Everywhere you turn these days, there’s an article on how AI is already transforming the way we live and work. I know I’ve been experimenting with it a bit in my own work, utilizing Chat GPT to help me get started on blog posts like this one. I find it’s a great way to get the creative juices flowing, especially when I’m pressed for time or just stuck.

So, this month, I thought that I would see what Chat GPT had to say on this topic.

Of course, a good query is necessary for a strong output. And you must review the output for accuracy, as it’s not always right. As Dave Ulrich points out in in his latest reflection on the implications of AI on human capability agenda, AI “emphasizes the past more than the future, conveys a standard more than guidance, generates generic more than specific responses, and provides thought synthesis more than thought leadership.”

So with this in mind, I asked Chat GPT to “write a blog post that provides specific examples of how AI is being used by HR professionals in the workplace to enhance the function and outline areas where AI cannot substitute a human in HR.” and this is what it came up with:

“The integration of Artificial Intelligence (AI) has revolutionized various industries, and Human Resources (HR) is no exception. HR professionals are increasingly harnessing AI's capabilities to streamline processes, improve decision-making, and enhance overall efficiency. However, while AI can bring numerous benefits to HR, there are certain areas where human expertise remains indispensable. In this blog post, we will explore specific examples of how AI is being used by HR professionals in the workplace to enhance their function and discuss the aspects where AI cannot substitute the human touch.

1. Talent Acquisition and Recruitment:

AI-powered tools have significantly transformed the recruitment process. HR professionals are utilizing AI algorithms to analyze resumes, conduct preliminary candidate screenings, and identify top talent more efficiently. AI-driven applicant tracking systems (ATS) automate job posting, resume screening, and candidate ranking, enabling recruiters to focus on higher-value tasks such as conducting interviews and assessing cultural fit.

However, despite the advancements in AI, human judgment remains crucial for evaluating intangible qualities such as emotional intelligence, interpersonal skills, and cultural fit. HR professionals can provide a nuanced understanding of candidates that goes beyond what AI can perceive, ensuring the selection of individuals who align with the organization's values.

2. Employee Engagement and Satisfaction:

AI-powered chatbots and virtual assistants are becoming common features in HR departments. These AI-driven systems enable employees to access information, seek assistance, and resolve queries quickly and efficiently. Chatbots can provide instant responses, freeing up HR professionals' time and ensuring 24/7 availability for employees.

Nonetheless, when it comes to empathetic conversations, complex problem-solving, and addressing sensitive employee concerns, human interaction is indispensable. HR professionals can offer emotional support, interpret nuanced situations, and provide personalized guidance that AI cannot replicate.

3. Performance Management and Feedback:

AI is increasingly being used to enhance performance management processes. AI algorithms can analyze large volumes of data and provide insights on employee performance, identifying trends, patterns, and areas for improvement. AI-powered performance management tools can facilitate continuous feedback, track goal progress, and offer personalized development plans.

However, while AI can provide data-driven insights, human judgment is vital in interpreting the context behind performance metrics. HR professionals can provide qualitative feedback, engage in constructive dialogue, and offer mentorship to employees, fostering growth and development in a more holistic manner.

4. Diversity and Inclusion

AI tools can help mitigate unconscious bias in HR processes. For example, AI algorithms can anonymize resumes during screening to reduce bias based on gender, ethnicity, or other protected characteristics. AI can also help identify potential bias in job descriptions and suggest inclusive language.

Yet, it is essential to remember that AI algorithms are only as good as the data they are trained on. Human oversight is critical to ensure AI systems do not perpetuate bias or make unfair decisions inadvertently. HR professionals play a vital role in understanding the nuances of diversity and inclusion, implementing strategies, and fostering an inclusive culture.

AI has undoubtedly transformed the HR landscape, empowering professionals to streamline operations, make data-driven decisions, and focus on higher-value tasks. From talent acquisition to performance management, AI-driven tools are enhancing the HR function in various ways. However, it is crucial to recognize that AI cannot replace human expertise entirely. The human touch remains essential for empathetic interactions, interpreting complex situations, and ensuring the ethical and unbiased implementation of AI systems. HR professionals must leverage AI while embracing their unique abilities to foster a harmonious integration of technology and human-centric practices in the workplace.”

Overall, not bad, but I agree with Ulrich that the examples provided were still fairly generic, given I had just attended a webinar today that provided even more specific illustrations of how AI is being used in HR, like the following:

Worker’s Compensation: Through the use of monitoring cameras and AI, workplace hazards (particularly in a warehouse or manufacturing environment) can quickly be identified and raised to management for quick resolution before a workplace injury occurs.

Recruiting: When an applicant applies for a role in your organization, the AI can take information from their application and resume and suggest other roles they may be a good fit for that they hadn’t considered or weren’t aware they might be qualified for. This can be particularly helpful in increasing the number of female candidates who apply for roles, as the data shows that more men than women will apply for a role when they don’t meet the majority of the job description.

Interviewing: A manager’s interviews can be recorded to ascertain any biases that may be present. For example, if the data shows that when Manager A interviews female candidates, they only speak 30% of the time versus men who speak 50% of the time (when interviewed by Manager A), then Manager A can be made aware of this trend and offered ways to help create a more balanced experience for all candidates.

Employee surveys: AI can absolutely help with quickly identifying themes and sentiments across comments and feedback in a survey to help the organization’s leaders know where to invest their time and energy for greatest impact.

Digital coaching: There are a few new tools out there on the market that can monitor a leader’s communication tools (i.e., emails, messaging apps, etc) to help them understand how they stack up to their peers in terms of strong leadership behaviors. For example, they can know how often (say in a week) they are recognizing their employees, and whether that’s above average or below average, and offer suggestions if they can use some improvement in this area.

I’m fascinated by the vast number of use cases across the HR function, but the biggest takeaway from all this is that we need to leverage AI as a tool to enhance the HR experience, not replace the human in HR.

As ChatGPT pointed out, we need to identify those things that AI can benefit, like helping us “streamline operations, make data-driven decisions” so we humans can “focus on higher-value tasks”.

I’d love to hear from all of you…

Post in the comments below and share how you’re utilizing AI in your day-to-day work to help you shed the repetitive work so you can focus on higher-value tasks.