AI Maturity Quiz

Your AI maturity summary

Thanks for taking the AI Maturity Quiz! Use the score from your results email for an overview of your score and tailored recommendations to strengthen your AI approach.

Your role and opportunities

AI is redefining how work gets done. It empowers HR teams to go beyond managing processes and focus on areas like AI-powered sentiment analysis—to understand how connected, aligned, and satisfied employees feel—and personalization at scale, tailoring information, tools, and communications to each employee’s needs.

But the real promise of AI isn’t just efficiency — it’s impact. It empowers HR leaders to shift focus from routine tasks to the work that shapes culture, drives engagement, and strengthens leadership across the organization.

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What AI maturity looks like for you

Use your score as a guide and see how you stack up.

AI Curious 0-10

You’re beginning to explore AI and experimenting to see what’s possible — but AI hasn’t made a big impact on your daily work yet.

This is the perfect stage to build confidence by experimenting with a few safe, simple use cases and learning from peers, whether that’s a key person or resource in your organization, or through trusted industry communities and learning networks.

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Compared to functions like product, finance or sales, many HR teams have been under-resourced and under-skilled. It’s a reflection of decades of underinvestment in both tooling and talent development. The rise of AI offers a rare chance to break that cycle.

Giovanni Luperti, Forbes Councils Member For
Forbes Human Resources Council
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The opportunity at hand

The focus shouldn’t just be on AI’s impact on productivity, but on how the time it saves can be reinvested into higher-value strategies—closing gaps between disconnected tools and creating a more balanced approach to efficiency and impact. This means rethinking traditional HR roles and ways of working, preparing teams with new AI skills, or even introducing dedicated roles within HR (such as an “AI Product Leader” or “Head of HR Innovation”).

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What might that look like in practice?

High-value use cases are becoming central to HR’s operating model — like AI-driven candidate matching, predictive turnover analysis, and AI-generated learning and development content, according to Gartner.

  • Reskilling and upskilling the workforce. Preparing people to work effectively alongside AI isn’t just a necessity: It’s a strategic advantage. A focus on continuous learning helps organizations keep pace while addressing employee concerns about job displacement.

  • Ensuring responsible AI adoption. A well-designed adoption plan protects data privacy, prevents bias, and builds organizational trust. HR should lead the charge for AI equity—ensuring every employee has access to meaningful tools, training, and opportunities to benefit from AI.

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Our research finds the biggest barrier to scaling is not employees—who are ready—but leaders, who are not steering fast enough.

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McKinsey & Company
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What AI maturity looks like for IC leaders

The way we search, find, and interact with information has fundamentally shifted in recent years — but the workplace hasn’t caught up. Studies show while AI adoption is high outside of work, it remains uneven in the workplace, largely due to gaps in leadership readiness.

The gap matters.

Workers who feel empowered by their tech are 158% more engaged and 61% more likely to stay beyond three years. This puts a bigger responsibility on leaders who manage digital workplace tools.

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The other piece of the puzzle?

Collaboration across key departments responsible for the digital employee experience — especially among internal communications, HR, and IT teams.

By connecting systems, layering in deep personalization, and making information accessible, organizations can bring consistency and simplicity across the employee journey — reducing noise for desk workers and transforming the experience for those on the front line.

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Here’s what these practices can look like:

Cutting through the noise with relevance

Employee journeys are informed by data and context — so communication, development, and recognition feel personal and relevant. Every interaction reflects an understanding of who the employee is and what they need.

Delivering personal experiences at scale

While core systems like an human resources information system (HRIS) remain the foundation for accurate data, AI enhances how that information is accessed and experienced. It can anticipate employee needs, surface relevant updates, and deliver them in intuitive formats like AI-generated audio summaries.

Tracking impact of change programs

Whether it’s reskilling, transformation, or a merge and acquisition, AI can play a role in measuring adoption, engagement, and sentiment in real time — ensuring initiatives reach every layer of the workforce and deliver measurable value.

Strengthening culture and belonging

HR and leaders gain visibility into employee sentiment and connection, allowing them to reinforce values and respond to needs proactively. Employees feel seen, supported, and aligned with company purpose.

Operating with clear governance

Policies and guardrails ensure transparency, fairness, and compliance. Employees trust that AI-driven insights and actions reflect company values and protect their privacy.

Acting on employee sentiment in real time

AI continuously interprets feedback, participation, and engagement data to reveal opportunities for improvement — helping HR teams strengthen connection and prevent disengagement before it happens.

Keeping AI aligned with company values

AI practices reflect fairness, inclusion, and respect. Every output, recommendation, and insight supports the company’s culture and ethical standards—rather than replacing them—building confidence among employees and leaders alike.

Providing access to HR and workplace tools

Every employee — regardless of role or location — can find information, complete tasks, and connect with their organization through intuitive, conversational exchange.