Why Tackle the AI Learning Curve?
Many HR professionals and leaders are experimenting with AI, but skills gaps persist in HR and the broader workforce. Organizations that support AI skill-building and responsible use can maximize the utility of this technology while freeing up workers to do more creative and strategic work that aligns with business goals.
0%
Share of U.S.-based workers who rely on AI for tasks they previously completed independently.
0%
Share of senior leaders who expect AI to positively affect productivity.
0%
Share of U.S.-based workers who reported improved quality in their work as a result of AI use.
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Share of small organizations that will use AI in their HR function in 2026, compared to 60% of extra-large organizations.
Credential
SHRM AI+HI Specialty Credential
Many workers today are using AI as part of their work, rather than fully automating tasks, a signal that points to augmentation, not just replacement. This credential helps you pair artificial intelligence with human intelligence to shape how work gets done.
Understanding the 4 Kinds of AI Use Cases in HR
The 138 use cases break down into four broad categories, based on HR professionals’ subjective assessment of their relative risks and costs.
Low-Hanging Fruit
(Low Risk/Low Cost)
These use cases are seen as relatively easy to execute with existing technology, often via mainstream general-purpose AI tools. The consequences of making a mistake in these areas are comparatively minor and more easily remedied. These are great starting points for organizations looking to make their first investment in using AI within HR.
Experimental
(High Risk/Low Cost)
These use cases are seen as easier to implement but carry significant risks if they aren’t executed properly. AI use in these areas could lead to compliance headaches, strategic blunders, or other mistakes that are harder to redress. Consider confining AI use in these areas to controlled test environments, which allows the organization to study potential future applications without creating undue risk.
Strategic Bets
(Low Risk/High Cost)
These use cases are seen as harder to adopt because they rely on more specialized AI tools, require more substantial human involvement, or need a lengthy and complex training and adoption process. The risks of using these tools are relatively low, however, so some organizations may want to begin investing in these areas now to position themselves to take advantage of future advancements.
Monitor
(High Risk/High Cost)
These use cases are technically possible, but they’re seen as logistically challenging with the currently available tools and seen as presenting significant risks to the organization. Some organizations may be able to successfully perform these tasks using AI today, but most will be better off waiting for specialized tools to mature and for reliable best practices to emerge.
How Vulnerable Is Your HR Job to AI Displacement?
Assess how exposed your current HR role is to job displacement risk. Use your results to inform your professional development strategy.
Methodology
The survey was fielded to a sample of HR professionals via SHRM’s Voice of Work Research Panel between Dec. 5 and Dec. 23, 2025. For the purposes of this study, participants had to be currently employed HR professionals. In total, 1,722 HR professionals participated in the survey. Participants represent organizations across multiple types of industries, sectors, sizes, and locations. Data is unweighted. Analyses consisted of descriptives and analysis of variance (ANOVA).
Event
AI+HI
Where AI Meets Human Intelligence — and HR Leads What's Next
The AI+HI Project is the event where HR leaders move from reacting to change to shaping it. Gain exclusive insights from AI pioneers, put strategy into practice through hands-on innovation labs, and leave with actionable takeaways that turn artificial intelligence into real organizational impact.