Linq HR - Blogs (Information) #NLP

Agentic HR: A More Connected View of Performance

Tue, 07 Apr 2026 09:18:08 +1000

HR systems may be on the verge of a fundamental shift. Rather than relying on periodic manager reviews, future HR platforms could connect directly and talk with business “agents” across sales, customer engagement, support, and operations. In this model, performance is not interpreted after the fact and is observed as work happens.

Josh Bersin describes this as “agentic HR,” where agents continuously draw on operational data to understand contribution in real time (Bersin, 2026). The implication is a more integrated, evidence based approach to talent and performance management.

For employees, this could improve fairness and clarity. Performance becomes tied to measurable outcomes rather than manager led subjective recall. High performers may be recognised earlier, and insights into what drives success can be shared more widely, supporting development in a practical way. However, continuous visibility may also feel like constant monitoring, particularly if context behind the data is not well understood.

For businesses, the benefits are equally compelling. Leaders gain faster insight into performance, enabling quicker decisions on talent, resourcing, and cost management. During periods of change, this could support redeployment or more targeted workforce adjustments. Yet integration across systems introduces complexity, and potential over reliance on data risks overlooking judgement, less visible or leadership related contributions.

The opportunity in agentic HR is clear: a closer link between people and outcomes. The challenge is ensuring that this visibility enhances understanding rather than reducing performance to metrics alone. But will organisations be able to build the trust, capability, and judgement required for this model to be viable at scale?

At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR and employee relations solutions. Ph 1300134566.

References

Bersin, J. (2026) Introducing HR 2030: A Vision for Agentic Human Resources. Available at: https://joshbersin.com/2026/04/introducing-hr-2030-a-vision-for-agentic-human-resources/

What next for your HR Tech?

Fri, 10 Mar 2023 15:25:46 +1100

The ultimate HR Tech stack would probably be a single system (or function like a single system), cater for all HR functions from Talent Acquisition through to Workforce Planning and Efficiencies, provide for all workforce types including the needs of remote workers, and maybe even extend to workplace layout and flexible office scheduling. It would be easily populated, intuitive to navigate and easy to find information at the touch of a button, show an organisational structure which is reflective of the actual organisation and generate amazing reports. People want to use the HR system on a daily basis.

The reality is that most organisations have multiple HR systems requiring multiple login’s and the HR tech stack can be very confusing https://www.linqhr.com/blogs/post/HR-Tech. There are manual data transfers or close monitoring of the data transferred between systems electronically to prevent inaccuracies. Is strong in some functions such as Payroll, Talent Acquisition or Employee Experience but light across all other functions. Requires additional systems to be added if you wish to extend into something like Employee Listening or Online Learning. Hard to judge whether the systems altogether are truly adding value. Multiple subscriptions to manage.

Then add into the mix business cycles. If we enter a period of economic headwinds then the emphasis of the HR System may change, for example, from Succession Planning to Workforce Efficiency if budgets and headcounts get tighter.

Now add new technological innovations such as AI. As AI evolves one thing is almost for certain is that it will be able to analyse and present information from large and complex data pools - nearly all of which every organisation has across its multiple HR systems. Using it to improve workforce planning and increase workforce efficiencies would be an advantage from AI.

So the future direction of your HR tech is likely, at a minimum, to be influenced by the need for a system which acts as one (preferably with a single login for each user), can operate deeply within and across all the HR functions important for business such as Talent Acquisition and Mental Wellbeing, acts and draws on intelligent analytics and outputs to maximise the management of the workforce.

Linq HR are specialists in HR Consulting, Career and Vendor Selection . Ph 1300234566

How could Artificial Intelligence assist HR to become more efficient?

Wed, 24 Feb 2021 13:05:49 +1100

For most of us, Artificial Intelligence (AI) may soon be making our job better including the Human Resources department. AI is reinventing and helping HR's digital transformation. The future of HR involves AI, with businesses investing in HR automation solutions and focusing on more important tasks.

HR is known for having many tedious and repetitive administrative tasks, especially in organisations which haven't gone through technological updates recently, resulting in less productive employees. Providing the proper tools and technology will deliver a better employee experience and make life easier at work.

"HR and companies in general should look at applying AI not just to business processes that are high volume, like recruiting, but that also have a high incidence of error," Eubanks said. From auditing business contracts, expenses reporting and workplace harassment chatbots, AI solutions can be as efficient as it is in recruiting and talent acquisition areas.

AI Assisted remote onboarding

Organisations are turning to artificial intelligence and machine learning technologies to streamline employees onboarding experience especially after the Covid-19 crisis. Employee internal portals are used for company policies, services and for any other relevant document related to the employee’s everyday work thus reducing unnecessary paperwork.

HR chatbots as well as gamification onboarding strategies are used to facilitate new employee integration. “This can allow new hires to integrate more quickly into the organization even before their first day on the job,” says Susan Power, founder and CEO of PowerHr.

When it comes to onboarding, designing and implementing a smart training strategy is important to ensure the new employee can handle requests effectively. An automated and intuitive system will reduce the amount of training time and the employee can focus on “learning on the job”.

HR departments are also integrating AI technology to automate tedious manual tasks such as offer letters, writing contracts or benefits documents, screening resumes for keywords and documenting any information about the employee during the onboarding process in the HR system.

Natural Language Processing

NLP (Natural Language Processing) has brought a big change in the field of HR by using algorithms to analyse the interaction between human language and computers. It allows HR professionals to hire or promote a good candidate fit for a role and even identify employee potential. NLP provides a data-driven approach to selecting an employee with the objective of minimising human error or bias. Pre-qualification of candidates via chatbots and automated interviews improves time-to-hire and candidate experience.

NLP use could extend to analysing employee surveys responses, identifying competence, levels of employee engagement, at-risk employees and perhaps even succession planning. Sentimental analysis is an NLP technique used by some organisations to determine whether data is positive, negative or neutral. This analysis helps businesses in understanding customer needs and sentiment toward their brand.

Organisations must understand AI as a tool to assist rather than replace people. Integrating AI in the workplace can be a journey but when full utilised, will prove to be a determining factor for the efficiency of any HR departments.

So finally, next time you decide to look for a new HR service provider then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.

References

"AI for Administrative Tasks Can Make Life Easier at Work." https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/ai-for-administrative-tasks-can-make-life-easier-at-work.aspx.

"Onboarding Seamlessly: How AI Is Transforming the Experience - HR Certification Institute." https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2019/05/18/onboarding-seamlessly-how-ai-is-transforming-the-experience.

"3 Ways Natural Language Processing (NLP) Will Transform HR ...." 17 Jul. 2019, https://www.hrtechnologist.com/articles/digital-transformation/3-ways-natural-language-processing-nlp-will-transform-hr-in-2019/.