Shaping the Modern Workforce: AI Trends That HR and L&D Should Keep an Eye On

New technologies are forcing organisations to operate differently. For HR and learning and development (L&D) teams specifically, the traditional approaches to workforce hiring, development, and management are being challenged and reimagined. 

Today, HR teams are now integrating AI in their functions, with 62% beginning to integrate it around 2023, according to Society for Human Resource Management’s (SHRM) 2024 Talent Trends.

However, among those teams that have not yet started using AI, 42% lack the knowledge about the best AI tools that fit their needs, and 33% are unsure how AI could benefit HR teams. 

Understanding the current trends in people management and development is crucial for HR and L&D teams: From learning how to best utilise technology to upskilling teams, explore what it takes to successfully engage the modern workforce. 

4 Key AI Trends Reshaping the Workforce Management Landscape

Future-proofing your organisation is vital in ensuring your workforce remains competitive, engaged, and compliant. Let's explore the four most critical trends that are fundamental to workforce management:

1. AI in Talent Acquisition and Onboarding 

Organisations are discovering that AI has a strategic advantage in revolutionising how they find, evaluate, and welcome new talent. SHRM revealed that HR teams use AI for recruitment and interviews (64%), learning and development (43%), and performance management (25%). 

This integration is delivering results across key functions. For 88% of these HR teams, they found that AI helped them increase efficiency, while 35% reduced hiring costs and 23% improved their ability to identify top candidates. 

AI-powered recruitment platforms are streamlining the entire talent acquisition process, from candidate sourcing to final selection. These sophisticated systems can scan thousands of résumé in seconds, identifying candidates whose skills and experience align with specific role requirements. 

Modern AI recruitment tools are also transforming how organisations approach candidate sourcing and engagement. These systems analyse job market trends, competitor hiring patterns, and candidate behaviour across multiple platforms. With these insights, they can predict where the best talent is likely to be found and suggest optimal outreach strategies. This data-driven approach enables recruiters to build more targeted talent pipelines and engage passive candidates more effectively, ultimately reducing time-to-fill and improving hire quality.

The impact of AI doesn’t stop at recruitment. AI is also transforming onboarding by enabling personalised, role-specific journeys that accelerate time-to-productivity and improve new hire engagement. From automated document handling to interactive learning modules tailored by department, AI ensures that every new hire starts with clarity and confidence.

2. Adaptive Workforce Upskilling Through AI Tools

As the pace of technological change accelerates, organisations are realising that upskilling their workforce is becoming crucial. According to Korn Ferry’s Workforce 2024 Survey, 67% of global workers would stay at a job if it granted them opportunities to progress and upskill quickly.

Upskilling includes everything from technical training in emerging technologies – such as generative and agentic AI or low/no-code development – to soft skills development in leadership, communication, and adaptability. 

However, LinkedIn’s Workplace Learning Report 2025 found that while 91% of L&D professionals believe continuous learning is crucial for employees, only 36% of organisations have robust training programs that yield positive business results. Another 31% with existing development programs in place are adopted poorly, while the remaining 33% have no initiatives or are just starting. 

Clearly, upskilling practices need to improve for most organisations. Today, employees seek upskilling programs that target their specific needs, and AI plays a great part in this. In fact, SHRM found that HR teams’ top three uses of AI in learning and development are: to recommend or create personal development opportunities for employees (49%), track employees’ progress (45%), and identify gaps in employee knowledge or skills (28%). 

To bridge the gap between intent and impact, organisations must rethink how they design and deliver learning experiences. Traditional, one-size-fits-all training programs are no longer sufficient. Instead, companies are turning to adaptive learning platforms that use AI to personalise content, pace, and delivery based on each employee’s role, learning style, and career goals.

Forward-thinking organisations are embedding learning into the workflow, integrating microlearning into daily tasks, and encouraging peer-to-peer knowledge sharing. Ultimately, the organisations that will thrive are those that treat upskilling not as a checkbox, but as a core part of their employee value proposition. 

3. AI-Driven Employee Engagement Tracking

Keeping employees engaged is essential for driving performance, retention, and overall business success. According to Gallup, highly engaged employees achieve 14% higher productivity and contribute 10% higher customer loyalty. 

However, nearly 80% of global employees still remain disengaged at work despite companies’ efforts. This disconnect highlights a critical challenge: Traditional engagement strategies are no longer enough.

Modern workforce management now demands real-time, data-driven engagement tracking. Organisations are moving beyond annual surveys and adopting continuous listening tools, such as sentiment analysis and AI-powered feedback platforms, to capture employee sentiment as it evolves. These tools provide actionable insights into morale, motivation, and potential burnout risks, enabling leaders to respond proactively rather than reactively.

According to the 2025 Global Employee Experience Trends, employees no longer want to fill out surveys. About 59% of the workforce are comfortable with tools that analyse their employee experience through available organisational data. 

By analysing communication patterns and collaboration metrics, AI analytics tools can surface early warning signs of disengagement. This allows HR teams to intervene with tailored support, recognition, or development opportunities before issues escalate.

Moreover, engagement tracking is becoming more personalised. Instead of generic wellness programs or blanket initiatives, organisations are using data to understand what truly drives each team or individual — whether it’s flexibility, recognition, career growth, or purpose-driven work.

4. AI Utilisation in Compliance Management

Compliance management has become more complex and critical than ever. Regulatory landscapes are evolving and workplace norms are shifting. From data privacy laws and labour regulations to health and safety standards, organisations must navigate a growing web of requirements to remain compliant, avoid penalties, and protect their reputations.

The challenge? Many companies still rely on outdated, manual processes that are prone to human error and lack real-time visibility. According to Moody’s, only 9% actively use AI for compliance and risk tracking purposes. 

Modern compliance management is being redefined by automation, AI, and integrated workforce platforms. These tools help HR and operations teams monitor regulatory changes, track compliance metrics, and automate documentation. They also ensure that policies are consistently applied across departments and geographies.

By embracing intelligent compliance tools and embedding them into daily operations, organisations can stay ahead of regulatory demands while reinforcing their commitment to responsible business practices.

For example, AI-powered compliance systems can flag potential risks, such as missed certifications, outdated training, or policy violations, before they escalate. They can also generate audit-ready reports and maintain digital trails that simplify regulatory reviews. These capabilities not only reduce administrative burden but also strengthen organisational resilience.

In fact, Moody’s also revealed that among the early adopters of AI for compliance saw efficiency gains, enhanced risk identification, cost saving and error reduction, among the top benefits. 

More than avoiding fines, compliance is about building trust: Employees, customers, and stakeholders expect transparency and accountability. Companies that prioritise ethical practices and proactive compliance are better positioned to attract top talent, retain customers, and foster a culture of integrity.

The Strategic AI Imperative

The workforce management landscape continues to evolve rapidly, and the integration of AI into workforce management represents a fundamental shift in how organisations attract, develop, engage, and retain their workforce while staying compliant.

The key to effective AI integration into HR and L&D operations lies in moving beyond viewing AI as a replacement for human judgment. Instead, AI should be seen as a powerful augmentation tool that enhances the team’s decision-making and frees up time for strategic, relationship-building activities.

The question isn't whether to adopt AI in HR and L&D practices — that’s a given. The real challenge is how quickly and effectively organisations can integrate these tools to gain a competitive advantage while building more engaged, skilled, and compliant workforces.

At AvePoint, we help organisations move faster. Our AI-powered learning solutions – from intelligent skills mapping to personalised learning and automated compliance – deliver secure, scalable results that drive real business impact. We don’t just adapt to change; we empower you to lead it.