A report by a technology analyst firm Valmer Found that most companies are already taking advantage of AI for HR activities, such as recruitment, learning and talent management, or they plan to do so within the next 24 months.
However, there is a significant difference in terms of policies, practices and training for safe and effective AI adoption. Only 34% of organizations have a policy on generic AI (General AI), and even provide less effective training.
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This result suggests that HR departments must develop strong policies, guidance and training to maximize the benefits from AI adoption by reducing the risks within HR and in the rest of the organization.
What you need to know
Here are some of the major conclusions from Valair’s research:
- Recruitment is the most common area where General AI is used in organizations today, in which more than 30% of organizations report use and are planning an additional 36% to adopt technology for recruitment in the next 24 months.
- In the last two years, the rate of adoption of AI for training and development, core HR and performance management has doubled.
- Many HR sectors are cooked for AI automation, including recruitment, payroll management and performance management.
- AI skill and lack of expertise are the biggest obstacle for AI adoption, as mentioned by 37%of HR organizations, followed by immaturity of AI solution (15%), and immaturity of regulator or compliance concerns (15%).
- Only 34% of organizations have a policy on the use of General AI, and even a policy on the moral use of low AI.
- Only 31% of organizations have training for effective use of AI. This ratio has exceeded double since 2023, which indicates progress. However, only 10% of organizations have a training or development program for workers, whose jobs or roles are at risk of replacement.
Understanding the value of AI in HR
HR leaders see the most potential benefits from AI in areas of recruitment (25%), training and development (18%), core HR (11%), performance management (10%), and workforce management (10%).
Talent Management, which was a third -ranked area for the alleged price capacity of AI in 2023, fell behind the Core HR, performance management and workforce management in 2025.
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The driver behind the increased value of AI in HR is that the capabilities of General AI’s author AI have improved significantly in the last two years.
Data is a challenge, especially reaching external sources. The data makes AI more difficult to apply for analysis without data cohesion and integration of many sources.
Possible risk for AI in HR
The use of AI in HR not only brings foam (fear of disappearance), but also foam (fear of mess). People, data and money intersection leaves very little space for error.
The possibility of errors when scaling AI-operated automation in recruitment, payroll and performance management may lead to HR leaders to prevent data quality and AI regime to prevent its implementation to ensure their implementation.
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Top areas of risk include parole management (25%), recruitment (24%), performance management (22%), core HR (7%), and talent management (6%). HR leaders are also concerned about prejudices in AI algorithms, which due to poor model training, faulty data used to train models, and poorly controlled access to individual and confidential staff data.
Data are compromise and safety risk factors, and without railing and training, applications and employees can expose confidential HR data into language models.
In addition, AIS may continue to distribute hallucinations. Prejudices and poisoning are risk factor. It is a recommended practice to keep a human in a loop to reduce these risk factors.
How to use separate HR function AI
Recruitment leads other HR functions in adopting AI. About one third (30%) of the recruiting employees uses AI to support certain activities. Training and Development and Talent Management is the second largest adoption of AI in HR.
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Walor found that 65% of organizations are either using AI or planning to implement AI to recruit within the next 24 months. Pararoll management and profit management remain the lowest adopting fields due to risks associated with using sensitive employee data.
Obstacles in adopting AI by HR
The greatest obstacles are AI skills and expertise (37%), immaturity (15%) of AI solutions, and lack of regulatory or compliance concerns (15%). In 2023, only 26% of HR leaders cited skills and expertise as the main obstacle obstructing their adoption efforts.
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Other practical reasons for slow adopting AI in HR: resistance to change; Poor AI marketing and messages, and internal leadership advocacy; And lack of policies, training and communication plans.
Valoir’s findings highlight how many organizations still go:
- Only 37% of organizations have a policy to use AI.
- Just 33% had a policy addressing the moral use of AI.
- Only 31% trained for effective use of AI
- Only 9% had training plans for employees whose jobs may be displaced by AI.
The feeling of urgency to adopt AI technologies in HR is increasing rapidly. Valor’s research states that organizations should work hard to realize the full benefits of AI. To learn more about valor research, you can visit Here,
