Embracing AI in the Workplace: An Intro Guide for People Leaders

As artificial intelligence (AI) continues to evolve, its impact on the human resources function is becoming increasingly profound. Not to mention, the human experience.

The integration of AI into HR processes promises enhanced efficiency and productivity, but it also raises important questions about maintaining the human element in the workplace.

This article explores different types of AI, their potential effects on HR, and how leaders can ensure a balance between technological advancement and human-centric practices.

Types of AI and their applications in HR:

• Narrow AI: Also known as weak AI, this type is designed to perform specific tasks such as data analysis, resume screening, and candidate matching. Narrow AI can streamline recruitment processes by quickly sifting through large volumes of applications to identify the best candidates. This will require a risk and compliance component to ensure fair and equitable hiring practices.
• Machine learning (ML): ML algorithms learn from data to make predictions or decisions without being explicitly programmed. ML can be used for predictive analytics in talent management, identifying employees who might be at risk of leaving, or suggesting personalized development plans. You may have already seen some of this in your current HRIS system, so be ready for more emphasis on data and analysis that may tell a different story that what you are hearing from your management line.
• Natural language processing (NLP): NLP enables machines to understand and respond to human language. HR departments may use NLP in chatbots and virtual assistants to handle employee queries, provide onboarding support, and improve employee engagement through real-time feedback. The possibilities here are endless and are sure to bring much needed fundamental, basic support to your HR teams in handling time-consuming employee relations, but due care is critical, to build and maintain relationships with your employees.
• Generative AI: This type of AI can create new content, such as generating job descriptions, writing performance reviews, SMART goals, or even crafting training materials. Generative AI can significantly reduce the administrative burden on HR teams, allowing them to focus on more strategic initiatives, but this will also be an area of regulation and building parameters across your workforce; based on specifics for the areas of expertise or internal/external visibility.

Impacts on the HR function and beyond…

There is no doubt about it, the candidate and employee experience will be highly influenced by the need to adopt AI tools for greater efficiency and productivity.

Not only will this require upskilling your internal HR teams, rethinking and questioning typical best practices, but in addition, preparing for the certainty that traditional skillsets across your workforce will evolve or change entirely and the engagement required for this new mindset is sure to have a learning curve for all involved.

This will require organizations to provide new resources to allow for “assimilation” of these new tools, skills and performance expectations; training, clear policies and procedures, and dedicated time to engage in this continuous learning, to say the least.

Prioritizing the human element!

As People Leaders, it will be crucial to prioritize the human element amidst these technological advancements. Here are initial key strategies to consider:

• Build trust through communication: Encourage leaders to share their vision with employees and create new channels of communication where feedback is welcomed. Transparency and open dialogue are essential in building trust and ensuring employees feel valued as the humans behind the tools.
• Support a learning mindset: Provide employees with the resources, time, and psychologically safe space to engage in learning. This includes offering training programs, fostering a culture of curiosity, and recognizing the efforts employees put into adopting new tools.
• Connect IT and HR teams: Ensure that workplace technology aligns with the needs of employees. By collaborating closely with IT, HR can implement tools that enhance productivity without adding unnecessary complexity.
• Create commute-worthy experiences: Develop workplace experiences that spark ideas and collaboration. This can include team-building activities, team projects, and opportunities for social interaction that make gathering or coming to the office worthwhile, with an emphasis on human connection.
• Promote generative AI enthusiasm: Get employees excited about generative AI by highlighting how it can accelerate their work and improve their daily tasks. Set objectives around learning to use these tools and the outcomes they can create.

A future of human-centric AI integration

As we all navigate and adapt to these emerging technologies, the possibilities are endless. Embracing AI while maintaining the human touch will be crucial for creating impactful and engaging employee experiences in 2024 and beyond.

Both exciting and daunting for the human resources function, we will once again see global, rapid change this decade - and as we did then, this will require adapting quickly, efficiently, yet cautiously. Fortunately, this will continue to guarantee us a seat at the proverbial table, championing and ensuring ethical and human-centric advancement of our profession and our cultures, while embracing the next evolution of work as we know it.

Let’s Human! 😊