Artificial Intelligence

To a certain extent. The key factor is whether specific processes can be usefully supported or simplified. AI can provide targeted support or be deployed comprehensively across processes and departments, provided your organisation is set up accordingly.

That depends on the solution used and how data is handled. We prioritise data protection, security and responsible use. We can support your organisation in complying with the revDSG and the EU AI Act.

Currently, it is particularly useful for repetitive tasks, knowledge management and standardised processes. However, AI capabilities are constantly evolving, and it is important to position your HR organisation well for the future right now.

Yes. SMEs in particular often benefit from targeted workload reduction and more efficient processes.

No. Many companies start with individual use cases and are currently in the pilot phase. However, it’s also important to think outside the box so that AI can truly deliver added value. AI realises its full potential when viewed holistically.

Often, even small changes are enough to achieve a noticeable impact – such as using AI to assist with the drafting of employment references. It is important, however, not to view AI solely in technological terms, but always in conjunction with the organisation and its culture. The possible levers for change range from individual use cases, through ‘ AI Agents ’, to a targeted ‘ HR AI Strategy ’.

HR is increasingly becoming a strategic shaper of the world of work and less of a purely administrative and process-oriented function. Whilst AI supports or automates repetitive tasks, issues such as governance, change management, employee empowerment and ethical responsibility are coming more into focus. It is crucial that HR not only uses AI, but actively shapes its development – with a focus on people, the organisation and culture.