To adopt and leverage new generative AI technologies, workplaces need to change their strategic HR initiatives and prepare for disruption to talent demand and supply, according to a Dec. 20 report from McLean & Co., a global HR research and advisory firm.

Organizations that adopt generative AI will more likely gain a competitive advantage through better productivity and performance, according to the report. At the same time, complications may arise through disruption of existing roles, shifts in skills and changes in workforce composition.

“Generative AI has the potential to disrupt organizations by automating tasks, reshaping roles and shifting talent requirements,” Lisa Highfield, principal director of human resources technology and artificial intelligence at McLean & Co., said in a statement.

“The success of organizations in leveraging generative AI to drive organizational objectives hinges on HR to address the underlying impacts on talent,” she said. “HR can address the talent gap driven by generative AI by adjusting and developing strategic HR initiatives to build, buy, borrow, redeploy or reduce talent.”

First, organizations will need to understand workforce planning implications on roles, tasks, skills and workforce demographics, according to the report. For instance, roles that require a higher degree of decision-making, problem solving, organizational knowledge, creativity, innovation and social and emotional intelligence are less likely to be automated.

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