Harnessing AI and Technology for in Human Capital

In conversation with Prisila, Correspondent, Asia Business Outlook Magazine. Ebrahim expresses his thoughts on how organizations are preparing for the future by improving the development of employee skills and the acquisition of knowledge.

Ebrahim Al Khajeh, solidified his status as one of the most influential HR leaders in the Middle East. In addition to his HR achievements, Dr. Al Khajeh garnered acknowledgment as one of the top technology leaders in the UAE, a distinction attributed by DT 100. Over his impressive 23-year career, Dr. Al Khajeh meticulously achieved a remarkable HR maturity rating of 97.5%, firmly establishing his position as a leader among all government entities in Abu Dhabi.

Unlocking the significance and the key steps of digital transformation

The digital transformation journey is a holistic approach to modernizing organizations that encompasses four key pillars. Firstly, there is the Strategic and Mindset pillar that emphasizes developing the right strategy and fostering a culture of transparency. The second pillar is the People pillar which focuses on their needs, and the implementation of effective change management approaches to support employees throughout the transformation. Process refinement is the third pillar, which it involves the re-engineering of processes to align them with best practices and process improvement approaches like Six Sigma and Kaizen. Finally, technology is the fourth pillar that plays a crucial role and serves as the backbone that supports all three strategies. The technology used needs to be future-proofed and should incorporate cutting-edge elements like AI, Machine Learning, IoT, Blockchain, and digital assistants. This comprehensive approach ensures a successful digital transformation journey that addresses various organizational needs, rather than merely focusing on isolated technological improvements.

Leveraging AI and the latest technologies in HR

In many cases, organizations are actively implementing and transforming their human capital strategies. Consider, for instance, Abu Dhabi Customs that embraces cutting-edge technologies and AI to enhance organizational efficiency and productivity. An observable change is the transition from people-centric to person-centric operations, a shift made feasible with AI and modern technology. This shift involves integrating cloud applications, augmented and virtual reality, simulators, holograms, and even venturing out into the metaverse. Additionally, the implementation of novel innovations like geofencing, face recognition for attendance, and three innovation centers had been executed.

A significant emphasis has been placed on personalization, as demonstrated by the automation of the Training Needs Analysis cycle to make it more personalized. The SpiderNet system uses competency profiles, performance assessments, and training curricula to create Individual Development Plans (IDPs) and career goals. Likewise, the promotions cycle has been automated, based on specific criteria, promoting fairness and eliminating favouritism. This commitment to personalization and self-service empowered employees to take charge of their learning and fostered a personalized experience that enhanced employee engagement and overall employee satisfaction. The journey towards digital transformation and personalization began with the principle of "giving employees what they want before they ask," as advocated by His Excellency Rashed Al Mansoori, Director General of Abu Dhabi Customs and His Excellency Fahad Al Shamsi, the Executive Director of the Support Services Sector.

Adapting organizational learning for the future: Enhancing employee skill development and knowledge acquisition.

The evolving landscape of learning is adapting to the demands of our modern world. Traditional classroom-based learning frequently encounters challenges in maintaining engagement due to the distractions of daily life. The future of education is shifting towards personalized, interactive, and shorter training sessions, harnessing the power of the subconscious mind, where over 95% of daily activities take place. Innovative organizational learning approaches, such as the utilization of visualization and immersive gamification technologies which encompass augmented and virtual reality, along with simulation training create an enjoyable environment for subconscious learning. For instance, high school students excelled after participating in a six-month blended virtual reality program, where they were able to mentor experienced individuals. Gamification enhances engagement and knowledge retention, aligning with NLP principles to make learning more dynamic and impactful.

"Upskilling and reskilling employees must be prioritized to enable employees to adapt to new roles arising from the technological transformation."

Optimizing The Role of Upscaling and Rescaling Programs in Ensuring Workforce Competitiveness amid AI and Automation

In our rapidly changing world, it is crucial to embrace technology. The world is transitioning from the fourth to the fifth Industrial Revolution, where technology compliments the human’s capabilities. Mobile devices have become essential, facilitating communication, work, and access to services. Technological advancements extend to transportation and work, enhancing our efficiency.

However, it is important to recognize that routine jobs are being automated and replaced by AI and technology. Thus, upskilling and reskilling employees must be prioritized to enable employees to adapt to new roles arising from the technological transformation. Beyond work, individuals need to remain informed about market trends, where they continuously learn and upgrade their skills to keep up with the transformational landscape.

Being adaptable and proactive is critical. The more rapidly employees can adapt, the more effective and efficient it will be to lead. Delaying change might cause organizations to fall behind or lose their place in the market. Therefore, staying attuned to innovation is vital in a dynamic world.

The Transformative Power of Data in Driving Organizational Success and Decision-Making

Data plays a fundamental role in organizations. To achieve success, it is crucial to be both process-driven and data-driven. Data influences various HR areas, such as personalized employee development, hybrid work arrangements, and decision-making.The Vision, Mission, and Core Values derived from the Balanced Scorecard Strategy. As such, 611 Operational Key Performance Indicators (KPIs) have been established, with 101 KPIs allocated to HR to closely monitor all HR operations. This data-driven approach enables the identification of challenges in a proactive manner, where the root cause is effectively determined and addressed. By leveraging Machine Learning, future trends can be predicted based on the selected KPIs. In essence, data is the lifeblood of AI and Machine Learning. Without high-quality data, the technologies used will be deemed ineffective. It is crucial to maintain and optimize data to ensure that AI and Machine Learning provide accurate insights, and predictions, thereby assisting organizations in achieving their goals.

Conclusion: It is crucial to align with world-class, globally recognized standards and third-party awards/ISO providers to measure your progress. Benchmark practices help ensure that organizations are on the right track, enabling the strategic alignment of operations when necessary.