HR versus AI. Where do we stand?

A few days ago I was watching a reel where various people were asked that which department in corporate should be completely replaced with AI and automation and more than 50 percent people said "HR". On the face of contradiction these are the people complaining about empathy and senstivity in the organisational behavior.

The rise of artificial intelligence (AI) has sparked debates about its potential to replace human workers. One area where this debate is taking place is in the human resources (HR) industry. With its incredible superpower, AI has the potential to transform the way HR functions, leading some to question whether it could eventually replace human HR professionals altogether.

One of the primary benefits of using AI in HR is its ability to automate repetitive tasks like recruitment. For instance, AI can scan resumes, screen candidates, and schedule interviews, freeing up HR professionals' time to focus on more strategic tasks. This can help improve efficiency and save time, as well as reduce human error.

Another significant benefit of AI is its ability to provide objective recruitment and selection processes. AI algorithms can analyze candidate data and provide an unbiased assessment of their qualifications and fit for the role, reducing the potential for human bias in the hiring process. This is particularly important in addressing the issue of unconscious bias in recruitment. But on the other hand, every recruiter considers to judge the candidate on the basis of behavioral and cultural parameters also that can be sensed only through emotional quotient which is deficient in AI tools.

In addition to recruitment, AI can also improve employee engagement and performance management. AI-powered chatbots can provide employees with instant feedback and support, enabling them to feel more valued and engaged. AI can also analyze employee performance data and provide insights on how to improve employee productivity, reduce turnover, and increase overall organizational performance.

However, it is important to note that AI cannot replace human HR professionals entirely. HR is a complex field that involves a high degree of emotional intelligence, interpersonal skills, and cultural sensitivity. While AI can analyze data and provide insights, it cannot replicate human intuition and empathy, which are essential for effective HR management.

Moreover, AI algorithms are only as good as the data they are trained on. If AI algorithms are trained on biased data, they may perpetuate those biases in HR decision-making. Therefore, it is crucial to ensure that AI algorithms used in HR are trained on diverse and unbiased data to avoid perpetuating discrimination and bias in the workplace.

There are certain unsaid factors that fuels an organisation like culture, behavioral patterns, sensitive policies and etc. A huge part of HR works on industrial relations and takes care of employee grievances which can never be the same and each case demands a whole new emotional perspective. Building trust and relationship with the employees is a task that can never be fulfilled by AIs and bots.

In conclusion, AI has the potential to transform many aspects of HR, making processes more efficient, objective, and unbiased. However, while AI can automate many tasks, it cannot replace the essential human skills required for effective HR management. Instead, AI should be viewed as a tool to support and enhance HR professionals' work, freeing them up to focus on more strategic tasks that require human insight and intuition. The future of HR is likely to involve a hybrid approach, with AI and human professionals working together to achieve the best possible outcomes. The biggest change we can expect is Human resources turning into People and Culture.

Last but not the least, "Nothing which has HUMAN in it, can be replaced by artificial superpower because humans created AI and not AI created humans."

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