Will AI Take the Human Out of Human Resources?

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The growing presence of Artificial Intelligence (AI) in the workplace has sparked discussions and concerns about the role of technology in human-centric professions. The field of Human Resources, traditionally focused on people-centric tasks, is also witnessing the integration of AI.

In our recent LinkedIn poll, we found that the major concern respondents had with the rise of AI was the potential to remove the ‘human’ from Human Resources.

This was somewhat surprising – while there are concerns around data and bias – which we have covered before, the fear around the loss of the human element seemed to be the most deeply resonant when discussing AI in HR.

While AI promises efficiency, precision, and innovation, the questions it raises about the potential loss of the ‘human touch’ in HR practices are worth exploring. So, let’s dive deeper into that looming question.

AI’s Role in HR

AI has undoubted promise to revolutionise HR practices, streamline processes, and enhance productivity. It can perform data analysis, automates routine tasks, and offer predictive analytics for recruitment, employee engagement, and decision-making processes. Chatbots and virtual assistants handle inquiries and provide immediate responses, significantly reducing the burden on HR professionals. Moreover, AI-driven algorithms efficiently screen candidates and predict employee performance based on large datasets.

Indeed, AI presents a wider array of potential applications for HR than many have previously realised. Key uses could include:

Chatbots and Virtual Assistants

AI-powered chatbots can handle employee queries, providing immediate responses and assistance.  By feeding these AI platforms your employee data, they can become instant experts on your policies and practices.

For people within your organisation, they then have instant access to that information, and can ask any relevant questions to the AI such as ‘how many holiday days have I got left’ or ‘what is the maternity policy’.

This potential use-case for AI streamline routine HR tasks, the leave requests, FAQs, and policy inquiries that frequently require time-saving manual responses to each individual. This could free up HR professionals for more strategic work.

Recruitment and Selection

AI streamlines the hiring process by screening resumes, matching job descriptions with candidate profiles, and predicting candidate success based on historical data. It helps in identifying top talent efficiently, reducing recruitment biases, and enhancing the candidate experience.

Predictive Analytics

AI-driven analytics predict employee turnover, engagement, and performance, enabling HR teams to proactively address issues before they escalate. It helps in strategic workforce planning, identifying trends, and making data-informed decisions.

Employee Onboarding and Training

AI aids in creating personalised onboarding and training programs based on individual employee needs. It delivers customised learning materials, tracks progress, and adapts content to optimise learning outcomes.

Performance Management

AI facilitates continuous performance feedback, analysing employee performance data to provide insights and recommendations for improvement. It helps in setting more objective and fair performance benchmarks.

Employee Engagement

HR could use AI tools to gauge employee sentiments and engagement levels through sentiment analysis of surveys, social media, and other feedback channels. AI can analyse feedback from employee surveys and other sources, potentially providing deeper insights into the collective sentiment and potential areas for improvement within the organisation.

This information helps in identifying areas for improvement and maintaining a positive work environment.

Workforce Management and Scheduling

AI could optimise workforce scheduling based on demand forecasts, employee preferences, and labour laws. It ensures better shift management and resource allocation.

Diversity and Inclusion

Another potential use could be helping to identify biases in HR processes and decision-making. It supports creating fairer and more diverse workplaces by identifying areas of potential discrimination and providing solutions to promote inclusion.

Employee Well-being

Already, AI applications can track and analyse employee well-being by monitoring stress levels, workload, and identifying patterns that may indicate burnout or dissatisfaction. This data helps in creating strategies to support employee mental health and wellbeing.

These applications demonstrate the wide-ranging impact of AI in HR, enhancing efficiency, reducing bias, and allowing HR professionals to focus on strategic and people-centred aspects of their roles. Integrating AI in HR practices can lead to more effective decision-making, improved employee experiences, and overall organisational success.

The Human Element in HR

However, the human aspect in HR extends far beyond data analysis and administrative tasks. It encompasses empathy, understanding, and emotional intelligence—qualities that AI, despite its advancements, struggles to replicate. HR professionals offer a personal touch in dealing with employee concerns, conflict resolution, career development, and understanding complex human emotions.

HR is integral to build relationships and create a positive workplace culture, factors crucial for employee satisfaction and organisational success.

These are not areas which AI can currently really offer support, and with current technology, cannot meaningfully replace real humans. The benefit of AI is that it should help generate more time for HR people to focus on the areas where they can make considerable material difference to their organisation and not see their time taken up with answering general queries and other related admin.

Finding the Balance

The key lies in finding a harmonious balance between AI’s capabilities and the irreplaceable human touch in HR. Leveraging AI for routine, data-driven tasks can liberate HR professionals to focus on strategic planning, employee well-being, and fostering a positive workplace culture. By capitalising on AI’s efficiency, HR teams can allocate more time and energy to human-centric roles, contributing to a holistic and supportive work environment.

Preserving the Human Touch

While AI can aid in decision-making, it cannot replace the empathy and emotional intelligence that HR professionals bring. Technology can never fully understand the nuances of human behaviour, complex interpersonal relationships, or the intricacies of unique employee situations. The personal connections and human understanding offered by HR professionals are irreplaceable.

The Future of HR with AI

The integration of AI into HR is inevitable. However, it does not signify the removal of the human element. Rather, it offers an opportunity for HR professionals to redefine their roles, emphasising the human-centred aspects of their work. By using AI as a supporting tool, HR can deliver a more personalised, empathetic, and efficient service to employees.

In conclusion, AI undoubtedly transforms HR processes, making them more efficient and data driven. Yet, it cannot replace the human touch crucial in handling sensitive employee matters, building relationships, and understanding the unique dynamics of human behaviour. The synergy between AI and the human element in HR will define the future, ensuring a balanced, empathetic, and efficient workplace environment.


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