The unprecedented acceleration of artificial intelligence in recent years is challenging the business models of countless companies.
“More than 80% of jobs in developed economies will see their tasks profoundly transformed by AI.”
FORBES, March 25, 2024
While many leaders are aware of the risks posed by this new industrial revolution, few large corporations appear ready to integrate the cultural revolution it brings into their HR strategies. Yet an unprecedented effort in training and adaptation will be necessary to turn AI into an opportunity for our industries.
Within the next three years, it is widely accepted that at least 30 to 40% of routine tasks will be delegated to machines. Digital agents are entering the market, offering to replace human agents—or at the very least—drastically simplify their responsibilities.
Which roles will be affected first?
HR, Marketing, Customer Relations, Accounting/Finance, Legal, and Regulatory functions will be the first to be impacted. Many solutions in these areas are already available or in rapid development.
Example 1:
A major French bank has just rolled out the first phase of its AI program for customer advisors. This technology automatically records telephone conversations and generates a summary, which is saved in the client’s profile. This also enables the company to assess the quality of the interaction and offer training to employees if needed. Upcoming phases aim to further reduce the workload of employees. Technologically, 80% of a customer advisor’s tasks could be handled by AI within less than a year.
Example 2:
A U.S. company has launched an AI tool designed to replace a project manager by running video meetings. The AI handles scheduling, task assignment, and even validates each team member’s output.
Example 3:
An American financial firm is now using AI to conduct its audits. What previously took weeks is now done in just a few hours.
As algorithms prepare to reshape the job descriptions of millions, the responsibility for managing this transition primarily lies with HR departments. AI is not merely a technological evolution—it is a profound transformation of collaboration models, requiring new skills and new values.
AI makes advanced technology accessible to everyone. Because many technical skills can now be easily replicated and automated, their value will decline in favor of attributes such as entrepreneurship, teamwork, and agility—the ability to switch between tools and navigate multiple application environments.
What we are currently experiencing is only the beginning of a massive upheaval. The AI tools we see today—capable of generating increasingly relevant content—will soon be joined by decision-making AI, granting machines the ability to make sound decisions. Examples include Google’s AMIE health assistant and AERA’s supply chain agent.
The breakneck pace of AI development and adoption demands immediate preparation. Within 18 months, most of these technologies will be widely available. That is an extremely short time frame in terms of HR planning. It is therefore urgent to take action now and implement solutions tailored to your organization’s specific needs in order to turn potential risks into opportunities.
Far from being a mere technical evolution, artificial intelligence represents a cultural revolution—one that puts humans back at the center of innovation. The ability to create new products and services will no longer rely solely on dedicated development budgets but rather on HR policies focused on innovation and adaptability to this new strategic landscape. Because AI is shaping our shared future, it is our responsibility to create the right conditions to ensure it serves everyone—and becomes a powerful driver of innovation and value creation.
