Overview
Human Resources is being reshaped by digital tools, real-time workforce data, rising employee expectations, and the growing influence of artificial intelligence across the enterprise.
This timely and practical seminar shows how HR leaders can use AI and analytics to transform recruiting, onboarding, employee communication, performance support, workforce planning, and decision-making-without losing sight of compliance, privacy, culture, or the human side of the workplace. Participants will gain a clear understanding of what digital transformation in HR really means, where it can create measurable business value, and how to move from scattered technology use to a more strategic, data-informed, and future-ready HR function.
By participating, you will:
- What digital transformation means in the HR context and why it is becoming a strategic priority for organizations in 2026
- How AI tools can support high-value HR activities such as recruiting, candidate communication, onboarding, policy support, employee self-service, learning, and manager guidance
- How analytics can help HR identify trends, measure workforce outcomes, strengthen decision-making, and communicate HR’s value more effectively to leadership
- How to distinguish between useful HR automation and over-automation that can weaken employee trust, judgment, or service quality
- What risks HR leaders must manage when using AI and analytics, including data privacy, bias, transparency, compliance, governance, and documentation concerns
- How to evaluate current HR processes and identify realistic opportunities for digital improvement based on organizational needs and readiness
- How to begin building a practical HR digital transformation roadmap that aligns technology, people, process, and business goals
Why should you Attend
- Would you like to understand what digital transformation means in the HR context and why it is becoming a strategic priority for organizations in 2026?
- What about learning how to distinguish between useful HR automation and over-automation that can weaken employee trust, judgment, or service quality?
- Could taking away knowing how to begin building a practical HR digital transformation roadmap that aligns technology, people, process, and business goals be helpful?
- If you answered “yes” to any of these questions, come laugh, listen and learn as Chris DeVany helps us improve performance!
Areas Covered in the Session
- Understanding Digital Transformation in HR
- What is changing in HR and why digital transformation matters now
- The difference between digitization, automation, analytics, and true HR transformation
- How employee expectations, business pressures, and leadership demands are changing the HR function
- Leveraging AI Across Core HR Processes
- Using AI for recruiting support, talent sourcing content, screening assistance, interview preparation, and onboarding materials
- Applying AI to employee communication, FAQs, training support, policy summaries, manager coaching prompts, and knowledge management
- Identifying which HR tasks benefit most from AI and where human judgment must remain central
- Using Analytics to Improve HR Decision-Making
- What HR leaders should be measuring: hiring, retention, engagement, productivity, workforce capability, and risk indicators
- How to turn HR data into actionable insights rather than static reports
- Communicating workforce trends and HR impact more effectively to executives and managers
- Risks, Governance, and Responsible Use
- Data quality, confidentiality, compliance, algorithmic bias, and transparency concerns
- Creating responsible-use guardrails for AI in HR
- Balancing innovation with trust, fairness, and sound HR judgment
- Building a Practical Roadmap
- How to assess current-state HR technology and process maturity
- Selecting quick wins and higher-impact opportunities for transformation
- Steps to begin implementing AI and analytics more strategically across the HR function
- Final Q&A
- Audience questions, clarifications, and implementation considerations
Who Will Benefit
Speaker Profile
Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle's clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries. He also has consulted to government agencies from the United States, the Royal Government of Saudi Arabia, Canada, Cayman Islands and the United Kingdom.
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, "90 Days to a High-Performance Team", published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues.
He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National Speakers Association. Chris is an award-winning Toastmaster's International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist and seminar leader.
Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care and Marriott Corporation.
He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives.
Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.
Instructor
Chris DeVany
