Make The Responsible Choice – Let AI Serve You, Not Lead You

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Remember when computers first entered the workplace? There was widespread fear that jobs would disappear as machines took over. But instead of people disappearing from the workforce, they evolved. Workers learned to collaborate with the technology, using it to simplify tasks and increase productivity. That shift marked the beginning of a new age, where technology didn’t replace people but empowered them.

Today, with the rise of Artificial Intelligence in Human Resources and Machine Learning in HR, we find ourselves at a similar crossroads, but this time, the outcome feels less certain. Will AI empower workers as before, or will it replace them in some roles?

Research from Boston Consulting Group shows that more than half of workers know these coming disruptions and are keen to reskill to stay relevant.

A Gartner report adds that 69% of HR leaders expect AI and ML to significantly impact skills development, with 39% already using it to identify gaps and 31% planning to do so soon.

Is this the next chapter of human-technology collaboration, or are we at the dawn of a deeper shift in which machines could take the lead?

Why Need for AI and ML in HR

  • Adoption Imperative: Based on the Gartner report, 76% of HR leaders believe that without adopting AI solutions in the next 12 to 24 months, their organizations will lag in success compared to those that do.
  • Supporting Overwhelmed HR Professionals: 90% of HR professionals feel overwhelmed trying to meet their organization’s needs. Integrating AI can automate routine tasks, allowing HR teams to focus on strategic initiatives. HR technologists carried out a survey whereby it was discovered that 45% of the HR heads are already using AI and ML to automate HR tasks and 32% of them will be implementing them in the next 2 years.
  • Artificial Intelligence and Machine Learning for Employee Engagement: As per McKinsey, 82% of the leaders in the HR domain believe that AI/ML will influence employee engagement. AI can analyse employee feedback and engagement levels, providing insights that help HR teams implement strategies to boost morale and productivity.
  • The augmentation of AI Agents: AI agents are becoming integral across organizations, automating tasks and enhancing productivity based on the Forbes
  • Personalized Employee Development: AI can recommend personalized training modules for career mobility by analysing individual employee data.

Witnessing Changes

  • Integration of Generative AI in Workflows: Leading consulting firms like Grant Thornton, Deloitte, KPMG, EY, and PwC use AI-powered virtual assistants to handle tasks like email drafting and data formatting, saving employees up to 7.5 hours each week for more valuable work.
  • Transformation of HR Functions: AI is supporting HR operations, including service delivery, learning and development, and talent management, leading to redefined roles and team structures.
  • Enhanced Recruitment Processes: AI in talent acquisition automates recruitment processes and supports decision-making during talent sourcing, engagement, screening, interviewing, and onboarding.
  • AI for Performance Management: AI systems can continuously monitor employee performance, providing real-time feedback and identifying areas for improvement, leading to more dynamic performance management.
  • Shift in Managerial Skills: Mastercard integrated AI features to enhance productivity in the workforce. This shows what organisations now look for in a manager to be equipped with new-age tech skills.

Challenges and Consideration

  • The World Economic Forum’s Jobs Initiative study found that disruptions will affect 44% of worker skills in the next five years.
  • AI is susceptible to hacking due to frequent exposure to AI tools, potentially compromising company data and client confidentiality.
  • In the initial implementation, rollouts can inconvenience employee So, the company should always be ready to change and adjust as needed.
  • Women were much less likely than men to use generative AI, as reported by Forbes. It stated that in 2023, 50% of men have already used gen AI compared to 37% of women in the past twelve months. There is a pressing issue to close the gender gap in generative AI to ensure diverse perspectives in AI development.
  • The rapid adoption of AI in HR raises ethical and legal concerns, including data privacy issues and potential biases in AI algorithms.
  • Poorly managed AI systems can sustain biases in their training data. This may result in unfair treatment of candidates or employees.

As AI reshapes HR, it’s essential to carefully consider the challenges it brings. Addressing these issues thoughtfully ensures fairness and the protection of human value in the workplace.

All the best

Richa Mahendra (ICF Accredited PCC Coach, Business Coach, Life Coach)

Contact: +91 82333 33344

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