How AI is changing HR and People Management

The AI generation is not just a buzzword; it's a transformative force that's already here. Ignoring AI may leave your business lagging behind in this new era. After nearly a decade of discussing AI and its potential impact, we are now living in an AI world, where AI is transforming how we operate daily, including in HR and people management.

AI is transforming how we operate daily, streamlining many business processes and freeing people's time to focus on more critical aspects. The business environment is fast-paced, and staying ahead is vital for SMEs across the UK and Ireland.

As technology continues to develop, many businesses may find solutions to skill shortages in lower-skilled roles or reduce/simplify administrative duties for employees. This could lead to a shift in job roles and responsibilities, with employees needing to adapt and upskill to remain relevant in Gen AI. It's important for businesses to consider the implications of these changes and support their employees in this transition.

This is the first time in history that computers have understood our language, and not us understanding computer coding/language. It's time to jump on the train and move with it.

Leveraging how AI is changing HR

Removing biases in performance management and improving feedback timelines, AI is able to continuously monitor employee performance by producing data analytics, removing biases in performance management and improving feedback timelines. By analysing work patterns, productivity metrics, and other relevant data, AI provides feedback in real-time. This feedback won't include opinions and aids in decision-making for promotions and where development is required.

AI tools, such as Microsoft's Copilot, are now capable of creating meeting notes, simplifying this administrative task. These tools can transcribe conversations, highlight key points, and even suggest action items. While this can be a time-saver, it's important to remember that AI tools are not infallible, and you may want to be extra careful with what you say during meetings.

AI is not here to replace us but to enhance us. It's about allowing employees time to learn and develop their AI skills, which includes simply adapting and creating new prompts on ChatGPT. The most important elements are the questions asked to ChatGPT and the decisions made from the answers. This is a unique opportunity for employees to upskill and contribute to the digital transformation of the workplace.

As Tomas Chamarro-Premuzic, author of I, Human: AI, Automation and the Quest to Reclaim What Makes Us Unique, points out, AI can be trained to ignore factors like race, gender, and social class. However, it's crucial to ensure that the data used to train AI is unbiased and representative of diverse populations. Human oversight is essential to prevent AI from perpetuating existing biases or creating new ones.

AI and recruitment

AI has the potential to revolutionize the recruitment process. Could we see candidates going through the entire recruitment process without speaking to a human? While legislation is still catching up, it's important to consider the ethical and practical implications of this. Matt Alder, a talent acquisition futurist, tells People Management magazine that slowing down isn't an option and that it is risky to pause, as legislation may never catch up. We advise you to follow all standard GDPR laws when it comes to sharing candidate information on AI software.

Concerns arise when the human element is entirely removed from the recruitment process. Does this make the process miserable, and may AI fail to evaluate the person's personality and ensure it is a culture fit for the company? Furthermore, during the recruitment process, candidates assess whether they like the company; removing this will lead to higher turnover rates.

Are digital skills as necessary as literacy and numeracy?

Technology is integrated into every element of modern society; we use it every day, and advancements are coming thick and fast. Because of this, having strong digital skills is paramount in the workplace, and being adaptable to implement new technologies to streamline processes is necessary.

With technology becoming increasingly integrated into every element of modern society, having strong digital skills is becoming as necessary as literacy and numeracy. Over the next decade, this may be the case, and businesses should be upskilling their employees to improve their digital efficiency.?This is inclusive of all age groups, from baby boomers to Gen-Z. Employees should have equal opportunities to advance their digital skills, particularly with AI, to ensure they can adapt to the changing workplace.

It has been stated that 1/3 of UK employees are disengaged from their workplace; investing in employees by developing their AI understanding and skills may increase engagement through enhanced skills. However, employers shouldn't simply invest in the latest tech, as if employees aren't engaged, it won't work—invest in your employees, meaning they will be net better off at your company; this means they feel they get more from work than give and have higher motivation to produce results.

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