At the start of 2023, the excitement around AI was palpable, with systems like ChatGPT and Bard entering the mainstream. HR and Talent Acquisition (TA) professionals were eager to explore how AI could revolutionize their fields, but many didn’t know where to start. This was especially evident during our recent HR Inspiration Session, attended by 100 HR, TA, and L&D leaders in Malaysia. We asked them a crucial question – where would AI bring the most value in HR?

Six areas consistently emerged as priorities. Below, we’ll explore how AI is making a difference in each one.

Learning & Development (L&D)

Value: Continuous learning is critical for employee retention and organizational growth.

AI’s Role: AI-driven platforms now create personalized learning experiences, assess learning styles, and provide tailored content. They also predict future skills gaps, allowing HR teams to design proactive training programs. This leads to greater engagement and faster upskilling.

HR Administration / Shared Services

Value: HR administration can be a time-consuming burden, often filled with repetitive tasks like payroll and benefits management.

AI’s Role: By automating administrative workflows, AI reduces errors and improves efficiency. Chatbots handle routine queries, while systems flag compliance risks or recommend process improvements. The result? HR professionals are free to focus on more strategic initiatives.

Resourcing & Recruitment

Value: Finding the right talent is key, but recruitment processes are often long and biased.

AI’s Role: AI transforms recruitment by automating candidate sourcing, screening, and interview scheduling. Predictive analytics identify top candidates faster, reduce bias, and improve decision-making. As AI advances, it will even help assess soft skills and cultural fit, further refining the hiring process.

HR and Strategic Planning

Value: Aligning HR strategies with business objectives requires data-driven insights.

AI’s Role: AI provides predictive analytics that enable HR leaders to anticipate workforce needs and respond quickly to changes. AI-driven insights on employee turnover, talent availability, and workforce performance make it easier to make strategic decisions that benefit both the company and its employees.

Performance & Career Management

Value: Employees today expect regular feedback and clear career progression paths.

AI’s Role: AI offers continuous feedback loops and real-time performance data, helping managers provide timely, relevant feedback. It also identifies opportunities for career development, creating personalized growth paths that align with both employee aspirations and organizational needs.

Employee Engagement

Value: Engaged employees are more productive and less likely to leave, making engagement a critical area for HR.

AI’s Role: AI analyzes data from surveys, social media, and workplace communication tools to gauge employee engagement. Predictive tools identify early signs of disengagement, allowing companies to act quickly. Personalized engagement strategies ensure that employees feel valued and motivated to contribute to the company’s success.

Charting a Path for AI in HR

Our survey highlights that HR leaders in Southeast Asia see AI’s potential across critical functions: L&D, HR Administration, Recruitment, Strategic Planning, Performance Management, and Employee Engagement. Each area represents a challenge that AI can address, creating more efficient, data-driven processes.

But there’s a caveat. Many companies in the region are still building foundational processes and may feel overwhelmed by the complexity and cost of AI solutions. For these businesses, simplicity and scalability are key. Leaders must break down perceived barriers, like internal resistance and fears about job displacement, and start small.

We’re already seeing trailblazers in the region showcasing the power of AI through quick wins and clear ROI. These early adopters are paving the way, demonstrating how AI can enhance HR operations without upending existing systems. Now is the time for more HR technocrats to share their real-world experiences and build momentum for AI adoption.

C-suite endorsement will be critical for scaling these efforts, but the voices of those on the ground—the technocrats—must be amplified. The future of AI in HR depends on leaders’ willingness to embrace new technology, test solutions, and build trust in AI’s ability to solve real business problems.

With the right mindset, AI won’t just be another buzzword—it will become the key to unlocking new levels of efficiency, engagement, and growth. The future is here. The starting question has to be: Are you ready to harness it?