Artificial Intelligence continues to expand in the business sector, particularly in Human Resources and Training departments, although its full integration is still limited. A recent report by Microsoft and isEazy, titled "Use of AI in HR and Training," reveals that only 23% of HR teams have achieved effective integration of AI into their processes. The study indicates that 2026 could mark a turning point, moving from the experimental phase to a structural adoption of the technology. According to the data, only 18% of talent professionals use AI integrated into specific training tools, while 85% rely on general platforms like ChatGPT, Gemini, or Claude, which, although useful, are not specifically designed for corporate learning. The report highlights that, while most seek to improve productivity through AI, technical knowledge remains low, limiting its real utilization. Currently, the primary use of AI in the talent area is the creation of training content (54%). Professionals value the operational efficiency that AI brings, while maintaining control over results and quality. The study identifies a significant gap between companies that are just beginning to explore AI and those that have already integrated it into their structure. This difference becomes more pronounced as the technology demonstrates its impact on productivity. Looking ahead to 2026, AI is expected to consolidate in complete and structured processes. Three adoption profiles are distinguished: 41% of companies do not use AI or do so individually; 36% use it sporadically and without a defined strategy; and only 23% have achieved real integration, considering themselves integrative companies. Regarding future competencies, prompting—the ability to write instructions for AI—leads the list at 56%, followed by ethical governance, automation, and the use of intelligent assistants. There is also a growing demand for knowledge in instructional design and audiovisual editing enhanced by AI. The most valued professional profile is hybrid, combining technical skills, pedagogical judgment, and strategic vision. The transformation goes beyond incorporating tools: it involves redesigning processes and taking on new responsibilities in ethics, control, and measuring the impact of AI. Source: eleconomista.es