Eugene Furs’ Post

Many HR teams have adopted self-service tools and basic automation. But what comes next? The real transformation isn’t just about answering questions faster—it's about anticipating needs and solving problems proactively. This is the power of a true AI Agent. Imagine an agent that: 💡 Connects to your HRIS to provide personalized, real-time answers (e.g., exact PTO balances). 💡 Initiates workflows directly from a chat (e.g., submitting a time-off request for approval). 💡 Analyzes query trends to flag potential issues before they escalate. This isn't just about efficiency; it's about evolving HR into a strategic driver of organizational success. We've outlined the path to get there in our new leader's checklist. https://hubs.ly/Q03MQVkQ0 #IntelligentAutomation #Humanintheloop #LeadershipChallenges #AIInnovation #AIStrategy #AIforHumans

“𝗙𝗿𝗼𝗺 𝗠𝗮𝗻𝘂𝗮𝗹 𝘁𝗼 𝗠𝗮𝗴𝗶𝗰𝗮𝗹: 𝗛𝗼𝘄 𝗔𝗜 𝗔𝗴𝗲𝗻𝘁𝘀 𝗔𝗿𝗲 𝗥𝗲𝗱𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗛𝗥” an insightful webinar hosted by RagaAI Inc The session, featuring industry leaders from Workday and UKG, highlighted how AI agents are transforming HR by: ✅ Automating repetitive tasks ✅ Enabling better decision-making ✅ Redefining the employee experience I also had the chance to ask a couple of questions during the session 2 of them that I aksed : 👉 “How do you restrict the AI agent’s access to only the data it needs? Can it access the entire HR database or only role-based subsets?” 👉 “How do you ensure employee Personally Identifiable Information (like salary slips) is not shared outside the organization when AI agents are used?” PS : Sameer Kapoor called one of them a “very interesting and smart question.” :) Excited to see how AI will continue shaping the future of HR and workplace efficiency 🚀 #AI #HRTech #FutureOfWork #Automation #Learning Sameer Kapoor, Gaurav Agarwal, Ankur Goel

AI-first is becoming reality in HR. IBM now handles 94 percent of employee issues with AI agents. That outcome is achievable, but most teams hit the same hidden hurdles long before they see wins. Here are the ones we see most often, and how to move through them: 1) Automating a messy process If the workflow is unclear for humans, it will be unclear for an agent. Strip steps, remove exceptions, define a single source of truth. Never automate a bad process. 2) Starting in the wrong place Begin with high-volume, repeatable transactions or key moments. Think policy Q&A, PTO, onboarding tasks, access requests. Avoid edge cases until your foundation is stable. Start small, scale smart. 3) Knowledge scattered everywhere Policies live in PDFs, intranets, and inboxes. Consolidate, set authoritative sources, version them, and scope what the agent can access. If the content is inconsistent, your answers will be too. 4) Change and trust HRBPs and employees need to know when the agent answers and when a human steps in. Pilot with one function, set clear guardrails, publish deflection and time-to-resolution, and review escalations weekly. 5) Measuring success too late Define success before you build. Deflection rate, time-to-resolution, CSAT, and escalation quality. If you cannot measure it on day one, you will not improve it on day thirty. At Codedevza AI, we default to one simple rule before any rollout: if the workflow cannot be sketched on a napkin, it is not ready for automation. Get that right and the rest moves faster than you expect. You do not need a moonshot. You need one high-volume question answered reliably. Then scale. #HRTech #AIinHR #PeopleOps #Automation #DigitalTransformation

🚀 The Future of HR: From Admin to Strategic Powerhouse Workday's latest research reveals a fundamental shift: 83% of professionals agree that as AI becomes prevalent, human-centered skills are becoming MORE vital, not less. Key transformations happening NOW: 🤖 AI-Powered Recruiting: Skills intelligence over resume screening 📊 Real-Time Performance: Continuous feedback replacing annual reviews 🎯 Skills-Based Models: 50%+ of organizations transitioning from job-based to skills-based operating models 📈 Internal Mobility: Internal hires are 80% more likely to be top performers 💡 The human advantage? AI amplifies creativity - 75% believe human-AI collaboration creates new economic value. By 2030, 39% of workers' core skills will change. HR's new mission: • Build skills visibility and mapping • Create personalized learning pathways • Design human-AI collaboration workflows • Foster adaptability and emotional intelligence The future isn't about replacing humans - it's about elevating human potential. How is your organization preparing for this skills revolution? #FutureOfHR #AIinHR #SkillsBasedHiring #HumanAICollaboration #TalentManagement #WorkforceTransformation #HRTech

The Future of Workday AI is Here! Imagine a workplace where AI doesn’t just assist but transforms how we work — from automating routine tasks to providing intelligent insights that empower smarter decisions. At the forefront of innovation, Workday AI is evolving rapidly to create seamless experiences for HR, finance, and operations teams worldwide. Predictive analytics to anticipate workforce trends Intelligent automation for faster processes Personalized employee experiences driven by data Enhanced decision-making with real-time insights The future of work is not just digital — it’s intelligent, adaptive, and human-centric. Are you ready to embrace the next generation of AI-powered work? Read more: https://zurl.co/v3x7y #FutureOfWork #WorkdayAI #ArtificialIntelligence #HR #DigitalTransformation #ssquaresystems

🦉HR Tech Needs a Rethink. (It's not HR systems or AI. It's both - working together.)   I see the same tension in almost every organisation right now. Half the conversation is about getting a new HR system. The other half is about how AI will transform everything.   And somewhere in the middle, the purpose gets lost.   A great core HR system gives you stability - clean data, consistent processes, and a single version of the truth. A great AI layer gives you acceleration - insight, automation, and smarter decisions.   You need both. But not in equal measure, and not all at once.   Too often, organisations buy the "big" system, then customise it until it stops working. Or they jump straight into AI before fixing the basics - and end up automating bad data.   The most effective setups are designed as a blend: -  A core HRIS that's simple, reliable and scalable. -  A layer of AI tools that enhance what people and systems already do well. -  A clear view of what each is for - and how they work together.   The power isn't in the platform or the plug-in. It's in the architecture, how you connect, govern and grow both sides in sync.   So before you choose your next system or AI investment, ask: What's the blend that truly fits the size, strategy and rhythm of your organisation?   That's where the real transformation starts - quietly, intelligently, and by design.   #WildOwlThinking #HRTechnology #AIinHR #PeopleStrategy #DigitalTransformation #FutureOfWork #Leadership #OrganisationEffectiveness

🦉HR tech isn’t about choosing between systems and AI. It’s about designing the right blend between them.   We see too many organisations pulled to one extreme or the other, either investing heavily in a new HR system without defining what it’s there to solve, or chasing AI tools before the basics are in place.   The truth is, they work best together. •   The core HR system gives structure, reliability and a single source of truth. •   The AI layer brings insight, automation and speed.   When you get the relationship right, HR technology stops being a cost and starts becoming capability.   The goal isn’t to have the biggest system or the latest AI feature, it’s to build technology that genuinely fits your organisation’s size, strategy and rhythm.   Because transformation doesn’t come from the tools themselves, it comes from how clearly you connect them.   Read our latest post for more on how to build the right balance between HR systems and AI. #WildOwlThinking #HRTechnology #AIinHR #PeopleStrategy #DigitalTransformation #FutureOfWork #Leadership #OrganisationEffectiveness

AI Agents Are Everywhere, But Does HR Really Need Them? Agents are designed to remember, decide, and act across multiple tools which sounds powerful. But in HR, the real question is: how do you actually save time, reduce tickets, and improve employee experience without overcomplicating things? Here's the reality: Building a full agent is complex, time-consuming, and rarely the first step HR should take. In most cases, a simple automation delivers ~80% of the value what I call a good enough solution at a fraction of the complexity. So where should HR teams actually start? Step one: simplify your process before adding AI. 1️⃣ Map your process and cut the noise. Remove unnecessary steps before adding technology. 2️⃣ Automate the basics. Simple system automations using tools like Workato, Zapier, or built-in HRIS functions often solve most pain points. We're currently exploring Workato and Zapier ourselves, if you have tips or experiences, I'd love to chat. 3️⃣ Add AI workflows if needed. For example, we fully enrolled the Virtual Service Assistant from Atlassian to answer general questions using our documentation. It can't answer personal employee questions since it doesn't have access to our HR systems. Easy to set up, quick wins for basic inquiries. 4️⃣ If the previous steps aren't sufficient, you can explore agents. But be aware, they require knowledge, careful planning, and workforce support to roll out. True plug-and-play agents don't really exist yet (in my opinion); most solutions marketed as agents are really just AI workflows combined with automations. Use them only if you have a clear, long-term use case that justifies the extra effort. 💡Good enough is often all you need. In HR, simplifying and automating first delivers the fastest wins. #HR #Automation #HRTech #FutureOfWork #Productivity #AI

Work today isn’t just changing—it’s transforming. Managing people, money, technology—together—is no longer optional; traditional methods can’t keep up. Enter agentic AI: intelligent agents working alongside employees and digital workers as one unified workforce. They bring efficiency, insight, and precision while keeping humans in the driver’s seat. Workday’s Illuminate platform makes this real across finance, HR, IT, and legal. These agents help: ·         Amplify talent potential ·         Boost productivity ·         Strengthen strategic decisions ·         Ensure compliance 🧐 I’m curious: Where in your organization would AI agents deliver the greatest impact—Finance, HR, IT, or Legal? Discover how agentic AI is redefining work by attending Workday Rising EMEA: https://w.day/46IiSfB #WorkdayPartnership #WDAYRisingEMEA

I just came across an interesting article in the WSJ: https://lnkd.in/dqne7_Vm about Workday’s initiative to roll out AI agents for HR and finance. The main point? Tech platforms are evolving beyond providing tools; they’re now creating full-fledged “agents” that can autonomously tackle tasks, from responding to employee questions to managing workflows. This development brings both exciting opportunities and significant challenges: Scale and efficiency: Imagine HR teams liberated from mundane administrative tasks, with AI agents handling everyday requests. Risk and compliance: When these agents make decisions, who takes responsibility if something goes wrong — the system, HR, or the leadership team? Trust & culture: It’s crucial for employees to feel that automation is there to support them, not create a barrier between them and HR. In my opinion, the future isn’t about pitting AI against HR. It’s about crafting systems where AI enhances compliance, fairness, and resilience, allowing HR professionals to concentrate on the human aspects: culture, coaching, and empowering leadership. My takeaway? Tools may come and go, but the need for thoughtful design remains constant. If we don’t weave compliance, transparency, and a human touch into AI systems from the outset, we risk sacrificing speed for fragility. I’m curious: Would you feel comfortable letting an AI “agent” manage sensitive HR tasks in your organization? Where do you think we should draw the line? #HRAutomation #FutureOfWork #PeopleOps #AI