The working environment is more dynamic than ever, and the main focus of that change is Artificial Intelligence (AI). Automated recruitment tools, performance analytics powered by AI and many other sophisticated technologies are slowly replacing manual HRM processes in organisations. However, does this imply that AI will become an all-encompassing substitution for the HR professionals or is it just that it will transform the role of the HR professional?
AI has already penetrated HR. Artificial intelligence-based tools will be able to screen resumes, set up interviews, analyse employee data, and even forecast risk of turnover. AI helps HR teams to pursue more strategic initiatives by automating some of the more mundane administrative roles. To explain, AI can promptly detect trends on employee engagement surveys so that managers can take early measures before minor issues turn into major challenges.
Regardless of these developments, AI is incapable of replacing some important parts of HR. The emotional intelligence, empathy, moral judgment and cultural sensitivity are uniquely human traits. It takes subtle insights to resolve a workplace dispute, mentor, or even to motivate an employee which AI is incapable of replicating. This fact was revealed in interviews of the HR professionals, who confirmed that AI can assist in HR performances, but it cannot substitute the human element of people management.
A collaborative strategy is thus likely to become the future of HR, with AI doing most of the repetitive work and human beings doing the strategy, relationship-building and creativity. This move is a challenge as well as an opportunity to HR students and young professionals. The introduction of AI tools, the ability to perceive the information presented in data and the development of soft skills will become a necessity to remain relevant in a changing workplace.
In addition, one should not disregard ethical considerations of AI implementation. The HR teams should make certain that the decisions made by AI are objective, impartial, and open. Although AI is able to indicate trends in hiring or performance, a person should make sure that those systems do not propagate discrimination or inequality. So, AI is not a threat to HR, it is an extremely efficient tool that may help people to improve their abilities. Through adopting technology without losing the human qualities that are unique to HR, organisations will be in a position to create work environments that are more effective, equitable, and conducive.
Farhanah Mohammed Sofi Uddin
Undergrad student
farhanah.uddin@northsouth.edu
