No doubt that HR function has undergone a huge transformation in past decades and has been able to meet with changing requirements of business without ignoring or leaving aside the basic tenets. Technology has also impacted the function. Use of Artificial Intelligence powered software in people processes is one of them. It is evident that many big organisations have adopted the Artificial intelligence in improving productivity and efficiency. While such technology has potential of handling various HR processes, HR professionals can very well focus on its people to bring meaningfull changes in their lives.
It is time tested that whenever technological advancements happened and its use in introduced is society at different levels, people at large did not accept it initially and were scared of. Every technology has its positives and negatives. That does not mean rejecting all advancements. So it is happening with AI tech tools too. It is also true that technology makes certain roles and functions obsolete. AI is also taking jobs but also has the potential to create new ones. Essential is to understand that impact of change and disruption and getting prepared to take hands on the changes and challenges.
Use of AI in HR is also much discussed. It is also very clear that as far as people management is concerned, no technology can take over the entire function of people and make function redundant. It can assist in making better decisions but cannot become a decision maker. AI cannot replace soft skills required to handle day to day people issues at work place. In spite of use of AI in managing employee records, payroll, hiring, orientation and induction, performance management and data analysis, indicating patterns of employees, AI cannot replace human intelligence with ability to contextualise and reaching to conclusion. AI cannot replace empathy. AI cannot replace ability and skill of reading the people and resolving the conflict. AI cannot mentor and coach the people. AI cannot replace emotional intelligence. So, what is required is to adopt a balance approach while bringing in the technology and integrate with human cognition. It can add value to function but cannot cause complete takeover.
Every organization has to first understand its business needs, objectives, possible impact of tech on people and business and overall availability of tech experts to programme the tools, analyse data provided and then read with accurate conclusion to take decisions. It has to be highly customized. Organisations should first understand its challenges and limitations also. Look before you leap.
Experts in this edition at the helm of affairs offer insights on AI, its impact on HR function, challenges and benefits and what it holds for future.
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