Bridging the AI Readiness Gap: Why 70% of Workers Aren’t Ready, And What HR Must Do Now
AI is no longer an emerging trend; it is a present-day force reshaping how finance and HR functions operate. While CFOs are accelerating AI investments to boost productivity, optimize headcount, and unlock new strategic capabilities, many organizations are overlooking a critical variable: workforce readiness.
A staggering 70% of employees say they have never used AI at work, and over half don't feel prepared to do so. Meanwhile, 72% of Fortune 500 CHROs expect roles to be eliminated by 2026 due to AI. This disconnect isn't a minor gap; it's a fault line threatening to fracture transformation efforts.
This article guides CFOs and tech executives on how to bridge that divide through HR leadership. It outlines how AI is already transforming the workforce, what CFOs must do to align people and processes, and how HR can lead this change with an actionable, metrics-driven roadmap. The transformation isn't coming… it's already here. The question is: are your people ready for it?
Table of Contents
- The AI Disruption Has Already Begun
- The Workforce Reality Check
- AI's Real Impact on People and Roles
- The Three-Phase HR Transformation Plan
- Key Metrics to Track Workforce Readiness
- HR's Mandate: Lead, Don’t Lag
The AI Disruption Has Already Begun
CFOs are moving swiftly to harness AI. According to Gartner, 70% of CFOs plan to invest in AI for their departments in 2025, and McKinsey reports that 60% of finance functions have already integrated AI in some capacity. But while investment is growing, operational transformation often outpaces workforce adaptation.
Consider accounts payable. AI-driven systems like Tipalti and SAP Concur are now processing thousands of invoices with over 80% cost savings and 70% faster cycle times. Meanwhile, financial planning and analysis (FP&A) functions are adopting predictive models that eliminate up to 90% of manual consolidation tasks, according to KPMG.
In short, AI is displacing routine roles and reshaping strategic ones. But while the tools are ready, your people may not be.
The Workforce Reality Check
Gallup's 2024 Workplace AI Readiness Study reveals a glaring mismatch:
- 70% of workers say they have never used AI at work.
- 53% feel unprepared to use AI tools.
- Only 14% believe AI threatens their role—even though 72% of CHROs expect role eliminations by 2026 (LinkedIn Workplace Trends).
This disconnect isn’t just an awareness problem, it’s a transformation risk. Employees who don’t understand how AI is changing their jobs are unlikely to adopt new workflows, upskill proactively, or engage in redesigning efforts. The result: delayed ROI on AI initiatives, resistance to change, and talent flight.
AI's Real Impact on People and Roles
AI doesn't just replace roles; it transforms them:
- Disappearing roles: Data entry clerks, AP/AR processors, and low-level payroll staff are increasingly obsolete.
- Transforming roles: Analysts, controllers, and finance partners are shifting from data prep to strategic advisory.
- Emerging roles: AI auditors, finance data engineers, and automation specialists are now essential to support AI systems.
According to the World Economic Forum, 44% of workers’ core skills will change by 2027. MIT research further supports that reskilling—not rehiring—delivers better long-term ROI when navigating automation.
The bottom line? Future-ready organizations are not just investing in AI tools—they’re redesigning roles and retraining people in tandem.
The Three-Phase HR Transformation Plan
Immediate Actions (0-3 Months)
- Run an AI Awareness Survey
Gauge your employees’ understanding, attitudes, and fears about AI. Segment findings by function, seniority, and region to personalize interventions. - Launch "AI 101" Training
Use simple, practical sessions to demystify AI. Focus on what AI is, how it works, and how it applies to their role—no jargon, no fear-mongering. - Equip People Managers as AI Translators
Train line managers to translate AI strategy into team-level impacts. They are your most effective channel for driving change comprehension. - Establish a Cross-Functional AI Council
Include HR, Finance, IT, and Legal to create aligned governance on AI usage, workforce impacts, and skill priorities.
Short-Term Actions (3-9 Months)
- Redesign Key Roles
Use job architecture frameworks to redefine roles impacted by automation. Add new skills, phase out redundant duties, and build career progression maps. - Launch Targeted Upskilling Programs
Focus on data literacy, scenario analysis, AI tool fluency, and communication skills. Partner with platforms like Coursera or edX for rapid deployment. - Deploy Internal Mobility Platforms
Create visibility for AI-augmented roles and allow employees to apply or train for them internally. - Formalize AI Change Management
Create communication plans, internal champions, and reward structures to support adoption. Use real success stories to shift the narrative from threat to opportunity.
Long-Term Actions (9-18 Months)
- Embed AI into Onboarding and L&D
Make AI fluency part of every new hire’s onboarding. Evolve learning systems to support continuous tech skilling. - Institutionalize Workforce Planning with AI
Use scenario modeling to anticipate role demand shifts and skill gaps. Align workforce plans with AI roadmaps to avoid future dislocation. - Build a Reskilling Lab
Create a dedicated team or center to identify, pilot, and scale AI-related skilling programs across departments. - Publish a Workforce Readiness Scorecard
Report progress to leadership and employees. Transparency builds trust, and trust accelerates adoption.
Key Metrics to Track Workforce Readiness
- AI Awareness Index: % of employees who can explain how AI impacts their role.
- Upskilling Completion Rates: Track participation and certification in AI-relevant learning.
- Internal Mobility Uptake: % of workers moving into AI-augmented roles.
- Change Readiness Pulse: Quarterly sentiment tracking to measure trust and engagement.
- Reskilling ROI: Compare cost of retraining vs. new hire ramp-up in emerging roles.
- Adoption Rates by Tool: Monitor usage rates of AI tools post-implementation.
HR's Mandate: Lead, Don’t Lag
CFOs have rightly focused on the cost and capability gains of AI. But ignoring the people side risks a hollow transformation. The biggest lever for success isn’t the technology—it’s the talent.
HR must now step up as a strategic driver, not a reactive administrator. That means leading from the front: surfacing risks, preparing the workforce, and partnering with Finance and IT to ensure AI adoption delivers on its promise.
In this AI era, readiness isn’t optional. It’s existential. The most successful companies will be those whose HR teams built bridges—not barriers—between vision and execution.
Now is the moment to lead.
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