Building Tomorrow's Teams with AI

Opening & Welcome

John:
And to all our Australian friends — good night. I hope we have a strongnighttime audience joining us as well.

I can see people joining now. Hi Morris, hi Deb — great tosee you. As you join, please say hello in the chat and let us know what you’rehoping to learn about automation analysis today. That will help frame ourdiscussion.

As attendance continues to grow, we’ll get started. Thankyou all for joining.

Today’s session will be interactive. We’ll have polls, demosections, and opportunities for questions and discussion.

On your screen:

• The chat     is where you can interact with us.
• Under     Docs, you’ll find today’s presentation and supporting materials,     including an AI and automation calculator.
• The Q&A     panel is where you can submit questions throughout the session.

We’ll address as many questions as possible live and followup afterward if needed.

You’ll also see an option to expand your screen during demos— please use that for better visibility.

If at any time you’d like to learn more about TalentNeuron’sautomation analysis capabilities, you can request a demo directly from theinterface.

With that, I’ll hand over to our host today.

Introductions

Twisam:
Hi everyone. Thank you for joining from across the globe.

I’m Twisam, Senior Consultant in TalentNeuron’s StrategicConsulting practice. I’ve been with TalentNeuron nearly a year and previouslyworked in consulting for about ten years, including time at Deloitte andVodafone.

Today we’ll discuss automation and how organizations cansuccessfully navigate this journey.

I’ll now hand over to Christian.

Christian:
Hello everybody — Christian here from Munich.

I joined TalentNeuron following the acquisition ofHRForecast, which I co-founded. Through this integration, TalentNeuron nowcombines strong automation and workforce planning capabilities.

Today I’ll show how these capabilities come together insidethe platform.

Setting the Context: The Automation Shift

Twisam:
From the chat responses, many of you are interested in understandingautomation’s impact on productivity and organizational performance.

The next major transformation is already underway.

We anticipate that 86% of companies globally will betransformed by AI by 2030. That leaves only a few years to prepare.

Automation is already happening. Organizations must stayahead to remain competitive.

Automation may reduce human work by roughly 15% by 2030,making it critical to understand how automation reshapes organizations andfuture workforce needs.

Automation Adoption Today

We constantly hear headlines about AI replacing workers orintelligent agents transforming work.

In reality:

• Around     78% of companies have adopted automation in at least one function.
• On     average, automation impacts three organizational functions,     particularly IT, sales, marketing, and operations.

Automation is no longer optional.

However, poorly executed automation initiatives can fail. Ifimplemented without structure or expertise, organizations risk falling behinddespite early investment.

This is where TalentNeuron helps organizations structuretransformation correctly.

Workforce Implications

By 2030:

• 22%     of jobs will be created, redesigned, or eliminated.
• 39%     of skills will become outdated.
• Nearly     59% of employees will require reskilling.

Automation therefore becomes an enterprise-wideinitiative, not an HR-only effort.

Stakeholder Perspectives

Different leaders view automation differently:

• CEO:     Productivity and automation opportunities
• CFO:     Cost savings
• CHRO:     Skills and workforce impact
• Workforce     Planning: Scenario modeling
• Talent     Leaders: Future sourcing strategies
• CTO:     Technology roadmap

Automation succeeds only when these perspectives align.

HR’s Role

John:
That’s a lot of pressure across stakeholders. Where does HR help coordinatethis?

Twisam:
HR partners across the full automation journey.

We describe four stages of maturity:

1. Automation     Intelligence
       Understanding which roles and tasks are impacted.
2. Impact     Analysis
       Modeling FTE and cost implications.
3. Strategic     Workforce Planning
       Scenario modeling based on automation levels.
4. Organization     & Role Redesign
       Reshaping structures and future skills.

Organizations engage with us at different maturity stages.

Poll: Automation Maturity

John:
Let’s run a quick poll — where is your organization today in its automationjourney?

(Poll results discussed)

Most respondents are still exploring automationpossibilities, with others in planning or execution phases.

Automation Intelligence Foundations

Twisam:
At the foundational level, we provide:

• Automation     potential by role
• Impacted     technologies
• Task-level     automation percentages

This enables detailed reporting showing:

• Automation     potential per role
• Task     impact
• Contributing     technologies

I’ll now hand over to Christian for a platformdemonstration.

Platform Demo — Job Architecture Analysis

Christian:
Automation analysis begins with your job architecture or job library.

We analyze every role to determine automation potential.

Automation happens at the task level, not the skilllevel.

Example: Recruiter role
Each duty is evaluated individually:

• Some     tasks show high automation potential
• Others     remain human-centric

These analyses roll up into overall automation scores andidentify quick wins.

Poll: Cost Savings Visibility

John:
Next question — do you understand potential cost savings from automation?

(Poll results)

Most organizations are not yet analyzing this financially.

Christian:
That’s typical. Cost savings are often the primary automation driver, yetmaturity remains low.

Turning Insight Into Action

Twisam:
We then translate automation data into business outcomes.

We analyze automation across:

• Skills
• Tasks
• Roles
• Functions
• Entire     organizations

Outputs include:

• Role     redesign
• Productivity     gains
• Technology     recommendations
• Workforce     strategy scenarios

Client Example: Organizational Impact

Automation modeling allows organizations to:

• Estimate     FTE impact
• Calibrate     existing automation adoption
• Quantify     cost savings
• Build     executive business cases

We also identify quick wins, such as administrativetasks delivering large productivity gains with minimal effort.

Key Principle

Automation targets tasks, not skills.

Skills evolve as tasks change.

For example:
Recruiters may automate scheduling tasks but retain decision-makingresponsibilities.

Technology & ROI Modeling

We recommend:

• Technology     categories
• Impacted     job families
• Expected     ROI
• Investment     scenarios

This enables informed business decisions.

Strategic Workforce Planning Integration

Automation becomes a driver within workforce planning.

Organizations can model:

• Expected     workforce demand
• Automation-adjusted     demand
• Attrition     scenarios
• Future     hiring gaps

Automation often significantly reduces projected workforcegaps and cost trajectories.

Skills Evolution

Automation insights continuously update:

• Emerging     skills
• Declining     skills
• Learning     priorities
• Hiring     needs

Updates occur dynamically as technology evolves.

Organization & Role Redesign

Automation enables role elevation, not just cost reduction.

Example:
Automating onboarding administration frees HR capacity to focus on:

• Experience     design
• Predictive     analytics
• Digital     onboarding environments

Manager-Level Decision Support

Managers can:

• Identify     role fit
• Redeploy     employees
• Close     skill gaps
• Design     development paths

TalentNeuron integrates with existing HCM systems such asWorkday or SAP SuccessFactors, augmenting — not replacing — them.

Closing Summary

Twisam:
Automation is measurable.

We help organizations:

• Quantify     automation impact
• Model     future workforce scenarios
• Reshape     roles and structures
• Future-proof     skills and workforce strategy

Automation becomes actionable through data, technology, andconsulting support.

Final Q&A & Close

John:
Thank you everyone for joining. If we didn’t get to your question, pleaserequest a demo and we’ll follow up directly.

You can also access additional materials and an automationsavings calculator in the Docs section.

Thank you Twisam and Christian — and thank you all forattending.

‍