If you ask successful CEOs for the secrets of a thriving business, they will all say the same thing: great people and accurate data. High-quality business intelligence is a powerful tool that empowers leaders to identify opportunities, find efficiencies, and strengthen the bottom line.

Learning and Development programs are an essential part of a successful human capital strategy. Professional development is a proven way to improve employee engagement and retention, plus it keeps your team's skills sharp and relevant.

Data-driven HR teams can leverage artificial intelligence to enhance strategic decision-making through five key applications: combining multiple data sources into unified reports, performing sentiment analysis on employee feedback, identifying retention risks through pattern recognition, analyzing skills gaps for workforce planning, and designing tailored benefits packages based on employee demographics and preferences. In recent years, Human Resources leaders have played an increasingly strategic role within their companies. CHROs are to be found in most C-Suites, and their insight helps to shape long-term strategy. This change is happening mostly because HR teams can provide invaluable insight into the current state of play. This insight is supported by the rich people data gathered on HRIS platforms, plus related systems like ERPs (Enterprise Resource Planning). As a result, companies that use people metrics enjoy consistently higher profits than other businesses. Now that Artificial Intelligence (AI) is on the rise, HR professionals have a chance to become even more impactful. In this blog, we’ll examine some strategies for using AI in the HR function. But first, let’s look at how HR data influences decisions. Data-driven decisions in the HR department Human Resources is one of the most data-rich departments in any business. HR teams have access to vital information, such as: Labor costs: Including salaries, benefit expenditure, and other associated costs Operational capabilities: Available skills within the current team (as well as any skills gaps) Resource allocation: Performance and scheduling data, which helps avoid over- and under-staffing Culture and DEI metrics: Measurements of the organization’s progress against inclusivity goals Engagement and retention metrics: The organization’s ability to get the most from staff and retain the most valuable people This information is hugely important at a leadership level, as it allows them to game out strategic decisions. For example, a business might want to expand into a new product line. Does the current team have the operational capabilities to support that product line? What are the costs of hiring more people to support this project? HR data provides answers to all of those questions. Data-driven decision-making also helps the HR team perform their responsibilities. Data insights can tell if your hiring strategy is working, if employees are engaging with professional development, and if your team structure is evenly balanced. The biggest challenge for HR teams is analyzing and acting on all of this data. In fact, many HR leaders now find themselves overwhelmed by the sheer volume of data—only 12% of companies conduct regular reviews of contingent workforce data. And that’s where AI can help. How Artificial Intelligence can help HR AI is still an emerging technology with dozens of new tools appearing each week. On top of that, you might find AI capabilities appearing in your existing software. The ideas below are based on the capabilities found in some of these AI tools, as well as general AI platforms like ChatGPT. It’s worth shopping around to find an AI tool that allows you to do what you need. If you need help, speak to an HRIS consultant for advice. (A word of caution: Do not input sensitive information such as employee records to an AI tool unless you have verified that the tool is secure. Speak to the software vendor or consult a HR IT expert.) 1. Combine multiple sources of HR data One of the strengths of AI is that it can work with data from lots of different sources, even if it’s in a different format. For example, say your HR team wants to perform a detailed analysis of employee engagement data. This data might include a range of different sources, such as: Productivity data exported from your HRIS Resource allocation data from your ERP An Excel spreadsheet that records sick leave and other unexplained absences. Written notes from an employee satisfaction focus group One of AI’s strongest features is its ability to combine different sources. With the right AI tool, you could potentially upload a number of different sources, then ask the AI to combine them into a single report. 2. Perform sentiment analysis Engagement analysis is one of HR’s most important responsibilities. Engagement data can reveal a lot about your current state. For example, poor engagement could mean that you have issues with organizational culture, Total Rewards, or employee wellbeing. AI can help collate engagement data into a single report, but it can also go one step further. “Sentiment analysis” looks at the language that employees use, categorizing phrases according to sentiment: Positive sentiment words: Empowered, encouraged, valued, appreciated. Negative sentiment words: Unclear, frustrating, difficult, disappointing AI is also capable of analyzing context, so it can tell the difference between “My boss makes me feel empowered” and “I wish my boss made me feel more empowered”. This allows for fast, accurate analysis of large quantities of data. With AI tools, you can perform sentiment analysis on a large body of engagement data, such as survey results, exit interview notes, or feedback forms. You can also ask the AI to analyze historical data, showing how engagement trends over time. 3. Identify retention risks AI is also great at identifying complex patterns within your HR data. This makes it an excellent tool for forecasting and pattern-based predictions. One common HR data pattern is the retention risk. An employee might be a retention risk if they meet any of the following criteria: Unusual number of sick days or leave requests Declining logged-in hours Negative feedback from managers, customers or colleagues Salary is below market average or less than their peers A HR professional might not spot any of these red flags by themselves, but an AI can be trained to look out for telltale patterns. When an employee is deemed to be a retention risk, the AI can suggest appropriate next steps to prevent turnover. 4. Analyze skills gaps Every team has certain available skillsets, and certain skills gaps. For example, you might have a Java developer but not a C++ developer, or Spanish speakers but no Mandarin speakers. Data-driven HR teams can gather skills information and create a picture of the current team. An AI tool can go one step further by: Collating public information about required skills for specific roles Creating a skills matrix for a specific project type Identifying gaps between available skills and skills needed Again, AI’s biggest advantage is size and speed. With the right AI tool, you can analyze enormous quantities of data and create detailed job profiles for every position. This gives you a clear, up-to-date picture of the skills your team requires. With this information, you can fine-tune your recruitment strategy and your professional development program to meet strategic requirements. 5. Design effective benefits offerings Creating a compelling benefits package is key to attracting and retaining top talent. However, with so many options available, it can be challenging for HR teams to determine which benefits will be most valuable to their employees. AI can help by analyzing employee data, such as demographic information and survey feedback, to identify employee preference trends. For example, if a significant portion of the workforce consists of young parents, AI may suggest offering more robust parental leave policies or childcare benefits. By leveraging AI insights, HR teams can design benefits packages tailored to their workforce's specific needs and preferences, ultimately leading to higher employee satisfaction and retention. The future of AI in HR As AI technology continues to advance, its potential applications in HR will only expand. From automating routine tasks to providing predictive insights, AI has the power to transform the way HR teams operate. However, it's important to remember that AI is not a replacement for human judgment and expertise. Rather, it is a tool that can help HR professionals make more informed, data-driven decisions and focus on strategic initiatives that drive business success. By embracing AI and leveraging its capabilities, HR teams can position themselves as key strategic partners within their organizations, driving innovation and contributing to overall business success. Need help with HRIS or other HR technology? Speak to a Helios HR consultant today! FAQ How Can AI Help HR Teams Analyze Employee Data More Effectively? AI excels at combining data from multiple sources—HRIS platforms, ERP systems, spreadsheets, and qualitative feedback—into unified reports. This capability allows HR teams to analyze complex datasets quickly, identifying patterns and trends that would be time-consuming or impossible to detect manually, leading to more informed strategic decisions about workforce planning and talent management. What Is Sentiment Analysis and How Does It Benefit HR? Sentiment analysis uses AI to categorize language in employee feedback as positive, negative, or neutral while understanding context. This enables HR teams to rapidly analyze large volumes of engagement data from surveys, exit interviews, and feedback forms, tracking sentiment trends over time to identify culture issues, engagement problems, or areas requiring immediate attention. Can AI Predict Which Employees Are at Risk of Leaving? AI identifies retention risks by analyzing patterns such as increased sick days, declining logged hours, negative feedback, and below-market compensation. By detecting these warning signals early, AI enables HR teams to proactively intervene with at-risk employees through targeted retention strategies, potentially preventing costly turnover before it occurs. What Role Does AI Play in Identifying Skills Gaps? AI analyzes job requirements, current employee skills data, and industry standards to create comprehensive skills matrices for specific projects or roles. This analysis reveals gaps between available capabilities and needed competencies, enabling HR teams to develop targeted recruitment strategies and professional development programs aligned with strategic business objectives and future workforce needs. Additional Resources SHRM, What HR Professionals Must Know About AI-Powered Analytics Harvard Business Review, Is HR the Most Analytics-Driven Function? SHRM, The Role of AI in HR Continues to Expand

Five leading companies demonstrate effective DEI implementation through diverse strategies: Accenture's well-supported Employee Resource Groups with 120,000+ Pride members, Microsoft's commitment to doubling Black senior leadership and $150 million increased DEI investment, ViacomCBS achieving majority-female board representation, Proctor & Gamble's mission to become the world's most accessible company, and KPMG's innovative reverse mentoring pairing senior leaders with junior employees. Diversity, Equity and Inclusion (DEI) is not just a moral issue, it’s also a practical one. All data says the same thing: diverse and inclusive companies are more profitable, perform better, and have an easier time attracting recruits. But what should you be aiming for in your DEI strategies? It’s a tough question for HR managers who find themselves responsible for building an inclusive workplace. There’s so much to do that it’s hard to know where to start. A good place to start is by looking at the companies that are getting it right. Here are some of the biggest innovators in the world of DEI programs. 5 cases studies of great DEI examples Most of the companies below are major multinationals. They have the people and resources to allow them to run ambitious DEI efforts on a global scale. Your company might not be quite as big, but you can still learn a lot from their strategies. Also, it’s worth noting that these DEI initiatives are guided by extensive internal research. These companies are pursuing these strategies because they know they work. Accenture – Building strong Employee Resource Groups Employee Resource Groups (ERGs) are mutually supportive groups that give colleagues a chance to share experience, receive coaching, and advocate for change. Healthy ERGs can play a key role in your DEI strategy – but only if they have leadership support. Accenture consistently ranks as one of the best employers in the world for implementing DEI. That’s partly because of their well-supported ERGs that promote an inclusive culture for employees from marginalized groups. Two of their biggest ERGs are: Pride, with 120,000 members, including LGBTQ+ employees and allies Disability Champions, whose 27,000 members advocate for accessibility and inclusion initiatives Accenture also has a lot of other things to be proud of, such as the fact that 42% of Accenture executives are women. But these ERGs play a massive role in creating a welcoming experience for staff at every level. Related Reading: The HR Leader's Complete Guide to DEI Microsoft – Amplifying Black voices 2020 was a turning point for many organizations. The murder of George Floyd and the civil unrest that followed caused leaders everywhere to think about their role in ongoing inequality. Microsoft took a bold step forward by committing to its Black employees and working on increasing Black representation within the company. In July 2020, Microsoft CEO Satya Nadella announced that the company would: Use analytics to help improve their internal approach to DEI initiatives Use their clout as a major company to encourage suppliers and vendors to be more inclusive Increase the internal DEI budget by $150 million over five years Double the number of Black and African American senior leaders by 2025 The company also launched its own Amplifying Black Voices program, a multimedia series that highlights some of the Black leaders, thinkers and innovators that are changing the world. ViacomCBS – Women in the C-Suite Gender disparity is still a major issue, especially at the top. Women hold only 23.5% of board seats at companies on the Russell 2000 index, and that number drops to 16.9% globally. At this rate, we can expect to see gender parity in the boardroom sometime around 2040. But some companies are ahead of the curve, and a few even have majority-female boards. One such company is the communications giant ViacomCBS, an organization where women represent: 58% of the board 49% of leaders at VP level or above in the U.S. 48% of leaders at VP level or above globally These numbers are not accidental. ViacomCBS has invested heavily over the years in inclusion initiatives such as the Female Talent Program, which helps women succeed on a leadership path. The company has also pursued a robust internal DEI strategy to create a supportive and encouraging environment. Proctor & Gamble – Putting accessibility first Company culture can be a significant barrier for people with disabilities. Many companies simply don’t put enough thought into accessibility, which is why 60% of employees with disabilities feel excluded at work. Proctor & Gamble has been working to reverse that, and is currently on a mission to become “the most accessible company in the world”. They are realizing this vision by taking some serious internal steps, such as: Creating the new global position of Accessibility Leader Backing an ERG, People With Disabilities Network, to offer internal support and advocate for accessibility Launching the Disabilities Challenge, which solicits employee ideas for more accessible products This is a great example of how internal DEI initiatives can make for a better customer experience. Accessibility is such a fundamental part of the conversation at Proctor & Gamble that it has now started to influence product development and marketing. KPMG – Leadership DEI training through reverse mentoring One of the biggest issues in building an inclusive environment is the lack of shared experience. Many people want to be more inclusive, but they simply don’t understand what it’s like to be part of underrepresented groups. Reverse mentoring is one strategy that can help bridge this gap and foster a sense of belonging. As part of their DEI initiatives, KPMG has been running an internal reverse mentoring scheme since 2018, which involves: Senior leaders paired with junior employees of a different gender, ethnicity, or sexual orientation Leaders get to learn how they can be more inclusive Junior employees feel more empowered and engaged Reverse mentorship is a win-win for both parties. Studies show that both parties gain knowledge during a reverse mentoring session, which is not always the case in a traditional mentoring arrangement. How will your business tackle DEI goals this year? The companies above are leading the way in DEI progress, but they still all have one thing in common: they’re not quite there yet. DEI is a journey rather than a destination. There will always be new challenges to deal with and new opportunities to make improvements. For HR leaders, that means that you always have to make DEI initiatives part of your long-term strategy. The results? Better employee engagement, retention, and a thriving workplace culture. Need some expert guidance? Set up a no-obligation consultation call today and speak to a Helios HR consultant. Let’s chat about how you can take your DEI strategy to the next level. FAQ What Are Employee Resource Groups and Why Do They Matter for DEI? Employee Resource Groups are mutually supportive communities where colleagues from underrepresented groups and allies share experiences, receive coaching, and advocate for organizational change. ERGs succeed when backed by leadership support and resources. Accenture's Pride ERG with 120,000 members and Disability Champions with 27,000 members exemplify how robust ERGs create welcoming environments and drive inclusive culture throughout all organizational levels. How Can Companies Address Gender Disparities in Leadership? Companies must invest in intentional development programs and inclusive initiatives. ViacomCBS achieved 58% female board representation and 49% women at VP-level or above through programs like the Female Talent Program supporting women's leadership paths. This demonstrates that gender parity requires sustained strategic investment rather than happening organically—without intervention, boardroom parity wouldn't occur until approximately 2040. What Is Reverse Mentoring and How Does It Support DEI Goals? Reverse mentoring pairs senior leaders with junior employees from different backgrounds—whether different gender, ethnicity, or sexual orientation. Leaders learn about inclusive practices while junior employees gain empowerment and engagement. KPMG's program since 2018 demonstrates this creates mutual learning benefits for both parties, helping bridge experience gaps and foster belonging more effectively than traditional one-directional mentoring relationships. Why Should Companies Prioritize Accessibility in DEI Strategies? Sixty percent of employees with disabilities feel excluded at work due to insufficient accessibility considerations. Proctor & Gamble's comprehensive approach—creating an Accessibility Leader position, supporting a People With Disabilities Network ERG, and launching the Disabilities Challenge for accessible product ideas—shows how internal DEI initiatives can simultaneously improve employee experience and drive better customer-facing products and services. Additional Resources SHRM, Why Inclusion and Diversity Are Crucial for Business Success Harvard Business Review, Diversity and Inclusion Efforts That Really Work Harvard Business School Online, DEI: What It Is & How to Champion It in the Workplace

When you’re hiring in the construction industry, you’re always looking for people with one trait above all others: reliability.

As a healthcare provider, you’re an integral part of people’s lives, from birth to death, when going through illness and working toward wellness. Every day is a chance to change someone’s life.