Step 04 — Future Work
What changes for people?
Work done with AI — and where the freed time goes
Recruitment
Done with AI
- Source candidatesAI-led30 h → 12 h
- Coordinate hiringAI-led18 h → 7.2 h
- Screen applicationsHuman + AI24 h → 16.8 h
- Define hiring needsHuman + AI18 h → 12.6 h
- Assess candidatesHuman + AI18 h → 12.6 h
~47 h a week freed
New focus areas
5 of 5
What more could people do in Recruitment with ~47 h a week?
Employee Development
Done with AI
- Answer learning questionsAI-led6 h → 2.4 h
- Track and report progressAI-led6 h → 2.4 h
- Design learning programmesHuman + AI10 h → 7 h
- Identify learning needsHuman + AI8 h → 5.6 h
~13 h a week freed
New focus areas
5 of 5
What more could people do in Employee Development with ~13 h a week?
Performance Management
Done with AI
- Collect feedbackAI-led4 h → 1.6 h
- Report and analyseAI-led4 h → 1.6 h
- Set goals and plan the cycleHuman + AI3 h → 2.1 h
~6 h a week freed
New focus areas
3 of 5
What more could people do in Performance Management with ~6 h a week?
Employee retention
Done with AI
- Engagement survey managementHuman + AI3.6 h → 2.5 h
- Wellbeing program managementHuman + AI3.6 h → 2.5 h
- Career path clarity projects, support for managersHuman + AI2.4 h → 1.7 h
~3 h a week freed
New focus areas
4 of 5
What more could people do in Employee retention with ~3 h a week?
Skills to build
What people need to develop for the new focus areas and for working with AI — new skills or stronger versions of existing ones. For the team as a whole — focus on the 3–5 most essential.
9 skills — keep the 5 that matter most