Sponsored by Harbinger Group.
Right this moment, we’re diving into how AI is reshaping HR tech and what that actually means past the hype. Our visitor brings a protracted view of the area, from level options to at present’s platform shift. We discuss why linked information is now mission-critical, what leaders must be rethinking of their tech stacks, and the place the true alternatives are rising. Plus, a take a look at how all of that is beginning to change the way in which HR groups really work and make selections on daily basis.
However earlier than we start, right here’s a fast intestine test.
Are you really utilizing AI in your group but?
And when you concentrate on it, are you extra excited by the chance, or are you overwhelmed by find out how to combine it into your tech stack?
Meet Our Visitor: Shrikant Pattathil
We’re excited to be joined by Shrikant Pattathil, president and chief know-how officer of Harbinger Group. Shrikant has spent greater than 20 years at Harbinger Group main all the pieces from offshore improvement to gross sales and advertising and marketing because the business developed from consumer server to cloud, and now AI. Right this moment, he works carefully with HR and studying organizations to unravel integration and automation challenges, serving to groups make their tech stacks really work collectively. A acknowledged voice within the e-learning area, he has contributed to business requirements, constructed merchandise like Harbinger’s offline content material participant, which is tremendous thrilling.
The Transformation to AI-driven HR
What’s essentially altering as HR tech strikes from these level options to extra built-in AI-driven platforms?
Based mostly on what I’ve seen within the final couple of years, and with AI, issues have been altering each three to 6 months, however essentially, what I consider what’s altering is the unit worth in HR and HR tech. For years, the differentiation, in case you take a look at the B2B SaaS world, got here from options like ATS workflows, higher LMS capabilities, engagement dashboards, and so forth. However with AI, particularly generative AI, options are getting quickly commoditized. Right this moment, one can say {that a} small crew can replicate most level options in a short time.
So what I believe is that the benefit has shifted to perhaps three issues. One is the information scale and continuity, the flexibility to construct workflows and orchestrate that throughout HR lifecycle, and the third is the flexibility to drive selections, not simply transactions. That’s the place platforms are gaining floor.
Ahead Considering: The Tech Stack
What ought to HR leaders be rethinking proper now about their tech stack in mild of the shift?
Meghan, that’s a really fascinating level, as a result of every time we’re speaking about know-how, we solely take into consideration the distributors, how they need to create and the way they need to assume. However with AI, the onus can also be on the HR leaders as a result of they’re the one who’re making the shopping for selections. So I really feel they should shift, make a serious shift from what they’ve been doing by way of shopping for instruments to designing the entire data structure.
And there are two clear components by which they will do it. One is they may consolidate right into a unified platform that covers the entire worker lifecycle, or in all probability 90% of it, after which create that structure. The second factor is that if they’re already invested in loads of instruments, applied sciences they’ve lately purchased, perhaps what they should put money into is to construct a typical information layer and let the functions plug into it, the place the only supply of reality is there. In order that’s what HR leaders have to rethink about.
The Future for Level Options
Are we heading in direction of platform dominance, or is there nonetheless a future for best-in-class level options?
Based mostly on what I’m listening to within the business and what I’ve seen many platform firms, their methods, within the brief time period, medium time period, I believe platforms can have a bonus as a result of they management issues like the quantity of knowledge they’ve, the flexibility to do varied workflows, and likewise they’ve the distribution channels in relation to distributing area of interest AI functions or integrating them and taking it throughout platforms in a short time. That mentioned, level options is not going to disappear. I’m positive there are going to be nice concepts that come up.
Nevertheless, the bar might be a lot larger now. So with a purpose to keep related, I believe level options have to have an even bigger information moat, I imply, a singular differentiator by way of one thing distinctive about doing with the information, with the HR data, which is sort of… They’ll hold it to themselves and never have AI simply replicate it.
For Extra Data
First, take heed to at present’s full podcast episode! And remember to subscribe to the #WorkTrends Podcast on Apple Podcasts or Spotify.
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