Kazmaier: I am convinced of that. Until now, people have been the only bearers of intelligence in the company. With AI, there is another “intelligence carrier” for the first time. This means that we have to rethink classic job descriptions and organizational models. Many jobs today consist of a bundle of different tasks. When AI takes over some of these tasks, the definition of a job automatically changes. The same applies to teams and ultimately to entire organizations. The traditional hierarchies were created for relatively static working environments. AI is now creating the conditions for significantly more dynamic forms of organization.
Does this mean the end of classic job profiles?
Kazmaier: I believe that in the long term we are moving from a purely role-oriented organization to a more skills and task-oriented organization. In the future, companies will be able to decide much more flexibly which tasks will be carried out by humans, which by AI and which by the interaction of both. This is exactly the transformation we are currently experiencing – and it will change companies far more than the mere use of a new technology.
“AI means a transformation of the entire company”
Companies are approaching AI in different ways. Some start in IT, others in individual departments. In your opinion, is Human Resources a particularly suitable entry point?
Kazmaier: I think so. On the one hand, because AI is not just a technological change, but a transformation of the entire company. HR inevitably deals with questions such as: What skills do we need in the future? What tasks does AI take on? Which ones stay with humans permanently? How are recruiting, further training and career paths changing? All of these questions first end up in the HR area.
At the same time, HR is closely linked to financial processes.
Kazmaier: Exactly. At the interface between HR and finance, AI is quickly becoming an economic reality. In the future, companies will not only have to plan personnel costs, but also take into account the use of AI systems and their operating costs. This ultimately changes the way a company is managed.
At the same time, HR affects every single employee.
Kazmaier: And that’s exactly why AI offers enormous potential there. Everyone knows from their own experience what makes good work: fair assessments, good leadership, individual development opportunities and appropriate further training. In reality, many things fail due to limited human resources. Not every applicant can get a personal recruiter. Not every employee has an individual career coach or mentor.
AI could close this gap?
Kazmaier: That is exactly the great opportunity. For the first time, AI makes it possible to individually accompany and support a large number of employees. She can guide applicants more personally through the recruiting process, give employees individual development recommendations or support managers in everyday life. This creates a much more personalized employee experience – on a scale that would hardly be possible on a purely human level.
How does this show up in practice?
Kazmaier: Let’s take classic HR processes. Companies save time and money through automation. At the same time, employee satisfaction increases because they receive support much more quickly. For example, an HR ticket used to be forwarded to a shared service center and the response might not come until days later. Today, an AI assistant can answer many concerns immediately – around the clock.
Does this also apply to application processes?
Kazmaier: Absolutely. Applicants often write their applications after work or on the weekend – exactly when the recruiter is no longer working. With AI, they can still receive immediate feedback, ask questions or be guided through the application process. This significantly improves the candidate experience and makes the entire process much more efficient.
So you see HR as one of the areas in which AI can prove its benefits particularly quickly?
Kazmaier: Yes, because two effects come together here: companies benefit from significantly higher automation, while employees and applicants at the same time experience more individual support. This combination has never existed in this form before. That’s why I think HR is one of the most natural application areas for AI.
Mr. Kazmaier, thank you very much for the interview.
Kazmaier: Anytime for Computer Week.
