Hey Compliance Warriors!
The use of artificial intelligence (AI) in various industries, including human resources (HR), is undeniably increasing. However, it is important to note that AI is generally seen as a tool to augment and assist human work, rather than completely replace it.
In the context of HR, AI can automate many processes, such as resume screening, scheduling interviews, and even answering common employee questions. It can help in analyzing employee data to understand trends, predict future needs, or identify issues. This automation and analysis can significantly save time and improve efficiency.
However, the HR profession is not just about processes and data; it’s also about people. It involves aspects like relationship building, conflict resolution, mentoring, coaching, strategic planning, understanding and interpreting complex emotions and situations – things that AI is currently not capable of handling in the same way a human can. The empathetic and interpersonal aspects of HR are uniquely human and crucial to the role.
Additionally, making strategic decisions, such as workforce planning, developing organizational culture, and change management often require a nuanced understanding of the specific context and culture of an organization. While AI can provide insights and data to inform these decisions, the decision-making itself is still a human function.
In conclusion, while AI is likely to continue changing the nature of work in HR by automating certain tasks and providing analytic insights, it is unlikely to replace the human resources professional entirely. Instead, it will probably reshape the role to emphasize more strategic, interpersonal, and complex decision-making tasks, with AI serving as a tool to support these activities.
Lisa Smith, SPHR, SCP
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Lisa Smith, SPHR, SHRM – SCP
Certified EEO Investigator (EEOC)
Lead Support and Content Chief – HelpDeskforHR.com
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