Organisations are utilising AI-based intelligent tools to create new opportunities in competency and capability management

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Introduction

Artificial Intelligence (AI) has revolutionised various industries, changing the way businesses operate and interact with their customers. In one area, we explore how AI intelligent tools are rewriting the script for employer-employee relationships to advance careers within organisations. The convergence of AI and competency and capability management is reshaping the workplace and transforming how organisations find, attract, and retain top skills. This article discusses the profound impact artificial intelligence has on competency and capability management and its potential for developing a more efficient and equitable workforce.

Artificial intelligence is rapidly becoming embedded in modern project environments. A 2025 survey by the Association for Project Management¹ found that 70% of project professionals say their organisation now uses AI in project delivery, nearly doubling from 36% in 2023. In the construction sector alone, adoption increased from 15% to 75% of organisations in just two years, highlighting the rapid integration of intelligent tools into project workflows.

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What does this mean for employees and employers?

To get the most out of AI, embarking on a hyper-personalised employee experience would enhance skills development. As much as upskilling is important, employees want to know if they have a future with their employer. Nearly half of organisations surveyed said that AI tools have improved personalised employee experiences². HR experts also note that advanced people analytics and machine learning will enable AI to deliver personalised career pathing and predictive insights³, helping employees envision their growth and trajectory within the company. Hence if a company routinely provides proactive training and development in IT capabilities and skills, then employees are less likely to be affected by advanced changes of technology implemented within a business. Furthermore, collecting data with AI intelligence tools can manage talent lifecycles.

Trevor Dawes, Chairman

Trevor Dawes, Chairman of Online Profiling Ltd explains the potential AI holds for competency and capability management, as organisations implementing AI into systems should “establish boundaries.” For example, AI-driven performance management systems can analyse vast amounts of data to evaluate employee performance objectively. He believes engaging employees by capturing their data and reviewing it with their line manager, coach or mentor will enhance their talents generating opportunities.

Therefore, utilising AI can provide comprehensive insights into an employee’s strengths and weaknesses. Furthermore, this data- driven approach promotes an unbiased performance evaluation process, encouraging employees to navigate through their roles easily and more effectively.

It’s not the freedom of speech, its the freedom of reach”

Tim Johnson SVP International VIQ Solutions

Conclusion

The fusion of AI in competency and capability management has transformed organisations. Leveraging AI’s capabilities in businesses can streamline talent acquisitions, provide data, and personalise development opportunities facilitating employee needs. Balancing human judgement and AI insights by establishing boundaries ensures this technological phenom remains a tool to empower employees and enhance their potential. All things considered, artificial intelligence is the first step towards change and employees’ acknowledging this can embrace their diverse talents.

Footnotes

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