As we look to the future, it may be hard to imagine a single day, especially a workday, that won’t involve some mention of AI. Last year was a banner one for AI technology, which has leapfrogged ahead since the very public release of ChatGPT (which celebrated its second birthday in November) and made its way into myriad workflows and HR platforms.
In reflecting on all the ways generative AI, ChatGPT, and machine learning have impacted their lives and workplaces, some HR pros are still hoping the learning curve, employee aversion, and societal fears abate in 2025, so more employees understand the benefits of the technology.
Increase exposure to AI tools. To address upskilling needs and foster a culture that embraces new technology like AI, some HR pros are hoping 2025 retires the secret AI user and the uninitiated. Training and transparency can impact how AI is used and perceived in the workplace. A recent SAP study found that nearly 70% of people with high AI literacy expected positive outcomes from using AI at work, while only 29% of people with low AI literacy expected the same.
“I’d like to see organisations stop…discouraging employees to use Gen AI for their jobs. Instead, there’s an opportunity to create a meaningful partnership between AI and humans where they both make each other better. Encourage experimentation and provide learning pathways and communities geared toward sharing best practices in the name of productivity and freeing time for more creative or rewarding work.”—Rebecca Pearce, CPO, Autodesk
“There is a clear discrepancy between employee enthusiasm for AI and the actual training programs that companies currently provide. I’d love to leave behind the hesitancy and feelings of unreadiness that employers feel when broaching the topic of AI training. Companies need to act now to close this gap and remember that it's not just about teaching IT experts specific AI skills but teaching all employees—regardless of their current level of knowledge—to develop confidence and skills in dealing with generative AI.” —Jan Meyer, global head of learning systems, SAP
Address misconceptions about AI. Some HR pros may have spent 2024 fielding concerns from worried employees about AI-related job displacement concerns or fears the technology will be too advanced for their skill-level. Others are looking in 2025 to turn from fear and towards a better understanding about how to best leverage AI in every employee’s individual role.
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“One workplace trend we need to leave behind is the fear of AI. While it’s true that AI can automate certain tasks, the notion that it will completely replace jobs is a misconception that’s holding us back…Rather than fearing AI, HR teams should encourage employees to embrace and learn how to leverage this technology, giving themselves and the organization as a whole a competitive edge.”—Sabra Sciolaro, CPO, FirstUp
“Let’s leave the heightened discourse around Gen AI displacing the workforce behind. This movement has introduced natural anxiety around job security, skill relevancy, process efficiency and more. To make Gen AI adoption more seamless, promoting a culture of psychological safety is key. We must focus on creating a space where our employees feel valued for what they bring to the table as humans, and comfortable enough to express their concerns or worries around this new era in business. AI will be integral to our future, but people must remain at the center of all we do.”—Cathy Moy, CPO, BDO USA
HR at the helm. To achieve AI-related people goals, HR professionals are speaking up more and participating in the process as their companies and organizations eye new ways to bring the technology to the workplace.
“As someone who came to HR from a consulting and transformation background, I’ve seen firsthand how HR leaders can be catalysts for innovation, particularly as we navigate the integration of technologies like AI. HR needs to be at the center of these strategic discussions because people are at the center of every business transformation. We’re uniquely positioned to be ‘conductors of the orchestra,’ helping organizations strike the right balance between technology adoption and maintaining a human-centric workplace. This means leading conversations about skills development, creating career pathways that incorporate AI, and building trust through transparent communication about how technology will enhance—not replace—human capabilities.”—Tracey Patterson, CHRO, AAR Corp