ARTIFICIAL INTELLIGENCE

Two Common Challenges to
Developing an AI Implementation Strategy

By March 4, 2019 No Comments
Two Common Challenges to Developing an AI Implementation Strategy

Escaping the conversation around Artificial Intelligence (AI) is becoming increasingly difficult—and for good reason. While the advancement of AI and machine learning has faced and continues to face challenges, its presence is steadily growing among businesses. In fact, some sources report that nearly two-thirds of businesses have implemented some form of AI.

Yet even with the best intentions to adopt AI applications, business leaders across industries are facing common challenges to greater AI implementation. Some of these barriers may be a “quick fix,” while others present hurdles that may take months or years to overcome. But by identifying these challenges and how they may impact broader global expansion plans, business leaders can take the first step towards not only wider AI adoption, but better familiarity with its shortcomings, ambiguities, and inevitable evolution in the workplace.

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Challenge One: Who’s Leading the AI Implementation Strategy?

Artificial Intelligence is still relatively new, particularly when considering how few businesses were utilizing its applications even recently. But AI’s newness also means that the talent pool tasked with furthering its implementation into the workplace is still developing, too. Many businesses are finding it difficult to source qualified talent to lead that charge. Not only does this mean that they are struggling to find talent, but also spending valuable time and resources to find that talent. This can spell headaches for businesses that are making efforts to utilize current AI applications while also planning a global expansion—two massive undertakings that will fundamentally alter some organizational operations.

As AI’s presence grows, so too will this talent pool. But for now, that pool is somewhat shallow; larger companies (like some Silicon Valley titans) are at the forefront of hiring data scientists, computational linguists, and other essential personnel to power AI development and integration. And, with this limited-but-growing talent pool, those qualified for essential positions are likely to look towards these companies that offer higher salaries than most smaller businesses can. To combat this talent shortage, some companies are turning to services like International PEO to hire across borders.

Challenge Two: No Clearly Defined AI Implementation Strategy

The talent issue certainly plays a role here, but the lack of a strategic approach to incorporating AI runs much deeper than the question of who will actually do the implementing. This relies heavily on company culture: is leadership resistant or hesitant to change, or does it embrace that the workplace will inevitably undergo fundamental changes in terms of both AI and its own culture? Even if leadership is ready to begin implementing AI applications, does it have a clear path forward for how and when it will do so?

This question is glaringly broad; there are many factors that go into developing this plan—especially as part of a larger global expansion strategy—and each business should approach it in a manner unique to their objectives, budget, and timeline. By first identifying the objectives, businesses can gain a clearer and more realistic vision of what broader AI adoption may look like. Will it require a new department? Should freelancers or contractors be hired? Are the needed AI applications some that existing employees can be upskilled to handle? There is no right or wrong answer; businesses must do what works for them and their global expansion objectives—even if that means delaying broader adoption until a solid implementation strategy has been developed.

Embrace Change with an Experienced Global Expansion Partner

Whether a business is planning to go global in the coming months or is just beginning to formulate its expansion plan, AI adoption is likely part of the equation. Depending on a company’s industry and needs, this could mean something as simple as a new application for sourcing talent, or it could spell a complete overhaul of current systems. Either way, change—in some manner—will come.

If your organization is weighing how and when to implement its global expansion plan, or is already an industry leader looking to take on additional international markets, reach out to Velocity Global to learn more about our International PEO (Professional Employer Organization) solution. We can help you break into new markets on your terms and timeline—often in as few as 48 hours.

Ready to realize your global expansion goals? Let’s get started.