Key takeaways
What we covered
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00:07
Welcome
How AI changes the way HR works, not just its tools.
03:12
Introducing Gustia R. Anasril
Building HR from scratch through rapid growth, mergers and an IPO.
05:14
From Nokia to iPhone
Technology that understands context, and HR still working like a Nokia.
07:16
We already use AI personally
Recruiters, employees, managers and even candidates.
09:19
Why trust matters
Sensitive HR data, and why buying a license is not transformation.
11:21
Three questions to ask
Which work, decisions and capabilities will change.
12:21
Beyond the AI label
Measuring faster workflows and better decisions, not features.
14:23
15 years of HR systems
From record keeping to self-service, analytics and AI-native intelligence.
17:30
Data comes first
Job architecture, master data and the order of transformation.
20:35
Productivity, cost and risk
How to make management pay attention.
22:38
AI-ready HR is like building a house
Data, workflow, decisions, AI experience and governance.
24:41
Start in shallow water
Low-risk use cases before sensitive people decisions.
25:43
Trial, adoption, transformation
What it takes for AI use to stick.
27:47
Responsible AI in HR
Bias, and the four non-negotiables.
31:53
Skills-based talent management
Managing people by skills, not job titles.
33:55
Succession as continuous sensing
From an annual 9-box to live signals.
37:00
Succession in rapid growth
Who will lead the new site next month?
38:01
Learning measured by capability
Personalized learning and outcomes, not attendance.
40:03
AI in mining
Remote operation, automation and what changes for HR.
42:06
New skills for mining
Remote operators, automation technicians and data roles.
44:07
HR architecture and dashboards
From HRIS to talent intelligence and business dashboards.
45:10
The five-step playbook
Where to start when the CEO asks about AI.
47:13
Lexi in PeoplesHR
Recruitment, an automatic 9-box grid and overtime analysis.
55:24
Audience Q&A
Trusting AI shortlists, and AI for consumer goods distributors.
Q&A highlights
Start with validated candidate data, then define a clear taxonomy of what you want, such as target universities, minimum GPA or years of experience in the same role. AI only does what you ask it to, and it can be wrong, so set the criteria carefully.
In HR, it can help with recruitment, talent mapping and promotion decisions, even summarizing recorded video interviews. Beyond HR, AI can handle customer service chatbots and automate repetitive processes. Map your business processes first, then decide where to start.
See a live 9-box from your own data
Watch the full session, or talk to PeoplesHR Indonesia about AI for recruitment, succession and workforce insights.
