Latest news with #RuchiKulhari
Forbes
28-04-2025
- Business
- Forbes
AI Is A Job Enabler, Not A Job Killer
Ruchi Kulhari is Chief Human Resources Officer of Unisys. She has over 20 years of expertise in HR strategy, implementation and metrics. getty No matter the industry, headlines have often displayed a doomsday scenario regarding AI, predicting it will replace jobs, stamp out creativity and make the human touch obsolete. Contrary to what these media headlines may say, AI is not a job killer. Instead, it has the power to transform the workforce for the better. In fact, incorporating AI alongside a skilled workforce, where attrition is low and engagement is high, enables companies to deliver better results for their businesses and serve their clients while preparing for tomorrow's dynamic challenges. AI Can Enable Faster Career Progression And Higher Satisfaction At a time when employee satisfaction is at an all-time low and two-thirds of employees are experiencing burnout, employees need help with performing tasks to keep up with the demands of today's modern workforce. This is where AI can help by taking on redundant administrative tasks or time-intensive functions such as brainstorming, note-taking, organizing files and identifying patterns in organizational processes. It is important to remember that AI was built to help humans accomplish tasks quickly, and it is up to company leaders to ensure their people know how to use the technology. Human Resources departments play a crucial role in upskilling talent and providing employees with what they need to thrive. As AI becomes more ingrained in everyday work life, companies must adapt now or risk being left behind. Building An AI-Ready Culture Currently, employees are overwhelmed by the rate of change in the business community. With technology leading many of the changes in the way people work, it is crucial that business leaders take necessary action to build up their workforce. To accomplish this, leaders must first understand how employees are currently using AI, what may slow down adoption and any concerns they may have with the technology, such as the ethical use of the technology. Through establishing this baseline understanding, leaders can then introduce tools and policies centered around AI. The next step is to invest in employee training to create a tech-enabled workforce, regardless of job titles or seniority. Through a mix of online, instructor-led and forum-based training, companies can help their employees master new skills necessary to complete their jobs. At Unisys, we do this through offering all employees base-level training and, depending on their role, advanced training. Through this approach, we are constantly evaluating how technology is changing so our employees understand how it impacts their roles. Not only does this create a culture dedicated to continuous learning, but it establishes greater trust among employees. Companies can take this one step further by providing internal platforms where employees share how they are applying what they learned from ongoing training on a daily basis. At Unisys, we host an AI Forum, where our people across both business and functional areas gather to share case studies and data on how AI is easing their daily workload and assisting in the creation of new groundbreaking solutions. Understanding When And How To Use AI AI cannot fix every business issue, and not every AI tool is the same. When deciding which AI tools to incorporate into an organization, leaders must consider the needs of their clients and employees as well as security concerns, all with the goal of ensuring that sensitive company information is not used to teach the algorithm. For example, many personnel services HR professionals provide are too important to be delegated to AI. Imagine going to HR with an important issue, like reporting a confidential conflict of interest, and instead of talking to a human, you must engage with a robot. There are times when AI is appropriate, and there are times when it is not. It is up to business leaders to ensure safeguards are in place to understand the difference. Measuring AI Integration Success Once companies decide on the right tools, they must also invest in measuring AI readiness among their employees. Luckily, many organizations already have the infrastructure in place to effectively evaluate how AI is used. Through tools like annual engagement surveys and exit interviews, leaders can receive greater insight into what is working as well as what needs improvement. AI can empower employees, but company leaders and HR professionals must ensure workers are ready to use it. With a clear strategy, organizations and workers will be better equipped to use AI and meet new, upcoming business challenges. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Forbes
31-03-2025
- Business
- Forbes
Fixing Workplace Challenges Requires A Flexible Return-To-Office Approach
Ruchi Kulhari is Chief Human Resources Officer of Unisys. She has over 20 years of expertise in HR strategy, implementation and metrics. Five years since the onset of the COVID-19 pandemic, and we are still contending with harmful societal impacts related to how we work and engage with our colleagues serving as a major pain point. Worldwide, employees gained access to remote work and the flexibility that came with it and are, understandably, reluctant to return to in-person work. Yet, we have seen a rise in workplace challenges directly related to remote-only working models. From the increase in employee isolation to record low engagement and 'quiet quitting' persisting across all industries and job roles, action is needed to improve everyday workplaces. The only way to fix this is to foster trust and connection across the workplace, which requires an in-office hybrid working model and investment by leaders that supports their return-to-office requirements. Three Days On-Site Is The Sweet Spot Unisys conducted a study that found three days on-site strikes the right balance for employers and employees alike. This three-day on-site working model allows employees to experience the benefits of remote work while ensuring organizations can attract and retain critical workers. Furthermore, this hybrid work fosters a sense of community needed to support employee well-being and encourage productivity and innovation. Human Connection Is Vital To Personal Health With a background in clinical psychology, I emphasize employee well-being. Throughout my professional career, I have seen how loneliness negatively impacts individuals' mental and physical health. The US Surgeon General has reported that the lack of social interaction increases the risk of heart disease and stroke. For most people, work is where they spend much of their lives. Human interaction is needed, and digital relationships will never match the authenticity of in-person connections. Returning to the office three days a week will ensure employees can garner that personal connection, allowing them to once again create long-lasting, impactful relationships with their managers, colleagues and clients. Making In-Office Interactions Invaluable For Employees Working on-site isn't about partaking in pizza-party Fridays or gathering around a tennis table and free food stations. It is about ensuring clear communication, trust and collaboration with team members. However, this can only occur if company leaders invest in necessary technological tools for employees that make in-person work meaningful and valuable for their personal and professional growth. Otherwise, return-to-office requirements will fall flat. How often have employees returned to the office only to realize that they do not have a desk to work at, the technology is outdated or everyone they have meetings with is working in another office or remotely? Employers need to uplevel their office technology and atmosphere to match what employees have at their homes and encourage excitement about returning. Companies can put in place programs so employees can be notified when their team members are going to be in the office, enabling them to take advantage of the opportunity for collaboration. Organizations should also consider how employees commute to the office, which is often a sticking point. Do employees drive an electric vehicle and require an EV charging station? Can organizations ensure booked car spaces? These solutions make all the difference in building a more innovative workplace and ensuring employees are better able to work on-site confidently. Compassion And Understanding Is Important For Return-To-Office Requirements The most challenging part about bringing people back into the office will be getting employee buy-in. A Pew Research Study from January 2025 found that 46% of workers said it would be unlikely that they would stay with their current employer if they were forced to return to the office full-time. It is important to approach this topic with understanding and compassion to retain your best employees and improve trust and engagement with them. At Unisys, my team has made a point of working with employees to create accommodations that work for them, taking their unique personal situations and needs into account when establishing working models. Although we encourage everyone to be in the office three days a week, we understand there are certain instances where this is not feasible. To be successful in the long run and attract the best talent based on organizational and client needs, companies must be able to make determinations on a case-by-case basis. Easing Employees Into Hybrid Working Models The best way to transition your organization to a hybrid work model is to start slowly and find out what works for your business. Begin by communicating why you want to transition back to the office, the benefits it will bring to employees and the technology you have invested in. Next, share what is expected from employees and business leaders' commitments to help them achieve their professional goals. If one day in the office is going well, increase it to two or three days. If you're not seeing a positive response, ask why. While three days on-site often have the best results, it is ultimately about what works best for your organization. The bottom line is to keep the health and growth of your business and employees top of mind. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
