The rapid integration of technology and AI in HR has shifted the function from an administrative role to a strategic business partner. In today’s dynamic workplace, AI-powered tools are revolutionising how HR departments manage talent, streamline recruitment, enhance employee engagement, and drive performance management.
From AI-driven analytics providing actionable insights to predictive algorithms identifying trends in
employee behaviour, Smart HR enables organisations to make data-backed decisions quickly and efficiently. By automating routine tasks and personalising employee experiences, AI not only boosts productivity but also frees up HR professionals to focus on strategic initiatives, fostering innovation and a more engaged workforce.

In this exclusive interview with ETHRWorld EMEA, Aysha Sulaiman, Director of Human Resources and Development at Ras Al Khaimah Economic Zone (RAKEZ), shares how AI and emerging HR technologies are reshaping recruitment, employee engagement, performance management, and learning development. She also discusses strategies for aligning these tools with organisational goals to drive business success and enhance employee experience.

With over 18 years of experience in strategic human resources, Aysha Sulaiman serves as the Director of Human Resources and Development at RAKEZ. Known for leading transformation initiatives, Aysha has been pivotal in aligning HR strategies with the organisation’s goals, focusing on recruitment, performance management, and employee retention. She is recognised for her expertise in driving excellence in HR functions, fostering a culture of continuous learning and employee engagement while delivering measurable business outcomes.

Here are the excerpts from the interview:

1. With your extensive experience in HR at RAKEZ, how have you seen the role of HR evolve with the introduction of technology and AI in recent years? Can you share an example of a successful AI-driven HR initiative you’ve led or witnessed?

Overall, technology and AI have transformed HR from administrative functions to strategic partners in business, allowing for more agile, informed, and employee-centred practices. There are now a lot of options for the HR professionals to use the technology and AI to enhance the following:

• HR departments now leverage analytics to drive decisions related to recruitment, employee performance, and retention. Predictive analytics help identify trends and areas for improvement.
• AI-powered tools can automate the initial stages of recruitment, such as resume screening and
  scheduling interviews, allowing HR professionals to focus on candidate engagement and cultural fit.
• Technology facilitates better communication and engagement through platforms for feedback, recognition, and career development. Virtual onboarding processes and employee self-service portals have become common.
• E-learning platforms and AI-driven personalised training programs enable more tailored and flexible employee development, making continuous learning more accessible.

2. According to you, how can organisations align HR technologies with their organisations’ goals to enhance employee engagement and performance? Share some strategies from your leadership experience so far.

Aligning HR technologies with organisational goals to enhance employee engagement and performance is crucial for maximising the effectiveness of both the technology and the workforce. By taking these strategic steps, organisations can effectively align their HR technologies with their goals, leading to enhanced employee engagement and performance. It’s about creating a cohesive environment where technology and human potential work hand in hand.

Here are some strategies that can help:

• Start by ensuring that the organisation’s goals are clearly defined and communicated. HR should align its technology initiatives with these goals, such as improving retention rates, increasing
  productivity, or enhancing employee satisfaction.
• Choose HR technologies that prioritise the employee experience. For example, implementing user friendly platforms for performance reviews and feedback can encourage participation and engagement.
• Use integrated HR systems that connect various functions, such as recruitment, performance
  management, and learning and development. This ensures a seamless experience for employees and helps HR track progress against organisational goals.
• Utilise data analytics to gain insights into employee engagement and performance metrics. This data can inform HR strategies and help identify areas for improvement, allowing for targeted
  interventions.
• Implement learning management systems (LMS) that offer personalised learning paths aligned with
  both individual and organisational objectives. Encouraging continuous development can drive engagement and performance.
• Ensure that HR technologies reflect and promote the organisation’s core values. Tools that support diversity, equity, and inclusion initiatives can enhance engagement and create a more inclusive workplace.

3. What are some innovative AI-driven HR tools or technologies that you believe are game changers in the industry? How can organisations leverage these tools to stay ahead in the competitive landscape?

Several innovative AI-driven HR tools and technologies are transforming the industry and can provide organisations with a competitive edge. By strategically leveraging these AI-driven tools, organisations can enhance their HR capabilities, improve employee engagement, and drive overall business success.

Here are some game-changers:

• AI-powered recruitment platforms: There are multiple tools that use AI to assess candidates through video interviews and gamified assessments, respectively. They analyse responses and behaviours to
  identify the best fit for roles. Organisations can leverage these tools to streamline hiring processes
  and reduce bias, improving the quality of hires.
• Employee engagement analytics platforms utilise AI to analyse employee feedback and sentiment data. These tools can provide insights into engagement levels and areas needing attention. Organisations can leverage these insights to make data-driven decisions that enhance workplace culture and retention.
• Performance management systems tools offer continuous performance management features, enabling regular check-ins, feedback, and goal tracking. By using these systems, organisations can foster a culture of ongoing development and accountability, aligning individual performance with
  strategic goals.

To stay ahead in the competitive landscape, organisations should ensure that HR teams are trained to effectively utilise these technologies, maximising their potential. They should also regularly assess and adapt to emerging HR technologies, staying responsive to industry trends. Encouraging experimentation with new tools and processes, and promoting an agile mindset within HR and across the organisation is also crucial.

4. What are the most significant changes you’ve observed in employee expectations regarding technology and AI in the workplace, and how should HR adapt to meet these evolving expectations?

In recent years, employee expectations around technology and AI in the workplace have shifted significantly. Employees now expect routine tasks to be automated, reducing manual, repetitive work. AI-driven tools that streamline workflows, from project management to customer service, are highly valued. HR needs to adopt AI solutions that enhance productivity while minimising employee burnout.
Workers want personalised, AI-powered experiences, from tailored learning and development programs to performance feedback and career path recommendations. HR should leverage AI to provide customised growth opportunities and clear career progression plans. With the rise of remote and hybrid work, employees expect seamless collaboration through advanced communication and project management tools. AI-powered solutions can enhance virtual teamwork. HR should focus on tools that support flexible work models and ensure employee well-being, no matter where they work.

As AI becomes more prevalent, employees are increasingly concerned about data privacy and the ethical use of AI in decision-making, especially regarding hiring and performance evaluations. HR must be transparent about AI use and ensure compliance with privacy regulations while addressing ethical concerns.

To meet these evolving expectations, HR should:

• Invest in AI tools that enhance employee experience and support personal growth.
• Be transparent about AI’s role in decision-making and ensure ethical practices.
• Continuously upskill employees through personalised, AI-powered training platforms