A continuación, te explicamos cómo puedes prepararte para la influencia de la inteligencia artificial en los puestos de RRHH que se avecinan.

Atualmente para se destacar em diversas áreas das empresas, em especial no RH, é crucial adotar a tecnologia, principalmente a inteligência artificial (IA), entendendo seus fundamentos, como algoritmos de aprendizado de máquina e chatbots. Embora não seja necessário se tornar um especialista, compreender as ferramentas de IA pode te ajudar a se tornar um profissional muito valioso nessa área. Promova uma cultura de aprendizado contínuo na equipe para que todos se adaptem às novas tecnologias. Empresas como a Unilever utilizam IA para filtrar currículos e realizar entrevistas iniciais por meio de chatbots, otimizando o processo de recrutamento.

It is imperative for HR leaders to not only embrace tech but understand it. In many organizations; the CIO and CFO make HR Tech purchase decisions based on tech safeguards and cost optimization only. This often translates to HR leaders need to create workarounds for the tech implemented to ensure their team's needs are met. Get to know your tech, identify your gaps, educate yourself on potential options, befriend a trusted advisor in the HR Tech space, and bring forward thought leadership and innovation opportunities to help influence the future of work within your team.

To succeed in HR, you need to embrace technology. This includes understanding AI tools, like chatbots and resume screening. You don't need to be an expert, but it helps to be comfortable with technology. Encourage your team to learn about new tech and embrace it

Embrace automation and AI-powered tools for routine HR tasks such as resume screening, scheduling interviews, and onboarding processes to improve efficiency and accuracy. Foster a culture of continuous learning and adaptability among HR professionals to embrace change and leverage AI for strategic decision-making.

É importante entender como a IA funciona e quais são suas aplicações no contexto do RH. Os profissionais de RH que se prepararem para essa nova realidade terão uma vantagem competitiva e poderão contribuir para o sucesso das suas organizações. Exemplos de empresas que utilizam IA: SAP SuccessFactors: A solução da SAP utiliza IA para personalizar planos de desenvolvimento e identificar as necessidades de treinamento. Teams: O aplicativo de colaboração da Microsoft utiliza IA para transcrever reuniões, gerar resumos e facilitar a comunicação entre os membros da equipe.

In HR, skills are key. Stay sharp by learning and adapting. Take courses and workshops in HR tech, HR analytics, or psychology. Be proactive by networking and volunteering for new projects. Encourage your team members to upgrade their skills, too. Lead by example and keep your HR team at the top of their game.

De acordo com Goleman (1995), a inteligência emocional é uma competência chave no ambiente de trabalho, especialmente em áreas onde as habilidades interpessoais são essenciais, como no RH. Com a IA assumindo tarefas repetitivas e rotineiras, o papel do profissional de RH deve evoluir para focar em funções mais estratégicas, como inteligência emocional, pensamento crítico e ética em IA. Atualizar suas habilidades nessas áreas será essencial para lidar com os novos desafios. A IBM, por exemplo, investe em programas de capacitação para seus profissionais de RH, focando em áreas como ética em IA e segurança de dados.

Upgrading your skills to include AI and data analytics can significantly enhance your HR role. By learning to use AI tools and data analysis, you can make smarter, data-driven decisions and automate repetitive tasks. For example, mastering data analytics helps you identify trends in employee performance and predict turnover more accurately. This knowledge not only boosts your efficiency but also positions you as a proactive HR professional ready to leverage cutting-edge technology for better outcomes.

Upgradation of skills regarding application of AI role in HR is very critical and It would be helpful for development of humam resources

Upgrading your AI skills doesn't have to be daunting. Start slow and have some fun, AI generators are a lot like the old-school "boolean strings!" AI has applications available for every step of the employee lifecycle from attraction to retention. Follow AI influencers in the HRTech space, check out HackingHR's upcoming AI certification courses, and play around with prompts in Chatbot GPT. I guarantee you're using AI now in ways you didn't even realize. Get ready to level up!

Data is a powerful tool in HR. Use it to make better decisions, but don't forget the human element. Analyze surveys to understand employee satisfaction and use analytics to find areas for improvement. Remember, data supports your decisions, but empathy and understanding are equally important. Make wise, human-centered decisions to improve your team and organization.

Os dados são os principais insumos para o “treinamento” da inteligência artificial. No RH, a capacidade de analisar e interpretar esses dados está se tornando crucial para que ela se torne ainda mais estratégica. Dominar a análise de dados permitirá que o profissional de RH tome decisões embasadas em dados, melhorando o ambiente de trabalho e a estratégia de negócios. Dessa forma é possível se antecipar a tendências e desafios no ambiente de trabalho e melhorar continuamente os processos de RH. Como exemplo, temos o Google, que utiliza análise de dados avançada para melhorar o engajamento dos funcionários e reduzir a rotatividade.

Making data-driven decisions in HR can transform your approach to managing talent. By analyzing data on employee performance, engagement, and turnover, you can identify patterns and make informed decisions. For instance, tracking employee satisfaction scores can help you address issues before they lead to high turnover. This focus on data allows you to implement targeted strategies that improve retention and performance, ensuring your HR practices are both effective and proactive.

Data, data, data! Data is king and the power to analyze and interpret data with speed has and will always be a super-power for all organizations. Google is a great example of leveraging data and the power of AI. Google just about anything and you will now get an AI overview. I dare you to try it! Now imagine being able to do the same query with AI regarding your HR reporting responsibilities - the time savings alone is mind-blowing!

Na visão do psiquiatra e psicoterapeuta Carl Jung, devemos conhecer todas as teorias, dominar todas as técnicas, mas ao tocar uma alma humana, devemos ser apenas outra alma humana. Apesar dos avanços da IA, as habilidades interpessoais continuam sendo essenciais no RH para lidar com situações delicadas que exigem empatia. Desenvolver essas habilidades garante que o aspecto humano do RH seja mantido, equilibrando a eficiência tecnológica com a conexão pessoal. A Zappos, por exemplo, prioriza a cultura corporativa e o bem-estar dos funcionários, garantindo que as interações humanas estejam no centro de suas práticas de RH.

AI does NOT = Empathy! When AI is utilized appropriately it will allow for more humancentric interactions. EI and EQ have never been more important, practice your humancentric qualities and allow yourself to connect on a more interpersonal level.

In HR, empathy and understanding are vital. Remember that your colleagues and employees are individuals, not just data points. Use tech to enhance human interactions, not replace them. Create a supportive and welcoming workplace where people feel valued. The human touch is the heart of HR.

In HR, ethical AI is essential. Be transparent about how AI is used and avoid biases. Protect employees' privacy and rights. Use AI to enhance HR processes, not replace the human touch. Remember, AI is a tool, not a replacement for empathy and understanding.

Ethical use of AI is every human's responsibility. For instance, when using AI in recruitment it is important to establish evaluation points, timing, and point-in-time criteria used in any automated decision should be recorded for transparency. Human review should be mandatory for candidates falling below certain thresholds to prevent implied bias. AI should not be allowed to "learn" new behaviors that would introduce bias.

the influence of AI on HR roles is inevitable, and it is essential for HR professionals to ready themselves for this shift. By staying informed about AI trends, developing their digital and technical skills, and embracing a mindset of continuous learning, HR professionals can leverage AI to enhance their work and drive organizational success. By proactively preparing for the influence of AI, HR professionals can position themselves as valuable assets in navigating the evolving landscape of HR practices.

Segundo Argyris e Schön (1978), o aprendizado organizacional é crucial para a adaptação em ambientes de rápida mudança, como o cenário tecnológico atual. Para acompanhar o rápido desenvolvimento da IA, em especial a IAGen, é fundamental um compromisso com o aprendizado contínuo. Manter-se atualizado sobre as últimas tendências, além de participar de redes profissionais e eventos relacionados à IA em RH é fundamental. A Deloitte incentiva seus profissionais de RH a participarem de conferências e cursos sobre IA para se manterem atualizados e competitivos.

In HR, continuous learning is key. Seek opportunities to grow, whether it's courses, conferences, or networking. Embrace new technologies and trends while valuing traditional HR skills. Continuous learning helps you better serve your team and organization. Learning is a lifelong journey, so don't stop.