A practical way to plan for AI in HR: the Exposure-Gap Framework.
Horton International ·
Most HR leaders know AI is changing their function. Fewer have a plan that is specific to their roles rather than a generic audit. The Exposure-Gap Framework is a four-step diagnostic that closes that gap.
First, exposure. We map how exposed each role is to AI and how much decision impact it carries, sorting roles into four types: Strategic, Transactional, Enabled, and Stable. The mix tells you where AI changes the work and where it does not.
Second, gaps. For the roles that matter most, we measure the distance on three dimensions: knowledge, skills, and confidence. The size of that gap is what a plan can actually close.
Third, priorities. We rank the moves by impact and readiness against a library of 18 initiatives, so you get a short list worth acting on rather than a wish list. Fourth, a roadmap: a 12 to 24 month plan with owners and expected return. You leave with something your team can run, not a tool you have to figure out.