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The CIPD Annual Conference and Exhibition (CIPD ACE) kicked off in Manchester Central, bringing HR professionals, people managers, and business leaders together to explore the evolving landscape of AI, organisational change, and ethical practices. Day 1 offered attendees a deep dive into the latest trends, challenges, and opportunities in HR and AI, with practical insights on adapting to new technologies while preserving human-centred values. Here’s a closer look at the sessions that stood out, and how they resonate with the potential of HR automation tools.
Prof. Michael Wooldridge from the University of Oxford opened the conference with a compelling exploration of AI’s rapid rise and its implications for the workforce. He emphasised that while AI is an incredibly powerful tool, it is no substitute for human intelligence, especially in unfamiliar situations. Wooldridge highlighted that the future will likely see AI generating content tailored specifically to individuals, creating opportunities in areas like document automation and data management—transforming how HR leverages vast resources like policy documents and meeting minutes.
One of his key messages was caution: "You shouldn’t trust AI blindly. Always question it.” Prof. Wooldridge urged attendees to avoid treating AI as a super-brain, emphasising the importance of demanding more from AI systems and approaching them critically. He also predicted that roles such as prompt engineers could become crucial in the workplace, as crafting precise inputs for AI will be essential.
This message aligns closely with the importance of implementing automation responsibly within HR workflows. HR automation platforms can streamline tasks like document merging and candidate communication, freeing teams to focus on high-value activities while ensuring that AI is used ethically and transparently.
This panel, featuring Nikki Sun, Emily Campbell-Ratcliffe, and Bola Iduoze, addressed the tension between AI efficiency and the need for human oversight. The panellists discussed whether AI can help mitigate bias in hiring and performance reviews, while acknowledging that if AI is trained on biased data, it risks perpetuating those biases. They recommended a “pilot-first” approach, trialling AI tools with human oversight to ensure fairness and accountability.
Transparency was a recurring theme, with the panellists advocating for open communication channels so employees feel confident using new AI tools. Organisations were encouraged to provide clear explanations about how AI-driven decisions are made, especially to prevent potential legal issues. HR teams were advised to audit their existing AI tools regularly and establish platforms for employees to voice concerns about new technologies.
These insights reflect the need for HR automation tools that empower teams to work efficiently while maintaining ethical standards. Platforms that support transparency and human oversight allow HR to implement AI responsibly, building trust among employees and reinforcing a positive workplace culture.
Tom Ravenscroft’s workshop centred around unlocking “essential skills” like resilience, communication, and problem-solving as part of a comprehensive approach to workforce productivity. He shared strategies for embedding these skills into job roles and continuous learning, emphasising the productivity gains of a skills-based approach.
Platforms that focus on skills-based recruitment and development align with this vision by helping HR efficiently identify and assess essential skills in candidates, ensuring they place the right people in the right roles. This automated approach to skills identification also facilitates upskilling initiatives, enabling organisations to build agile, high-performing teams. Ravenscroft’s emphasis on continuous development reflects a shared mission across many HR platforms to streamline recruitment and talent management, building productive, resilient workforces equipped for tomorrow’s challenges.
In a session focused on organisational agility, Zoe Sweet from the Ministry of Justice and Nick Baker from The Football Association shared case studies on leading successful change transformations. Zoe Sweet’s case study showcased the Ministry of Justice’s Centre of Expertise approach, which draws on elements of the Ulrich model to create a consulting-focused structure. This model aims to build organisational agility by fostering a sense of community and enhancing capability within HR teams, positioning them as experts and trusted partners within the organisation.
Nick Baker’s case study provided practical insights on how leaders can guide their workforce through transformative changes, helping employees build resilience and adapt to new challenges. His approach emphasised the importance of supporting teams to overcome the difficulties associated with organisational change, ultimately driving business results through effective change strategies.
For HR professionals, these case studies highlight the importance of developing frameworks that prioritise agility, resilience, and capability-building—key components for navigating the evolving demands of modern workplaces. With HR automation tools, teams can further support these frameworks by streamlining processes and ensuring consistent communication, allowing HR to focus on the people side of change.
The day concluded with a powerful masterclass by Tory DeBassio and Adrian Seligman from the Top Employers Institute, who explored what it means to implement ethical AI in HR. They highlighted the importance of human-centric, evidence-based AI applications that prioritise fairness, privacy, and transparency—principles shared by responsible HR automation providers focused on enhancing employee experiences and ethical data practices.
In practical terms, automation provides HR teams with tools to incorporate AI thoughtfully and responsibly into their operations, making it possible to scale personalised experiences while maintaining ethical standards. By automating routine tasks, HR can allocate resources to activities that require human insight, such as talent development and culture building, fostering a work environment where AI serves to enhance rather than overshadow the human element.
From exploring the potential of AI to rethinking flexible work and building resilience, Day 1 at CIPD ACE showcased how the HR profession is embracing innovation to enhance employee experiences and organisational success. Each session highlighted actionable strategies that HR teams can adopt to drive positive change in their workplaces.
If you’re looking to implement these insights and take your HR processes to the next level, consider seeing 50skills in action. Our platform streamlines and automates key HR workflows, empowering your team to focus on what matters most—creating a thriving workplace. Book a demo today to discover how 50skills can support your organisation’s journey toward a more efficient, engaged, and future-ready workforce.
