Meanwhile, 70% of C-suite executives claimed that they trust AI to forecast future business scenarios, and nearly half (47%) of all UK decision-makers who were polled reported the same (that they trusted AI to predict future business scenarios).
Around a third (32%) of all respondents said that they trusted AI to forecast on its own, without human oversight. The research findings were published in TeamViewer's report, published yesterday (29 October).
“Today’s AI technology enables HR teams to forecast talent demand, analyse vast data sets, identify skills gaps and pinpoint areas where workforce alignment is needed,” said Constanze Backhaus, TeamViewer's chief HR officer, speaking to HR magazine.
“Beyond workforce planning, AI can project progress on key business goals, including diversity and inclusion, and it can accurately forecast budgets by analysing payroll, recruitment costs, benefits and projected spending,” Backhaus continued.
“This equips HR to plan effectively and coordinate seamlessly with other teams, ultimately strengthening the company’s strategic initiatives.”
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AI could be crucial to helping HR meet the evolving demands of their role, according to James Devine, director and UK lead for health and care workforce at professional services firm KPMG.
He told HR magazine: “The role of HR is evolving, and that means embracing new ways of working, new digital innovations, and greater expectations of the people profession.
“AI can support people professionals with areas like data-driven insights. This data can be used to identify trends, patterns, and insights that can inform strategic decision-making.
“For example, AI can be used to predict employee turnover, identify high-potential employees, and develop targeted training programmes. This is when HR teams become integral to the business, and a true business partner adding value.”
According to TeamViewer's research findings, nearly three quarters (74%) of decision-makers believe that AI will drive productivity in the next century. Meanwhile 74% of decision-makers with disabilities or chronic illnesses believe that AI could improve accessibility.
Backhaus noted that HR leaders can also use AI to improve inclusion.
"AI not only helps HR leaders navigate new challenges but also streamlines processes and supports equal opportunities,” she said. “Such capabilities reinforce AI’s pivotal role in HR, driving inclusive and strategic growth across the businesses."
A wider focus on diversity, equity and inclusion and social mobility could allow HR to be more strategic, Devine suggested.
“Other areas on the horizon to support strategic HR capability include a greater focus on social mobility, wellbeing and equality and inclusion,” he noted.
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“Another key area will be a strong and strategically aligned employee value proposition. By 2025, Gen Z will account for 30% of the global workforce; this is the first generation to have grown up entirely in the digital age, and have values, expectations and skills that will shape the future of HR and their expectations of how, where and why they work.”
Investing in learning and collaboration could also improve HR's strategic capability, Backhaus explained.
"Alongside investing in AI technologies, focusing on continuous learning and development is key. With AI becoming more integral, ensuring the workforce is skilled in its application is essential. In fact, 76% of respondents said their organisation has provided formal AI training, highlighting the importance of equipping teams with the skills to maximise AI’s potential.
"Improved internal communication and collaboration also plays a vital role. By aligning teams on best practices and shared goals, HR can reinforce strategies that prepare the profession for future challenges, enabling competitive growth for the entire organisation."
TeamViewer commissioned the independent research consultancy Sapio Research to survey 1,400 senior decision-makers in companies with at least 200 employees across the UK, France, Germany, Australia and Singapore, and companies with at least 500 employees in the US, between August and September 2024.
