Artificial intelligence (AI) is changing the world of work, but what does this mean for HR in practice and how can it add value?
HR professionals can stay ahead of the curve—and the competition—by understanding the ever-changing technology landscape and how AI developments fit into it.
From natural language processing that removes bias and gendered language from job descriptions to chatbots that provide a better employee experience, AI has created a variety of opportunities for the HR function. Perhaps the most practical is AI’s ability to assume the time-consuming administrative tasks that prevent a more strategic focus. AI empowers HR professionals with opportunities to continuously improve efficiency and to develop and retain a productive workforce.
In his book Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce, Principal Analyst at Lighthouse Research & Advisory, Ben Eubanks says, “AI is a topic that is bandied about more often today than ever before, yet it’s often completely misunderstood. While robots and systems that act without regular human inputs do indeed exist, many newer tools are based on more rudimentary elements of AI, not self-aware, intelligent machines that learn from every interaction. The term ‘artificial intelligence’ is actually an overarching category with several more targeted terms falling under that heading, including:
- machine learning;
- natural language processing;
- deep learning;
- neural networks.
Each of these individual technologies is powerful, but when combined they create opportunities to eliminate wasted time, improve productivity and drive better results.”
HR must also be aware of the challenges that AI can pose, including data privacy, algorithmic bias, and how to develop the skills of a workforce to ensure a proper balance between human and robot—to make it more human and not less.
Eubanks says, “If it hasn’t happened already, a business leader at your company will come to you and ask about the impact that artificial intelligence will have on the HR function.”
Are you prepared to answer?
How are you using AI now and how is it affecting your productivity and culture? What are your plans for future implementation and what advice can you share with others as this technology continues to evolve?
Q1. What conversations, if any, is your organization having about AI—or AI for HR—as we enter 2019?
Q2. If you have already implemented some form of AI technology (such as digital assistants), how is it helping you to improve the HR function and employee experience at your organization?
Q3. In what areas have you implemented—or are you looking to experiment with—AI to create personalized employee experiences and communications (benefits, skills development, learning, training, etc.)?
Q4. Some companies are using chatbots to screen candidates. What do you think of the effectiveness of such technology?
Q5. What is your biggest concern with using AI for recruiting?
Q6. Do you think AI for recruiting is in any way unfair to job seekers? How/why?
Q7. What are your biggest concerns for how AI will affect HR in the future?
Q8. What advice can you share with other HR professionals regarding their own skills development and career development for the future of AI and all HR technology?
If you missed this #Nextchat, you can read all the tweets in the RECAP here.