PwC Cyprus representative urges HR to become a driver of business transformation — Cyprus Mail
In Cyprus, HR functions must move from a supporting role to a central place in business transformation as companies adapt to changes related to artificial intelligence. This position was expressed by Andreas Papadopoulos, Senior Manager in Advisory at PwC Cyprus, Cyprus Mail reports.
According to him, the workforce is increasingly determining whether companies’ renewal and transformation will be successful. Citing PwC research, Papadopoulos said that in an economy using AI, HR should be transformed into a key driver of transformation. Skills, the operating model and responsible AI implementation should be at the center of HR’s work.
Skills and workforce adaptability
Papadopoulos drew attention to the findings of PwC’s 27th Annual Global CEO Survey. According to him, aligning the workforce with business needs is both the greatest challenge and the most important factor in transformation. Future skills, employees’ ability to adapt and corporate culture may be obstacles to change, but with effective management they can accelerate it.
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Company leaders, he said, are increasingly viewing AI implementation not as a routine technological upgrade but as a rethinking of the business model. Such an approach requires significant changes in employee roles, their competencies and ways of working.
Workforce architecture
In the opinion of the PwC Cyprus representative, HR must move away from the traditional approach focused on headcount and shift toward building workforce architecture. This involves reviewing positions and processes with regard to what can be automated, as well as areas where human involvement is essential for creating value, innovation and customer experience.
He named responsible AI implementation as another strategic area. According to him, the strategy, approaches and principles for using AI should be jointly developed with top management, legal departments, risk specialists and IT. HR must understand how AI decisions affect skills, processes, recruitment and employee development for future roles.
