The HR Data-AI Paradox

HR is no longer a support function - we're at the strategy table. But to stay there, we need to translate data into action.

Currently, we've got a surplus of numbers and a deficit of meaning.

The paradox isn't about throwing more technology at the problem, but the right solutions. Don't accept mediocrity and expect more from your tools.

It's also about transforming our approach.

Because if we don't evolve, we'll remain in a loop of reports that impress no one and strategies that never materialize.

Too Much Data

Let's call out the elephant in the HRIS room: too many systems, too many formats, and not enough insights.

Disconnected tools and messy manual processes create unreliable data.

When your insights are on shaky ground, you're not informing decisions - you're guessing.

We've traditionally leaned into "soft skills," so today, many more HR teams are driving more data-driven work.

If HR wants to drive strategy, we must continue to upskill; otherwise, we risk not having a business impact.

The resistance is real. Change feels threatening, especially when data challenges long-held beliefs.

But transformation doesn't mean replacing human intuition; it means strengthening it with evidence.

We've got to move past fear and into growth.

Generic Strategies

Now that you have the insight, which took too long and involved too much data, how do you positively impact that problem?

The new HBR article? A framework you read in a book? How about a program your network just suggested about driving great leadership?

The plan is to introduce this strategy or framework to a group of leaders, not just one, as that is more efficient and budget-conscious.

There is minimal personalized coaching, unless you subscribe to a third-party coaching partner, which requires several sessions to truly understand the coaching topics.

No Impact

Next, select a random date to launch a training program for all your leaders (not just those who will face some challenges), a date that works for you or your training partner, and conduct six sessions, each lasting 2 hours, over a few months.

You conduct this live or via Zoom with a group of your managers, and it's exciting because participants in the session prioritize learning.

You see them looking at second screens, working on other things, because the work never really stops unless you bring them into a room with no laptops or phones allowed.

Did anything you trained make an impact? Did your leaders operationalize that training and bring all those frameworks you discussed into their daily operations?

There is no definitive way, other than examining the same insight or metric in the next quarter, to see if anything you have done has made a difference.

The Key Elements to Get Right

Okay, Anthony, what does this have to do with AI?

More Insights

First, there is an abundance of data, but few insights, and the company and its challenges continue to move forward.

Too many systems focus on bringing data to you, but no insights. You need intelligent insights that pinpoint precisely what is not working (and what is working) so you can be prescriptive about your approach.

Imagine looking at a dashboard and seeing every light is on, and everything seems wrong - that's HR tech today. You have no idea what the actual problem or challenge is within your organization.

Relevant Strategies

Okay, let's say you have an idea of the challenge; the next step is figuring out what to do about it. There are indeed only a few systems that provide both insight and a selection of options on how to act.

Yes, it may be a framework in a new book or something to tackle this in the latest HBR article, but you build personalized, relevant, and impactful programs.

Personalized Coaching

Finally, get through challenges 1 & 2, this is where the "rubber meets the road," and you need to scale and operationalize the change.

How do you scale personalized coaching throughout your organization to tackle the exact problem or challenge directly with the leaders challenged by these issues?

Think AI-powered coaches that have both context for the issue, information about your challenges, business, and employees, provide direction and advice directly in your everyday operations (meetings, 1:1s, messaging via Slack and Teams).

Scorecard on Impact and ROI

Finally, have you made an impact? Did that insight change positively? You need to track these various indicators over time to ensure that what you are doing is having an effect.

This way, when your company is ready to invest, you can share the ROI on your human capital programs.

AI isn't just the answer, but it will help. When we need to combine data from various sources, deliver personalized and detailed insights, strategies, and plans to create impact, and ultimately integrate solutions into operations, that's where the real AI unlocks happen.

Then making the case for the return on investment for that program and tool becomes super easy.