We are privileged to stand here to envision and experience artificial intelligence in human resources (HR), but that time wasn’t far when even having a macro on an excel sheet was worth the appreciation.
Now in the times where the abilities of artificial intelligence (AI), machine learning (ML), and other technological advances have opened up avenues of application in HR, there are these perspectives we all need to go back to constantly.
To do what is ethical
Data and anything derived from it has potential and power beyond comprehension. The onus lies on the architects and visionaries of the HR function to use the data in its ethical way and use the insights to unleash the true potential of their employees.
To solve real talent problems
You want to know what the real needs are, and which can be addressed better with AI and ML. One must avoid the temptation to solve simpler problems with it as it does not allow its true potential to be harnessed.
To get hyper-personalized
AI and ML can address tactical employee engagements and touchpoints all the way to the unique needs of an individual employee. Decision qualities are getting better with sharper and specific feeders to managers to have conversations with their employees.
To have a holistic approach
Organizations planning to introduce AI and ML needs to look at all avenues of improving experience and decision quality. One should move towards offering a synchronous experience and not overdo only on the tech side.
To empower employees, managers, and organization
Power in the hands of few is not liberation, but the power to make your decision is a true manifestation of liberation. What better will it be than to let everyone in the organization be able to leverage the power of tools?
To build an organizational culture
Organizational culture is the genesis of all that is done. There is nothing worth pursuing that does not help build your organizational culture. AI, ML, and their application in HR have to be intertwined with the organizational culture and should be able to drive it stronger. Nothing will replace in the near future the power of authentic conversation and conversations are a huge tool to build organizational culture.
Organizations will take their own path to adopt technology in HR or some may even not do it for long. Every organization is unique, and one must avoid the pressure to get into the rush of adopting technology.
Author – Shashwat K. Mitra
Shashwat is an HR leader with a penchant for people, strategy, and leadership.