Artificial intelligence (AI) systems can identify patterns and create connections that surpass the analytical scope of humans. High levels of predictive intelligence can be used by HR in a myriad of ways to collect insights that can drive business outcomes.
Will harnessing the power of AI be a crucial and life-changing HR tech trend?
Will the dependencies on smart machines become a substitute for personal interaction and take away the human from employee connections?
Vijay Karthik and Vamseedhar Yerukala present their opposing views on the implications AI will have for HR!
We also need to consider the social connect, collaboration and empathy that any human being needs rather than just engines and machines around. Alongside it is also a known fact that there is a long way for AI to be a real substitute, considering the statutory body compliances and surplus available manpower at a cost advantage in a country like India. Also, we are yet to see the error margin these systems have, what if the chatbots go wrong in their algorithms and strategic decisions are based only on that data?
Artificial Intelligence (AI), is expected to be the most important game changer & a transformational compound of any new age organization. It is a known fact that many countries are investing in the AI research and the top three in the list are China, USA & India.
As rightly mentioned, many tech pro companies would adopt AI for their focussed & effective business decisions that are based on complex & huge data analytics. Definitely, HR is also one functional area where AI is going to be productive in designing & implementing many HR interventions at large. However here again dependency matters on two factors mainly on how receptive we are & how prepared we are in doing so, both from the organization & people front.
In my view, adapting AI Technology in HR function is feasible for transforming all our transactional or routine tasks and to bring in logical support or rationale to our decisions of people matters. In spite of AI creating different kinds of jobs in the future and also enhancing many of the existing ones, we also foresee another pervasive pitfall that robots or automation might lead to job losses to some extent. Though AI being a pre-framed complex algorithm it might be able to convert the behavioural complexities into probable options that an HR manager can choose from.
But the advantageous human factor of innovation & creative thinking is lost in the analytical metric war. We also need to consider the social connect, collaboration and empathy that any human being needs rather than just engines and machines around. Alongside it is also a known fact that there is a long way for AI to be a real substitute, considering the statutory body compliances and surplus available manpower at a cost advantage in a country like India. Also, we are yet to see the error margin these systems have, what if the chatbots go wrong in their algorithms and strategic decisions are based only on that data?
When it comes to making machines perform tasks that humans have done for years – AI Revolution, the question that arises in our mind is “What to Do When Machines Do Everything”. Many experts also feel AI is “an existential threat”, which requires a careful thought both by companies & government together, to safeguard the broader public interest, stopping the promise from transforming into a curse.
Vijay Karthik is an HR professional, an MBA (HR) alumnus of Sri Krishna Devaraya University, Anantapur (AP). Currently working as Dy. Manager (HR) at Birla Carbon, one of the Flagship Company of Aditya Birla Group. Have around 7 years of HR Functional experience into varied sectors like IT, Manufacturing and Marketing.
Every time there is a technology revolution, right from the industrial revolution till today, there has been a fear of losing opportunities which have proven wrong. Technology has always increased the number of opportunities than earlier. Similarly, the goal of AI is not to replace HR, it is to augment what HR can do. Enabling HR to make a greater impact.
There is a debate going on around whether AI is a boom for HR or a curse, which would substitute human intervention.
Data-driven projections have become a key and understanding data and deriving outputs from it has gone beyond regular human interpretations. AI has become a key proposition in understanding & engaging with internal as well as external talent. Seamless integration of human interventions and enhanced engagement with key stakeholders has been a dream for every organization as this results in building a unique brand for them. This is now becoming a reality with AI, bringing HR to a strategic seat.
Artificial intelligence is being leveraged by HR professionals, making them smarter and more productive version of themselves, and enabling them to impact and improve the lives of talent they manage. AI-driven data analytics can give right information on employee engagement levels, feedbacks business reach, attrition, performance and much more. These analytics dashboards will result in taking decisions with more certainty and help organizations in Seamless integration & engagement with talent.
As more individual tasks become automatable, jobs are being redefined and re-categorised. It’s clear that automation will result in a massive reclassification and rebalancing of work. By replacing workers doing routine, methodical tasks, machines will amplify the comparative advantage of those workers with problem-solving, leadership, EQ, empathy and creativity skills.
While AI consistently learns your best practices and provides HR with analyzed data, HR is free to focus on building relationships with talent while being rooted in a knowledge of their story, background, growth, and their potential.
Chatbots and artificial intelligence together represent a small but significant step in revolutionizing the way enterprise solutions are supposed to work, making them simple, intuitive, and engaging. Empowering virtual assistants through data collection and distribution increases employee skills for maximum efficiency in assignments. It provides them with the bandwidth to organise statistics based on different stakeholder needs, manage workflows through automation and use pattern recognition to spot trends, which helps in taking well-informed people strategy decisions.
Every time there is a technology revolution, right from the industrial revolution till today, there has been a fear of losing opportunities which have proven wrong. Technology has always increased the number of opportunities than earlier. Similarly, the goal of AI is not to replace HR, it is to augment what HR can do. Enabling HR to make a greater impact. This impact may require HR to learn to do things differently or maybe even reinvent the existing processes. “AI is definitely an additional powerful arm which will help business in effective decision making”.
Vamseedhar Yerukala is a Master’s graduate from Osmania University campus. He has a certification in Strategic Human Resources Management from IIM-A. Currently associated with a European based Software Product development organization as Human Resources Head.