Clearing the AI Fog: A Framework for HR Leaders to Build AI Capability

Hello H.A.I.R. Community,

Are you AI literate? Possibly. Most HR leaders today can recognise AI when they see it. You know that clever recruitment platform uses algorithms to sift CVs, or that your HRIS might have an AI-powered analytics dashboard. You've heard of generative AI, and you probably have a sense that the EU AI Act is on the horizon, bringing with it a raft of new rules.

The problem is, these terms — literacy, fluency, readiness, and maturity — are often thrown around interchangeably. They shouldn't be. Understanding the critical differences isn't just semantics; it's fundamental to how HR leaders approach AI strategy, manage risk, and truly prepare their organisations for the future.

Let's cut through the jargon and establish a clear framework for how HR leaders can truly understand and progress their organisation's AI capabilities.

The AI Capability Progression Framework

Navigating the evolving landscape of AI in HR requires a clear understanding of where your organisation stands and, more importantly, how to advance. These four stages describe distinct levels of AI capability, and understanding their progression is crucial for strategic growth and risk management.

Navigating the Progression: Gates and Growth

Think of these "gates" as checkpoints on your journey. You don't simply jump from literacy to maturity. Each stage builds on the last, requiring specific achievements before you can genuinely progress.

• From Literacy to Fluency: The gate here is moving beyond passive recognition to active, critical engagement. This means HR professionals aren't just hearing about AI; they're questioning it, understanding its nuances, and connecting it to real-world HR challenges.

• From Fluency to Readiness: This gate requires organisational preparation. It's about translating individual understanding into systemic capabilities – ensuring your data, tech, and initial governance structures are robust enough to support actual AI implementation. You can have fluent individuals, but if the organisation isn't ready, AI adoption will falter.

• From Readiness to Maturity: The final gate is about embedding and optimising. It’s where AI becomes a consistent, governed, and truly strategic asset across the entire organisation, with HR playing a pivotal role in ensuring it's used ethically and effectively for people.

Your Next Step

It's time to move beyond the common misconception that basic AI literacy is enough. True leadership in AI for HR demands fluency and a clear path to organisational maturity.

Where does your HR function sit within this framework today? What's the most critical "gate" you need to navigate to advance your AI capabilities?

A First for H.A.I.R.: Public AI Masterclasses

Something I don't normally do...

My three-hour AI workshops are usually reserved for private corporate teams. But after continuous requests, I'm opening up my calendar for a limited number of public sessions this August for the very first time.

These aren't one-hour overview webinars. They are comprehensive, capability-building sessions designed for individual HR and Talent Acquisition professionals. To ensure a high-quality, interactive experience, seats are strictly limited to just 20 per workshop.

Choose the track that's right for you:

Track 1: For Recruiters & TA Professionals: The AI-Powered Recruiter Workshop This is a practical deep dive into the "how". We'll move beyond basic prompting to build the skills you need to work faster, smarter, and more strategically. You will leave having mastered the PRIME framework in a hands-on session. (Dates: 5th & 26th August)

Track 2: For HR Directors & People Leaders: The AI Readiness Workshop This is a strategic session focused on the "why" and "what". We'll cover your role as the "Ethical Guardian", build "Guardrails" for your organisation, and develop a responsible AI roadmap. (Dates: 7th & 28th August)

If you're ready to move beyond the hype and build real, practical AI skills, this is your chance. Places are offered on an approval basis to ensure the right mix of professionals.

I encourage you to delve into David Rozado's preprint – it's an important read for anyone serious about AI governance in HR. You can find it on ResearchGate.

And if you haven't already, please download my "LLM Reality Check" report to get the full picture on the instability of off-the-shelf LLMs in CV screening.

Let's continue to empower the human side of AI transformation together.

Martyn

H.A.I.R. (AI in HR) 

Putting the AI in HR. Safely.