Insight222 AI Impact Assessment™

Understand the impact of AI on your workforce

A role-by-role assessment that reveals how AI is changing work, where capacity can be unlocked and which skills your organisation will need next.

Explore how we help
Contact us
Stylised graphic showing user avatars as orange outlines in white circles and two overlapping smartphone screens displaying colourful circular icons and blue and red rectangular buttons in a messaging or social media app interface.
Two large, smooth, dark blue-grey spheres against a matching dark blue-grey background with soft lighting reflections.
1 week
‍Rapid assessment

HR assessment report, with additional time required for other business functions.

1 Dashboard
‍Actionable insight

A focused assessment of the roles that matter most to your organisation.

1 Workshop
Clear next steps

From understanding your organisation to identifying opportunities and developing a practical roadmap.

See the bigger picture. Understand the detail

The Insight222 AI Impact Assessment™ brings complex workforce analysis together in one interactive dashboard.

Move from an organisation-wide view of AI's potential impact to a detailed understanding of individual roles, tasks and opportunities.

Explore the findings, compare priorities and uncover the insights needed to make confident decisions about your workforce.

Portfolio Overview
Role Analysis
Task-level Insights
Future Operating Model
Management Summary

Portfolio overview

Understand where AI could have the greatest impact across the roles assessed, helping you identify priorities and focus your efforts.

Dashboard showing HR roles analysis with 631 full-time equivalents across 12 roles, 29% average capacity freed, €16M value of freed capacity, and €54M HR cost base analysed. A bubble chart plots HR roles by change through AI (vertical) and free capacity created by AI (horizontal). Bubble size represents FTE in role, with color indicating risk level: light grey (risk 3/5), dark grey (risk 4/5), and coral (risk 5/5). Prioritized roles highlighted in green: HR Business Partner with highest value per freed FTE and HR Service Desk Specialist with largest capacity pool. Roles include HR Transformation, Employee Relations, Talent & Succession, Payroll & Time, People Operations, Learning Experience, HR Systems, Reward, Talent Acquisition, and People Analytics.

Role Analysis

Explore how AI could change individual roles, including opportunities for automation, augmentation and capacity release.

Dashboard showing assessment results of work tasks before and after AI implementation with percentage reductions in time for employee inquiry handling, HR data maintenance, payroll input validation, knowledge base management, onboarding, reporting, and compliance support. Bars indicate current and AI-enhanced times with percentage change in red text. Role composition charts compare transaction processing, employee-facing service, and control and judgement work before and after AI, showing control and judgement increases from 9% to 16%, transaction processing falls from 45% to 38%. Right panel shows skill gaps to close with bars indicating gaps for AI Workflow Orchestration, Data Interpretation, Digital Knowledge Management, and Multichannel Virtual Communication. A section outlines benefits like proactive employee nudge engine and cross-system case orchestration.

Task-level insights

Understand which activities are most likely to change and where human expertise will remain essential.

A project timeline table titled 'The First Twelve Months' showing tasks across four time periods: Weeks 0-4 (Nothing to build), Weeks 4-10 (First working system), Months 3-6 (Scale and decide), and Months 6-12 (Extend the reach). Three rows outline workstreams: The work, The people, and The guardrails with specific actions in each period such as switching on licensed AI features, building ticket pre-check, scaling service hubs, and opening conversational channels. The bottom section details the task 'Switch on the licensed AI features' explaining what it involves, what it needs, and what it produces, describing enabling AI search on Tier-1 tickets with no procurement or development needed and measurable impact on first-contact resolution.

Future operating model

Explore how responsibilities, capabilities and ways of working could evolve as AI becomes embedded in your organisation.

Diagram showing HR roles today transitioning to future role families, reducing from 12 to 7, with 2 roles not existing today and 631 FTE for reshaping roles. A flowchart links current HR roles like HR Service Desk, People Operations, Payroll, and others to future roles such as Employee Experience Advisor (~190 FTE), Service Automation Supervisor (~59 FTE, new role), Payroll & Data Assurance Specialist (~70 FTE), Talent & Capability Architect (~115 FTE), Workforce Strategist (~98 FTE), Reward & Policy Designer (~57 FTE), and People Data & AI Product Owner (~42 FTE, new role). Details describe the Employee Experience Advisor role's changes, origins, and requirements including judgement, coaching, and focus on service quality. Additional HR model areas are listed below.

Management summary

Bring the findings together into a clear view of opportunities, implications and recommended priorities.

Dashboard summary showing HR capacity assessment with five key metrics: 631 HR FTE across 12 roles, €54M cost base analysed, 29% average capacity freed, €16.0M annual value of capacity, and 20 use cases running on current stack. Key findings highlight €16.0M capacity in play (capacity, not cash), impact concentrated in 4 of 12 roles, work shifted in kind not volume, capability as constraint, and minimal new technology needed. Leadership team decisions cover freed capacity use, HR AI ownership, and automation limits. A 90-day plan outlines AI licensing, ticket pre-check piloting, capacity split decisions, and scaling pilot results.

How the assessment works

A structured, three-step process that transforms workforce data into meaningful insights and practical actions.

1. Setup

Start with your organisation.

Every organisation is different. We begin by understanding your business priorities, workforce structure and the roles you want to assess.

Using your existing role descriptions, workforce data and organisational context, we establish a company-specific foundation for the assessment.

This ensures the analysis reflects how work is actually performed within your organisation, rather than relying solely on generic job profiles.

Three grey rectangular panels stacked vertically on a grey gradient background with subtle circular shapes. The top panel has a target icon with an arrow and the text 'Prioritise Opportunities' beside three lines of grey placeholder text. The middle panel shows an icon of three people and the text 'Redesign Roles' with three lines of grey placeholder text. The bottom panel features a roadmap icon and the text 'Build Roadmap' above three lines of grey placeholder text.
2. Analyse

Reveal where AI changes work.

Using our expert-validated knowledge base and AI-powered analysis, we assess individual roles at task level to understand how AI could change the way work is performed.

The assessment identifies opportunities for automation and augmentation, estimates the capacity that could be released and highlights how responsibilities and skills may evolve.

Findings are presented through an interactive dashboard, allowing you to explore the impact of AI across functions, roles and activities.

Two infographic panels on a grey background. The top panel titled 'Role Analysis' shows four horizontal bars in orange and grey with percentages 82%, 66%, 28%, and 10% on the right. The bottom panel titled 'AI Impact' displays a scatter plot with coloured circles in orange, red, blue, purple, and green on a grey grid.
3. Decide

Turn insight into action.

Understanding the potential impact of AI is only the beginning.
We work with your leadership team to interpret the findings, identify the most valuable opportunities and develop a practical roadmap for action.

Together, we explore where AI investment should be prioritised, how roles and responsibilities may need to evolve and what steps are required to prepare your workforce for change.

Three translucent grey rounded rectangles stacked vertically, each containing an icon and text. The top block has a document icon and the heading 'Role Description' with placeholder lines beneath. The middle block has a user icon with an orange circle above it and the heading 'Workforce Data' with placeholder lines. The bottom block has an organisation/home icon with an orange detail and the heading 'Organisation Context' with placeholder lines.

A clearer picture of how
AI could transform your workforce

Move beyond assumptions and understand where AI could create value, how work may change and what your organisation needs to do next.

Prioritise AI opportunities

Identify the roles and activities where AI could deliver the greatest value, helping you focus investment and resources where they matter most.

Understand workforce capacity

Estimate the time and capacity AI could release, revealing opportunities to redirect effort towards higher-value work.

Redefine roles and skills

Understand how responsibilities may evolve, which capabilities will become more important and how your workforce can prepare for change.

Redefine roles and skills

Translate the findings into clear priorities and actions that support AI adoption and workforce transformation.

Expert insight.
Company-specific evidence.
Faster decisions

AI is changing how work gets done, but understanding what that means for your organisation requires more than generic predictions. The Insight222 AI Impact Assessment™ combines specialist People Analytics and HR Transformation expertise with AI-powered analysis to deliver meaningful, organisation-specific insights.

Expert-validated knowledge

Built on a knowledge base informed by more than 150 experts, combining technology with deep understanding of work, roles and organisational transformation.

Company-specific analysis

Grounded in your organisation's roles, workforce data and business context, helping you understand the opportunities and implications that matter to you.

Insight in days, not months

A focused assessment designed to accelerate understanding and support faster, more confident decision-making.

From analysis to action

Beyond identifying AI opportunities, we help your leadership team interpret the findings and develop a practical plan for what comes next.

Assess AI's impact across
your organisation

Whether you're assessing your HR function or exploring AI's potential across the wider business, the AI Impact Assessment™ provides the insights needed to understand change and identify opportunities.

The same core methodology applies to both, with additional validation for functions beyond HR.

AIIA for HR roles
Scope
HR roles only
Validation
Uses Insight222's existing, deeply validated and continuously updated HR knowledge base. No additional validation stage is required.
Commercial approach
Fixed package pricing based on organisation size.
AIIA beyond HR
Scope
Finance, IT, Legal, Sales, Supply Chain and other functions.
Validation
Adds human-in-the-loop validation through surveys and interviews to reflect the greater diversity of non-HR roles.
Commercial approach
Indicative pricing range, confirmed following a short scoping conversation.

Let's discuss your
AI Impact Assessment

Tell us a little about your organisation and we'll be in touch to discuss your requirements.