Living and working without technology is no longer an option. Hence, for human resource leaders, promoting technologies that support a sustainable future is not just important—it’s essential. But in a world of constantly evolving tech, HR leaders must go beyond promotion; they must stay proactive and agile. Ahead of National Technology Day on May 11, People Matters spoke with industry leaders to explore how organisations are leveraging emerging technologies and digital capabilities across recruitment, employee experience, learning, and leadership development to future-proof their workforce.

At EPAM Systems, the focus is on preparing the workforce for the future by nurturing a robust learning culture. As a global digital engineering leader and early AI adopter, EPAM’s strategy is built around an integrated learning ecosystem that evolves with business needs.

“Our commitment to building the 'home of modern engineering' is a strategic imperative—one that informs how we recruit, engage, develop, and empower our talent,” says Larry Solomon, Chief People Officer and SVP at EPAM Systems.

This vision has shaped a skills-based learning approach, enabling employees to stay ahead in AI, cloud, and data capabilities. Today, over 80% of EPAM India’s workforce is AI-enabled, with 9,100 engineers trained in prompt engineering and over 8,500 well-versed in integrating AI into the Software Development Life Cycle (SDLC).

Two standout initiatives—EngX (Engineering Excellence) and ProductX (Product Excellence)—help engineers tackle complex business challenges. These are bolstered by the AI People Program, which hosts hands-on workshops, coding challenges, and more. The program is guided by 77 AI ambassadors and 30+ coaches who support teams in embedding AI into their daily work.

To cultivate future-ready leaders, EPAM offers structured growth journeys like "Level Up" and "NextGen", blending deep technical training with strategic leadership development. These programs ensure that employees are not only equipped for tomorrow’s challenges but are also empowered to lead digital transformation—for EPAM and its clients.

Importantly, EPAM is also focused on building a strong feedback culture. Its ‘Speak Up’ initiative embeds open communication as a core competency through organisation-wide toolkits, role-play exercises, assessments, and other engagement activities.

Madhulika Vedula, CHRO, Providence India, views AI as a superpower for people managers, helping them better understand their teams, personalise growth paths, and recognise individuals meaningfully. “This is how we bring our promise of ‘know me, care for me, ease my way’ to life for every caregiver.”

At Providence, their vision of ‘Health for a Better World’ guides how they empower and future-proof their caregivers—employees. “While many focus on AI’s potential to improve efficiency, we’re equally invested in how it strengthens human connections at work,” says Madhulika. 

By integrating custom-built AI tools, leading platforms, and immersive training, Madhulika says they offer tailored learning paths and real-time upskilling that support a multi-generational workforce on their journey to becoming AI-ready.

Providence India is also piloting an AI-powered HR bot that empowers people managers to deliver timely, personalised recognition and engagement nudges tailored to each team member’s preferences. “These efforts are creating a culture where learning is continuous, feedback is fluid, and appreciation is meaningful,” adds Madhulika.

For Providence India, AI isn’t about replacing the human touch—it’s about amplifying it. “These initiatives not only elevate the caregiver experience but also reflect our commitment to leveraging innovation to build a connected, inclusive, and future-ready workplace,” concludes Madhulika.

As these examples show, organisations embracing AI not just as a tool, but as a cultural enabler, are better positioned to build resilient, inclusive, and future-ready workplaces.