AI & HR in the healthcare sector

Mahmoud Mansi is one of the leaders in the HR industry with a passion for innovation in consulting sphere creating revolutionizing ideas in business and managing people. One of the examples is his work in designing innovative corporate training programs. Besides, Mahmoud is an experienced public speaker, demonstrating his outstanding skills through 8 TedX speeches and writing materials as the author of 5 books in philosophy and sociology.

Learn more about Dr. Mahmoud Mansi (HR Philosopher) by reading his interview for Medtop!

One of the main benefits of Artificial Intelligence (AI) is that it saves you time. Most of the HR operations could be automated. What are your top AI instruments in HR tasks?

I believe digitizing and automating HR functions is mandatory because it surely increases efficiency and gives more free time for HR leaders to focus on people, strategy, and innovation. However, when it comes to artificial intelligence, this might take HR to another level where it supports data analytics and decision-making, and with machine learning, it can also participate in building future strategies. One of the most important trends now is future foresight where organizations can partially predict several different futures based on market inputs and global changes. The HR function has a very important role in that as they are the ones responsible for hiring, developing, motivating, and compensating the future talents who will create, innovate, advertise, and sell the future products! AI is indeed a tool that can support sustaining the current state of the organization, and its future.

Please share your thoughts on how AI can help HR departments achieve their goals.

The real impact of AI is in connecting all the dots, building meaningful data across different functions, and using this data to synchronize between all HR functions, between HR and other departments, and between the healthcare sector and the community.

The downfall of AI or one of the main risks associated with it is the “inputs” and “design” of the software. If we give non-efficient inputs and programming to the AI software it will cause more harm than benefits, as the decisions and reports generates would be inaccurate. That is the error many organizations might fall in, from the outside they will look like a “smart” company, but from the inside, there are hidden gaps in the system causing unjustified errors.

You have a great experience background as an HR advisor in many companies. Are employees afraid of being misplaced or on the contrary can't wait to implement AI tools to their skills?

Depends on which type of employees we are talking about, and indeed this also depends on the industry and culture of the organization. If your employees are self-motivated, self-learners, innovative, and passionate about seeing the impact of their work, then indeed with the correct support from management they will be able to easily welcome and leverage AI to their advantage and the advantage of the organization. If your employees are the opposite then they will require a lot of coaching programs, awareness, and change management in order to motivate them to be part of the new world.

Top 5 professional skills, that AI could not compete with?

I would say every skill that is related to innovation, people, and passion, including:

1. ? ? ? Conceptual Thinking.

2. ? ? ? Change Management.

3. ? ? ? Emotional Intelligence.

4. ? ? ? Innovation.

5. ? ? ? Team Engagement.

Can you give examples of how the introduction of AI can be effective in the healthcare sector?

I believe AI will impact the healthcare industry in three different ways;

1-Proficiency in dealing with rare medical cases, as the AI, will store and utilize all different techniques, schools, knowledge, and case studies.

2-Accuracy in diagnosing cases and performing operations, as it will eliminate the human error factor.

3-Using big data and data analytics to store the entire patient’s history for future forecasting and better wellness decision-making to prevent potential future diseases.

Many companies want to count AI in the HR department. How should employees deal with not being replaced by AI? What skills should they study?

In the past employees were brainwashed to be “hard workers”, “working under stress”, and so on, which are all competencies of a machine, not a human being. Therefore, I believe employees need to get back to becoming human and focus on their philosophical, ambitious, and artistic sides. The new business world needs more “intrapreneurs” with competencies including project management, people management, branding, data analytics, future foresight, corporate social responsibility, self-learning, sustainability, and agility.

How well do medical institutions trust AI; whether the introduction of AI created problems related to the distrust of the medical community or staff in the work of AI?

I believe it is more about patients trusting AI first, this is the challenge. If applying AI has proven to “save more lives”, then medical institutions will be ready to fully apply AI and the world will witness a new medical evolution. Someone needs to carefully take the risk someday! However, using smartphones and other technologies, we as users still witness errors, which makes us still reluctant to take technology to another level. Therefore, I believe technology needs to prove its efficiency first with an error-free implementation is the day to day life, then users' trust will increase and it could be taken to another level.

P.S

Our jury, Mahmoud Mansi, HR philosopher, and Public Speaker, invites you to a joint webinar with Medtop, “How AI transforms the modern workplace environment? Pros and Cons”.

Get a unique chance to ask questions from Mahmoud Mansi personally and start implementing new methods and approaches in your HR department today.

The webinar will take place at 6 PM UTC on 18th November

Link for registration: https://www.medtop.org/webinars