**6. AI-powered HCM: the future directions and dimensions**

Human Capital Management has been a critical issue across the globe. Human validation is still necessary because of high economic and social stakes [51]. AI is replacing and heavily enhancing low-skilled and repetitive jobs that do not require emotional capabilities. The AI-powered HCM solutions provide rich insights from sourcing to selecting, recruiting to resourcing, deployment to development, training to retaining, employee engagement to employee experience and enjoyment.

The future directions and dimensions for the successful adaption of AI in HCM solutions *inter alia* include the following: (i) aligning HCM Solutions at par with the strategy; (ii) boosting investments in analytics with a focus on the last mile; (iii) clarifying data ontology based on present and predictive analytics and creating cross-functional and collaborative agile teams; (iv) developing a data strategy with a strong data governance; (v) enable the process of deep data analytics by a tailored talent strategy and (vi) frontline empowerment make the analytics data-driven [52].

The future of AI-powered HCM applications focus on the following: (a) 'Data mining' as Decision Support System (DSS) in Performance Management, (b) 'Natural Language Processing (NLP) and Face Recognition' in Recruitment and Interview, (c) 'Robotics and Visual Scanning Technologies' in Training and Development and (d) 'Neural Network System' in Intelligent Salary Evaluation.

*Do not be a shoemaker with a bare foot. Be a do-able change agent, digi-disruptor, strategic player with the vision and intent*. The future of HCM lies in making 'Liquid Workforce' happy and healthy. A feel of joy at work, delivering happiness in the workplace, and enjoying with futuristic vision are the unique traits of 'Liquid Workforce (Gen-Z)'. The elephant room is gaining traction even the HCM is creating super jobs with human intelligence and sensitivity. Hence, the suggested strategies for exploring, experiencing and empowering HCM with AI-powered solutions are as follows: *Listen like a CEO, Speak like a COO, Read like a CTO, Write like a CFO and Act like a CHRO.*

## **7. Human Capital Management (HCM): a rethink, reinvent and redefine**

Today, organisations are grappling with an unprecedented crisis that is fundamentally different from what they have ever experienced. In this hour of crisis, the HCM function has to be a catalyst in predicting change, co-creating a range of Scenarios and Planning (HRP & SP) for the future.

At this time of crisis, organisations must adapt Workforce Analytics for changing the ways of work, invest in the right IT infrastructure and build in structured mechanisms to institutionalise remote working. The working hours, work locations and even the work arrangements would become more fluid and make remote working to be an integral part of every organisation. Further, virtual working has faced the heat, therefore, mobilise IT infrastructure and set up data security protocols at a very short notice. In addition, focus on scaling up human productivity by building cost management options for the development of human capital.

The crisis is also forcing organisations to re-look at the HR processes and operations through a digi-lens that drive the future situations and scenarios (Scenario Planning). This will ensure not only the safety and security of the employees but the organisation's health. More than 70% of the organisations are now moving to virtual methods of 'Recruitment & Selection'. It is also the right time for CHROs' to recalibrate their priorities, focus towards managing remote workforce, digitalize the HR function and re-inventing workforce models [53].

*AI-Powered HCM: The Analytics and Augmentations DOI: http://dx.doi.org/10.5772/intechopen.100475*

An acceleration of future M&A, Nationalization and Glocalisation of companies will create challenges and rise in complexity for CHROs. There is a need to develop Agile Operating Models meeting the competition with deliverable solutions. The popularity of contractual jobs and freelancers is growing and it is imminent to workforce constantly upgrade and upskill to remain competitive. It is the right time to focus on Learning and Development (L&D) that make the employees future ready. Companies are doing Competency Mapping of their employees and exploring the possibility of transferring or re-skilling some of their employees to other divisions/locations wherever there is a demand or likely to have demand in near future due to the economic impact of COVID-19.

The devising and designing of HCM Guidelines from the head and heart, engaging human capital with human touch and spirit, introducing agile and augmented technologies, reskilling and reinventing HCM dynamics, imbibing confidence, inducing unbounded optimism for the welfare, wellness and well-being of the workforce under the decisive and reactive leadership undoubtedly redefine and reinvent the siloes and signatures of Human Capital Management, that is *the acta not verba and coup de maître of HCM.*
