IA in Human Resources team

Author: Ana García Gómez COO at BINAIA

In today's world, in constant digital transformation, HR departments can be oblivious to this change. AI is the present, not the future that we will see if it will come.

However, despite the many benefits that digitisation and artificial intelligence (AI) can bring to companies, there are still some misgivings about their implementation. What is the reason for this fear? How can HR departments make the most of these tools without losing the human touch?

If we think about the most common fears, there can be many branches, but almost all of them can be divided into 4 origins:

• Lack of knowledge: The lack of understanding of the functioning and capabilities of AI generates uncertainty and doubts about its real impact on daily work. I don't know what it's like, so I don't use it. There is also a point of "I don't have time to learn it, not enough time to control it".
• Loss of control: The fear of AI automating tasks and replacing professionals is a common fear, especially in more repetitive or administrative roles.
• Impact on culture: Concern about the dehumanisation of work and the loss of personal connection in working relationships is key. We are already starting to see companies and procedures claiming to be "done by humans" and we have only just started.
• Ethical issues: The management of sensitive data and algorithm-based decision-making can raise questions about the ethics and transparency of processes.

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What can we do? I think that a story from the proximity, from the "I've done it before and it hasn't gone so badly" could help, and a lot. How? The luck of working at BINAIA is that the HR department has always been very close to the Technology department. Saying "Could this be done?" turns into "Let's try it!" and today I want to bring you what we've learned.

What advice would I give you?

• Communication and transparency: It is essential to inform employees about the goals and benefits of AI implementation, building trust and minimising resistance.
• Education and training: Providing HR professionals with the necessary skills to use AI tools effectively (and safely) is crucial to their success.
• Emphasis on the human factor: AI should be used as a tool to complement and enhance the work of professionals, not to replace them.
• Ethical and responsible approach: It is important to establish clear policies on data management, algorithmic decision-making and the protection of employee privacy.

In short, digitalisation and AI should not be a cause for fear for HR departments. On the contrary, with a strategic approach, proper implementation and transparent communication, AI can become your key ally for the success of companies in the future, as it has been for me.

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