and orchestrating and streamlining HR technology stack.


As HR becomes the front-runner in using Gen AI to enable digital experiences, provide real-time insights, and augment employee’s productivity, here are some relevant use cases that can be implemented to test and generate some early wins.


Content generation in recruiting when it comes to drafting job postings, generate personalized outreach messaging, and guide candidates.

Analyze insights when it comes to talent and performance, performance goals and feedback writing assistant.

Learning copilot to analyze, assess skills and personalize learning journeys.


What’s next?


1️⃣Set the vision and capabilities

2️⃣Assess impact and value case

3️⃣Develop plan for workforce impact

4️⃣Establish Operating model

5️⃣Hold the organization accountable

🔍The one pager below provides a high-level view.

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Note: All views expressed in this article do not represent the opinions of any entity whatsoever with which I have been, am now, or will be affiliated. My opinions are my own.

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Albert Loyola

Artificial Intelligence | Employee Experience| HR Transformation| Advisor| Speaker

Albert brings global market research experience  to help executives harness intelligent technologies, reinvent HR, re-skilling and employee experience across NAR, APAC, LATAM and EMEA regions.

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