What are the key skills and competencies that HR managers need in the age of AI and automation?

HR as a function need to play an important role from making organizations shift from command and control to collaborate and create mindset. HR Manager should be able to help business managers to empower employees so that they are able to contribute to their full potential. As an HR, we can’t be comfortable with old role of enabling we need to reimagine our role in the new context where skills required for a role are changing rapidly and customer need to be central to everything. If we are able to reimagine and live that new role, we can be true partners to the business.

Navigating the age of AI and automation, HR managers must cultivate a unique blend of skills and competencies beyond the conventional. A key competency is change management. With rapid technological advancements, HR managers must lead the way in managing organizational change, ensuring smooth transitions and maintaining employee engagement and morale during times of upheaval. Furthermore, creativity and innovation are essential. In an AI-driven world, HR managers should think outside the box to solve problems and find new ways to attract, retain, and develop talent.

Rethinking the way work gets done is essential today in order to build an effective workforce: buy, rent, grow, bot talent. HRs ability to understand the “work” made up of duties and tasks within a process will allow them to find ways to leverage generative AI. By leveraging this tool we will also need to upskill and reskill the workforce to meet the evolving needs of the business, meaning HR again will take on a developmental role to help maximize the return on investment in tech and people. Changing the way we think and how we approach the function is critical in order to leverage this revolutionary tool responsibly.

In the age of AI, HR Manager should be well versed and competent enough with the use of tools like LMS, Powe BI, Tableu, HRIS, etc as the desired results of the functions like HR matrix and HR Analytics gets better. However the concept of HR is wider than AI as it deals with people, The Human. Empathy with controlled and balanced emotions of course with awareness of contemporary HR trend, market is more important for HR Leader to be a good decision maker that can align with organizational goal for business.

Skills and competencies that HR managers need in the age of AI and automation. 1. Harness the power of data analytics to make informed decisions about talent acquisition, employee engagement, and performance management. 2. Balance technological advancements with a strong focus on employee well-being, empathy, and relationship building. 3. Become familiar with AI-powered HR tools, data analytics platforms, and employee engagement software to streamline processes and enhance outcomes.

Every company is becoming a data company. That also means HR needs to collect, understand, analyze, and leverage data to increase the impactfulness of their efforts. With more data, HR may be able to improve performance, job satisfaction, retention, and more. The goal of HR is to help improve operations. You can't improve what you don't measure, and measurement today is all about data.

Without data it is just opinion rightly said would be applicable to HR profession too.. To be successful in fast moving AI environment, every HR professional should be aware about data literacy skill and should make important part of their profession. There are various operations on Data , every HR professional should focus on : 1. Data Maintenance 2. Data Capturing 3. Data Cleaning 4. Data Processing 5. Data Presentation 6. Action plan based on Data.

En, Rh les données quantitatives sont des atouts pour mesurer la performance, la rotation du personnel, la masse salariale, etc. Toutefois, le facteur humain et relationnel prime comme le conseil, la gestion des conflits, la motivation, l’engagement, la culture d’entreprise, etc. En effet, cela nécessitent des compétences d écoute, en empathie, en leadership, en créativité, en adaptabilité, etc. D’ailleurs certains Rh s appuient sur des indicateurs, des enquêtes, des feedbacks, des études, etc. pour mesurer l’efficacité de leurs actions et les améliorer. Enfin, tout est une question d équilibre pour valoriser le capital humain et augmenter la performance…

é preciso ter a habilidade de "ler" os números. N?o adianta nada ter em m?os ter informa??es se n?o souber usá-las. Por isso é t?o importante realizar a análise crítica dos números, pois será através dos indicadores que os planos de a??o dever?o ser tratados.

AI and automation is nothing to do with human resource it is perfectly the emotional attachment we have with our concern to hire a right person and keep the employees emotionally tied with our concern ....Using AI to see the welfare of the employees than we will run into trouble by equalising the ego or individuality of the employees which will not happen at any cast.....One will work with a small pat...One will work with 100 bugs extra....One will work since his loved one works with him...How can AI and automation correlates the three different path...Be live full to sustain he employees

As an HR manager it is very important to have an emotional connection with your team, employees and colleagues. Only an emotional connection creates a bridge between the employee and HR and AI can help in it but I believe it cant create human touch

I think automation can't replace human emotions though it can replace human intelligence in many aspects in terms of process, regular transactional jobs where machine/system interventions are far more effective and efficient. Now it's time to look after the emotional engagement part, where HR Managers can play in a pivotal role in the business partnering through a radical human centric approach in grievance handling, catering HR solutions through critical thinking where AI is not able to connect. Now, the role of HR will be more related to "human" rather than clerical tasks and paperwork where the human pulse and brain is much required.

I think a prime example where AI/ML can be used for good is reducing the information that we apply our unconscious bias(es) to when reviewing candidates.

The more people work with others, the more important emotional intelligence is for optimal performance. Since HR is inherently in the business of people, it requires a much more attenuated and expert level of emotional intelligence. Whether you are recruiting, retaining, training, advising, or mediating for talent, emotional intelligence is a key ingredient of success.

One of the most important quality of humanity is probably resilience and adaptability. The ability to adapt to new skills and technical advancement (including AI), is critical for roles like HR and many others. Having a growth mindset will allow more effective skill acquisitions, ability to pivot your approach, career objectives and opportunities.

The more you learn, the more you earn. This is just as true for HR as it is for all lines of business. In fact, learning agility is even more important for HR. Why? HR often makes decisions related to the training, learning, and development of employees. In order to make the best decisions, continuous learning and exposure to a wide range of education and learning are key.

Agility in learning has been an apparent need in technology companies especially in 2022 and 2023 - especially as it relates to Resource Management. If companies knew how to meter the headcount growth and limit the impact of big changes, thousands of technology workers would not be looking for a new job while not getting any income.

Learning agility will play important role in this fast moving world where many changes taking place rapidly. Learning agility will probably help to stay relevant in this era and also motivate to participate in all learnings programs to their team members would be important role of managers and leaders moving ahead !!

Através das plataformas de inteligência artificial há uma vasto banco de dados, que devemos saber quais e como gostaríamos de estudar. Obviamente ela n?o faz milagres, portanto demanda esfor?o humano para que se aprenda a trabalhar em conjunto com ela. E cabe ao RH auxiliar nessa capacita??o.

Ethics is an important part of business - especially when you are dealing with your own people. Some ethics of HR are explicit, regulated by law, or mandated by corporate policies. When something doesn't fall into one of those categories, it's important to stick to the straight and narrow, erring on the side of caution in the event of uncertainties.

Since AI is take big over people’s job (including chatgpt which writing policies and CVs) the only is left to have human touch and human feelings. May be some days later all the work will be done by Bot and to supervise them we will require another bot. In such cases, the HR manager needs to strategise to add human values and ethics..

[1st paragraph] In certain circumstances--that is, where the business comprises an organized workforce--it's imperative that HR managers be cognizant of the bargaining unit status of every employee and aware of the status of labor relations between the company and the union(s) representing the employees in the bargaining unit(s). If there's an existing collective bargaining agreement (CBA), HR managers must be intimately familiar with its provisions; or have a LR department to which these functions may be delegated. Even then HR managers must be familiar with the principles of labor relations, since a CBA is a binding legal contract with the union and the costs of error can be both substantial and embarrassing.

[2nd paragraph] The ethical dimension is this: Contract compliance is not only the lawful course of action, it's the ethical course of action because it respects the legal (indeed, constitutional) rights of your employees. Any subversion of their rights hurts not only the employees but also the company. By all means, bargain hard; but do it in good faith and comply with your obligations under the agreement. The advent of AI won't change any of this.

Ethics in those volatile and global instant world is extremely important and relevant when we talk about people and management. More than policies, laws or procedures to follow, all HR team need to develop and spread the creativity and responsibility sense: information is everywhere and what and how we can manage with that? Conscious and consequences have to be part of our actions!