Bob Pulver and Richard Rosenow discuss various topics related to people analytics and AI in the workplace. They cover the ongoing terminology debate, the importance of upskilling in AI, and the impact of AI on both individual and team productivity. They discuss the challenges of integrating AI tools into existing workflows and the need for HR to take a proactive role in embracing AI and responsible AI practices. They also touch on the demand for AI talent and the future of HR tech. The conversation concludes with a discussion on the future of work more broadly, including impacts to education and the changing definition of a (not necessarily human) workforce.  Keywords people analytics, AI, terminology, upskilling, team productivity, AI tools, workflows, HR, future of work, workforce, AI, HR, upskilling, responsible AI, AI talent, HR tech Takeaways The terminology in the people analytics and AI field can be confusing, but there is a growing consensus around the term 'people analytics'. Upskilling in AI is crucial for HR professionals to stay relevant and take advantage of the tools and technologies available. Integrating AI tools into existing workflows can improve team productivity, but it requires careful planning and coordination. HR needs to take a proactive role in embracing AI and ensuring that it is used responsibly and ethically in the workplace. The definition of a workforce is changing as AI agents and systems become more prevalent, and HR will need to adapt to support and manage these new types of workers. HR has the opportunity to leverage AI tools to improve processes and decision-making. Upskilling in AI is important for HR professionals to effectively use AI tools. Responsible AI practices, including data hygiene and bias mitigation, are crucial in HR. There is a growing demand for AI talent in HR and organizations need to adapt to this change. The future of HR tech will involve AI-driven workflows and a focus on responsible AI practices. Sound Bites "At the end of the day, give yourself some grace if you're trying to figure out what these mean. It's confusing right now." "If you add AI to one task, but you leave everything else alone, have you done anything? Have you actually made a significant improvement in that end-to-end workflow?" "HR, if you were on the fence or kind of worried about it, I'd say like, hey, it's a good time to start dipping your toe in, start trying to make use of this, start trying to bring it into your day-to-day usage because the tools are getting strong enough and they're starting to become more available." "I could see someone making a really funny comedy about this" "Upskilling in [Generative] AI is simpler than becoming a data scientist or AI software developer" "HR has a prime opportunity to experiment with AI and extrapolate its value to the rest of the organization" Chapters 00:00 Introduction and Background 03:08 Navigating the Terminology of People Analytics and AI 06:12 The Importance of Upskilling in AI for HR Professionals 10:16 Integrating AI Tools into Workflows for Improved Team Productivity 15:21 HR's Role in Embracing AI and Ensuring Responsible Use 25:25 Exploring the Potential of AI in HR 27:45 The Opportunity for HR to Experiment with AI 29:44 Addressing AI Hallucinations and Biases in HR 36:01 Understanding the Data in AI for HR 39:31 The Growing Demand for AI Talent in HR 43:10 The Value of AI Skills and Talent in HR 47:53 The Future of HR Tech: AI-driven Workflows and Responsible AI Richard Rosenow: https://www.linkedin.com/in/richardrosenow/ OneModel: http://www.onemodel.co/ People Analytics Roles: https://www.linkedin.com/newsletters/people-analytics-roles-update-7219034161934671875/ Learn more about your ad choices. Visit megaphone.fm/adchoices