AI is the ultimate wingman, NOT your replacement!

?Just attended a mind-blowing SHRM session Co-Sponsored by BambooHR on How AI Is shaping the Future of HR (Webcast). SHRM's Johnny C. Taylor, Jr., SHRM-SCP , Anita Grantham , and Alan Whitaker just dropped the mic on how AI is redefining work in a positive way. The session touched upon common fears about AI such as job displacement and it offered guidance on leveraging AI as a beneficial tool in HR strategies, as well as it covered how to address bias and regulatory issues. Here's the scoop:

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1. AI Evolution: AI, or artificial intelligence, has come a long way since its inception. John McCarthy introduced the concept in 1950, focusing on teaching computers to mimic human behavior. Early AI involved handcrafted logic and natural language processing (NLP). Today, we have generative models like transformers, inspired by the brain’s predictive abilities.
2. Deep Learning Boom: Deep learning, with its deeply layered neural networks, has revolutionized AI. It allows for abstraction through multiple layers, akin to our brains. Recent advancements, fueled by games and deep learning, have led to the current boom in AI capabilities.
3. Impact on Jobs: AI is redefining work. Approximately 40% of tasks can be automated, freeing humans to focus on uniquely human aspects like connection and strategic thinking. Rather than replacing jobs, AI empowers those who understand it. Embrace learning and become proficient in AI tools.
4. Gen AI vs. Large Language Models: Gen AI completes sequences or pixels, trained to fill in missing information. Large language models sound authoritative but lack inherent logic. They improve over time and can complement human reasoning.
5. Human-AI Partnership: Gen AI is a co-pilot, not an autopilot. Humans remain essential. Our narrative should focus on mastering AI, using it to enhance our abilities, and creating positive outcomes.
6. HR’s Role: Change is challenging, but HR can lead by example. Dive into AI, upskill, and become an expert. HR’s unique position allows us to help people adapt to AI-driven changes. Let’s view this as a learning and development opportunity for our roles.

Remember: When in doubt, pause and consider the impact. AI is a tool to amplify our mission output.

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7.????? Legal Responsibility:

1. New York City law holds companies accountable for adverse impacts on protected groups. Discriminatory practices are discouraged.
2. In the EU, using AI to assess emotions is restricted.
3. While we place standards on AI, we often lack similar scrutiny for human decision-making.

8.????? Fairness and Bias:

1. Technology makers strive for fairness. AI may exhibit less bias than humans.
2. The ideal partnership is AI + HI (Human Intelligence), working together as co-pilots.
3. Human Ownership and Accountability: We must check AI output and take ownership. Blind reliance on technology is risky.
4. HR’s Role in AI Adoption: Embrace change, understand your position, and explore AI thoughtfully. Create safe testing environments, engage in learning groups, and participate in hackathons. Use AI to enhance efficiency, especially in customer support.
5. Continuous Learning and Audits: Encourage continuous learning and provide AI sandboxes for employees. Regularly audit technology outputs and improve them.
6. AI Applications in HR: AI can assist in interviewing, career pathways, and performance management. Clarify organizational roles and goals.
7. Leadership and Tech Literacy: Leaders should understand technology to avoid mistakes. AI + HI is the path to a flourishing society.

AI Tooling Spectrum for HR: Navigating the Landscape

1. General AI Software: These off-the-shelf tools are accessible and versatile: ChatGPT:?Conversational AI for various tasks. Office Document Co-Pilot:?Assists in drafting documents. AI-Enabled Browser:?Enhances web browsing. Visual Generators:?Creates images for presentations. General AI software can help with: Writing job descriptions. Generating interview questions. Drafting policies and communications. Transforming HR data in spreadsheets. Creating visuals for presentations.
2. Specialized AI Software (AI-Powered HR Tech): Emerging tools designed to accelerate HR processes: Recruiting:?Streamlines candidate sourcing and assessment. HR Information:?Provides relevant data and insights. Employee Communications:?Enhances internal messaging. Analytics:?Improves decision-making. AI-powered HR tech can assist with: Analyzing employee feedback. Answering HR-related queries. Matching skills to job descriptions. Synthesizing performance reviews. Accelerating people analytics. Enhancing rewards and retention programs.
3. Job-Specific AI Tools: Co-pilots tailored for specific workforce roles (e.g., engineers, support reps, marketers): Code Assistants:?Help write code efficiently. Customer Support Accelerators:?Enhance customer service. Content Crafters:?Assist in marketing content creation. IT Automation Tools:?Automate IT support tasks.
4. Custom AI Solutions: For complex HR tasks, organizations can create custom solutions: Developed by in-house or contracted AI/ML engineers and data scientists. Tailored to meet unique organizational goals. Commonly adopted by larger, tech-savvy organizations. Custom AI solutions can address challenges such as: Predicting candidate success in specific roles. Personalized branded candidate outreach. Automating onboarding processes.

Remember, AI is a co-pilot—working alongside humans to achieve better outcomes