Brandon Hall Group™, the leading independent HCM research and analyst firm, today unveiled its AI Progression Model for HR, based on insights from 600 HR and business professionals worldwide. The model outlines five distinct AI maturity phases, guiding organizations from reactive HR functions to fully optimized, strategic, AI-powered departments.

Research shows a notable lag in AI adoption: 46% of organizations remain in reactive or standardized phases, while only 16% have reached optimized HR excellence. Organizations achieving Phase 3 with strategic AI alignment report higher implementation success and measurable business impact.

“AI capabilities are advancing rapidly, and HR must evolve to match the speed of business,” said Michael Rochelle, Chief Strategy Officer at Brandon Hall Group™️. “This model shows that success isn’t about deploying the newest AI tools alone. It’s about systemic adoption and embedding AI into organizational culture to enable human-AI collaboration.”

Five Phases of AI Maturity in HR

  • Phase 1 – Reactive/Ad Hoc (21%): Manual processes, crisis management, no AI governance
  • Phase 2 – Standardized (25%): Basic automation, pilot programs, emerging structure
  • Phase 3 – Defined/Strategic (25%): AI-driven insights, strategic alignment, proactive planning
  • Phase 4 – Managed/Transformational (13%): Advanced AI integration, predictive capabilities
  • Phase 5 – Optimized HR Excellence (16%): Continuous innovation, industry leadership

Guiding HR Organizations Through AI Transformation

Mike Cooke, CEO of Brandon Hall Group™️, emphasized, “Our research and award-winning case studies confirm that understanding your AI readiness phase and following a clear roadmap transforms AI from a challenge into a strategic advantage. Organizations move from reactive operations to breakthrough HR performance.”

The model details each phase, covering:

  • Organizational capabilities and AI governance
  • Technology evolution for Machine Learning, Generative AI, RAG, and Agentic AI
  • People skills and competency development
  • Process transformation opportunities
  • Critical success factors and transition requirements

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News Source: Globenewswire.com