AI + HR = Success?

AI + HR = Success?

Adapting to a rapidly changing present has never been more important than it is now. We are on the brink of a new era that will undoubtedly transform how we work and perceive both workplaces and the concept of work itself. This will undoubtedly be an enormous resource and opportunity if we make the best use of it, but it also brings forth new challenges.

Many questions, especially in HR, arise: What will happen to my job now? How do we handle data security? How will my role change? How can I utilize this tool in my job?

I will strive to address these questions and more in this text and provide general inspiration as well in following order:

• AI + HR = Success?
• What is AI?
• Get started or get left behind
• Examples - How to use AI in HR
• Heads up - Security
• Where do we go from here?

What is AI?

Before I answer that question let us first take a look at a few different eras and how they have affected our workplaces.

The Industrial Age, which began in the late 18th century, was characterized by the transition from manual labor and agrarian economies to machine-based manufacturing and industrialization. It brought about significant changes in society, economy, and lifestyle. One machine could all of the sudden do the job for 100 workers.?

After that we got into The Information Age, also known as the Digital Age or Computer Age, emerged in the mid-20th century with the widespread adoption of computers and digital technologies. It shifted the focus from physical production to the generation, processing, and dissemination of information. This eventually led to data being the most valuable resource on the planet, and pushed oil down to a second place.

This led us to where we are now on the brink of the AI era and can be seen as a natural progression from the Information Age. As computers became more powerful and data became abundant, researchers began exploring ways to develop intelligent systems that could imitate human intelligence.

Artificial Intelligence, or AI, is when computers and machines can do things that usually require human intelligence. It's like teaching computers to think and learn on their own. They can understand, solve problems, and make decisions, just like we do. AI is used in many things we use every day, answering questions, voice assistants, self-driving cars, and even in games and robots.

Get started or get left behind

Fear of Change is something that affects most of us from time to time, or should we perhaps call it fear of the unknown. Fear however is not a great motivator when it comes to making good rational decisions. The Luddites are a good historical example of skilled workers in England who resisted the industrial revolution, fearing the impact of machines on their livelihoods. They saw automation as a threat, a force that would render their skills obsolete and leave them jobless. Their resistance stemmed from a deep-rooted fear of change and an attachment to the familiar.

Today, we stand at the threshold of the AI era in HR. Artificial Intelligence promises to revolutionize the way we work, bringing efficiency, insights, and transformative possibilities. But just like the Luddites, some may fear the unknown, clinging to traditional ways of doing things and resisting the integration of AI. This might be a rational short term decision but a change is inevitable in the long run.

However, let us learn from history. The Luddites' resistance to change did not halt progress but rather delayed the inevitable. Similarly, in HR, resisting AI means potentially missing out on the numerous benefits it offers. It's time to shift our perspective and embrace change for a brighter future.

Unlocking the Potential of AI in HR: AI in HR can automate mundane tasks, allowing HR professionals to focus on strategic initiatives that drive employee engagement, talent acquisition, creating ownership amongst their employees and stimulate great conversations. It can analyze vast amounts of data, providing valuable insights for informed decision-making.

By embracing AI in HR, we become catalysts for transformation. We can harness the power of technology to elevate our roles, making more significant impacts on our organizations and employees. Rather than fearing job displacement, let us adapt and upskill ourselves to work alongside AI, leveraging its capabilities to augment our expertise.

Conclusion: As HR professionals, you have a unique opportunity to shape the future of work. Let us not repeat the mistakes of the past but instead learn from them. Embracing AI in HR is not about replacing human interaction; it is about optimizing our processes and unlocking new possibilities. Together, let's embark on this journey, embracing change, and paving the way for a future where AI and human expertise harmoniously coexist. So let's have a look on how it could be used shall we??

Examples - How to use AI in HR

Let's take a look at three simple and concrete examples of how we can successfully and easily use ChatGPT within HR

1. Let's say that your organization has started with performance management and wants to create ownership amongst your employees(Wanna learn how - link to e-book ). When you’ve gone through your full HR-Cycle then It’s time for a conversation with your manager(we call it reviews).

What questions should we be asking our employees? Let's get some inspiration from ChatGPT shall we? (see picture below) One quick question and one quick answer, decide for yourself if you like the answer otherwise you can rephrase the question and try again for a different answer.

1. Maybe your organization would like to improve on how you ask for feedback? Asking for feedback and giving feedback is not easy. Some have an act for it and some find it a bit tricky. In most cases however it starts with the actual question being asked. Therefore it might be a good idea to add a so-called questionnaire. (See picture below)??

So why not make sure that the right questions are always being asked? Why not have many different questionnaires for different situations or types of feedback? But what are the right questions? Let's ask ChatGPT again for some inspiration. Just like before we can rephrase the question and ask again to get different answers until we find sufficient inspiration.

1. Maybe your organization has skipped doing surveys the classical way with a huge amount of questions once a year and instead starting to focus on improving the engagement in the organization! With all the newly gathered insight and data that you’ve received from your employees It’s time to take a look at the result. (Wanna learn how - E-book )

With a quick look at the picture above we can for example see the eNPS(Employee net promoter score) is really low in for example the Marketing team! That's of course not what we want, but the question remains, what can and should we do about it? Let's get some inspiration from ChatGPT.

This is of course just three simple and normal examples of how it could be used but besides that there is an endless list of possibilities that it could be used for. Some other examples could be to create roll descriptions, mail templates, interview questions, themes for epic team events and everything far and wide that you can think of!?

Heads up - Security

Like most things in life, good things also have a downside. Technology is no exception, and this case is no different. As an organization, one should always be cautious about data security, and the same applies here. Below, I will share some concrete advice to keep in mind.

Privacy and Data Protection:

a. HR professionals must exercise caution when sharing personally identifiable information like employee names, addresses, social security numbers, or any sensitive personal data with AI systems. Limit data sharing to what is necessary and ensure data encryption and secure storage practices.

b. Ensure that sensitive employee information, such as medical records, disciplinary actions, or performance appraisals, is not shared with AI models or accessed by unauthorized personnel. Implement strict access controls to safeguard confidential data.

Ethical Considerations:

HR professionals should be aware of potential biases in AI systems, which could result in discrimination during processes like recruitment or performance evaluation. Regularly evaluate and update AI models to minimize bias and promote fairness and equal opportunities.

System Vulnerabilities:

a. AI systems are susceptible to hacking, data breaches, or malicious attacks. Ensure robust cybersecurity measures, such as firewalls, encryption, and regular vulnerability assessments, to protect AI models and associated data.

b. Be aware of potential adversarial attacks where AI models can be manipulated by inputting malicious or misleading data. Continuously monitor and update AI models to detect and prevent such attacks.

Now that we have addressed various concerns, it is time to consider proactive solutions. Let's prevent the fire from occurring rather than extinguishing it! Try to create a policy of very simple and clear guidelines that your employees can use while using AI. Here is an example of how it could look(yes I admit I asked ChatGPT to create it for me):

What to share:

• Non-sensitive, non-confidential data
• Data that is necessary for AI training or analysis
• Information that aligns with the organization's privacy and data policies

What not to share:

• Personally identifiable information without proper anonymization
• Sensitive or confidential data, such as financial records or trade secrets
• Information that violates privacy laws or regulations
• Data that could harm individuals or the organization if exposed

Encourage and help your employees

I believe that many of your staff members are already utilizing various forms of AI, including ChatGPT, in their work. It's crucial not to delay implementing a security policy for these technologies. Undoubtedly, many of them find it enjoyable and have discovered modern ways to enhance their work or increase efficiency.

However, some employees may be hesitant to openly discuss their use of AI due to fears of potential consequences. It's essential to create an environment where they feel comfortable using AI and understand that their work quality will be the primary focus of assessment. Encourage open dialogue and consider starting internal discussion groups dedicated to exploring how your organization can leverage smart AI tools to work smarter and more efficiently. By doing so, you may uncover significant time-saving opportunities that can be redirected towards other priorities, giving your organization a clear advantage over competitors.

It's also worth noting that embracing AI can help nurture new stars within your workforce. Support and foster their growth, making it clear that leadership is there to provide guidance and support rather than impede progress. A new modern leadership style adapting to a constantly changing world will be more important than ever.

Some things never change

Our human qualities are ultimately what make us unique, and AI cannot replace us in that aspect. Our need to be seen, appreciated, and validated will not diminish just because we receive assistance from AI. Most people who started working in HR did so with a burning passion for people. They wanted to help others and witness them thrive, grow, and create something unique together. This is the very foundation of why HR exists, and with these new tools, we have the opportunity to truly save time—time that can be allocated elsewhere.

Imagine if this is a unique opportunity to return to the core of what HR should be, to work with many of the aforementioned reasons that drove you to enter this profession. If we can successfully free up time, what should we then dedicate it to? As I mentioned earlier, technology is changing rapidly, even more so now than ever before. However, we as humans still have more or less the same nature, biology, behavior, and needs. Yet, we are all very different as individuals, with diverse opinions, interests, emotions and ambitions.

So with that said, why not learn as much as possible about our employees? What engages them? What contributes to their well-being? How can we create the best conditions for them? How can we reduce sick leave? How can we increase eNPS?

By conducting frequent and simple surveys, you can quickly identify where you should focus your efforts within your organization to create the best possible workplace (Read more -E-book ). Then you can act on the result both directly and proactively.

Or perhaps it's goal setting and performance reviews that need improvement in your organization? (Read more - E-book ) Regardless of whether it's surveys, performance reviews, more meaningful conversations, team events, or a greater emphasis on developing your leaders, opportunities will arise. What do you want to prioritize? How do you want your agenda to look? It's worth reflecting on as we step into a new era where possibilities are endless.

Thanks for taking your time to read this, I hope you enjoyed it and if you have any questions please feel free to reach out to me.

Best regards, Joseph Bejefalk

Contact:

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