HamidReza Tanoumand’s Post

How AI Is Redesigning, Not Replacing, HR and Other Jobs As AI makes deeper inroads into organizations, employee concerns about the technology continue to grow. According to research from Gartner, those fears are primarily centered on job loss, as well as potential bias stemming from AI. Experts say most organizations aren’t addressing those concerns well, which can undermine their growing investments in AI, impact employee morale, and spawn even more distrust of promising technology. SHRM Online spoke with Duncan Harris, a senior principal with Gartner specializing in HR technology strategy, about how HR leaders can address the fear of AI among their own staff, as well as in the wider organization. AI and HR Jobs Conventional wisdom says employees’ biggest fear about AI is that it will take their jobs, but Harris said his research shows more workers believe their jobs will be redesigned, rather than replaced, by AI. Employees also worry that AI will make their jobs more complicated or less interesting. Organizations should increase their investment in AI-related education to prepare workers for how their jobs may change, Harris said. HR can aid in that effort by collaborating with IT to provide learning and development on a range of topics, including how AI works, how to create effective prompts for generative AI (GenAI) tools, and how to evaluate AI outputs for biases and inaccuracies. AI adoption already has led to the redesign of many HR jobs, Harris noted. One example is in HR shared services, where HR staff who once spent much of their day answering employees’ questions are now working alongside or overseeing chatbots that handle the bulk of those queries. “Use of chatbots requires different levels of input from HR and administrators, including supporting initial setup of the bots, scripting, and being a subject matter expert on different HR processes,” Harris said. “It also includes monitoring, updating, and working alongside chatbots and virtual assistants where there are handover points.” New roles also are emerging and other HR job descriptions are changing to accommodate the arrival of AI, Harris said. One such role is product manager for internal talent marketplaces, which are platforms that use AI to match employees to internal opportunities such as short-term projects, full-time roles, mentoring, and job-shadowing arrangements. This role sits in the HR function and seeks to integrate the use of sophisticated technology solutions into other job roles in an organization. Another example of how HR roles are adapting to new technologies is the growing use of employee experience teams that report to HR and IT, Harris said. Source: #shrm #آموزش #جذب #استخدام #توسعه #منابع_انسانی #LD #DEI #hr #recruitment #AI