Are You Ready For AI?

8 tech considerations to help you think about how and where to use AI in your HR function

Did you know that traditional AI in its earliest form, has been around since the early 1950s? John Von Neumann and Alan Turing formalized the architecture of our contemporary computers and programming.
 

Why is that important? Unlike in the 1950s, AI and automation, are embedded in our everyday lives. As everyday consumers, we enjoy personalized recommendations from streaming services, email filtering, and help from virtual assistants like Apple Siri or Amazon Alexa.
 
In the workplace, we have already automated many tasks including data analysis, customer service and fraud detection systems. But we have not moved forward with generative AI which will fundamentally change how we work, what we work on, and the skills needed to succeed.
 
In fact, our recent global survey showed that 65% of HR professionals believe AI will enhance employees ‘productivity. That’s true of HR functions too, whether it’s incorporating AI into talent processes or HR teams using AI applications to optimize their time. In 2024, AI will increasingly become even more important to HR by handling rote, repetitive tasks, and questions so HR teams can focus on providing value-added services. For example, HR professionals can use generative AI to do the first draft of a job description or have company-owned chatbots respond to basic ‘How to’ type of questions from managers and employees.
 
Imagine having the time to truly drive transformational change programs that support a business strategy, knowing what skills, capabilities and leadership will be needed by your business in five years, and understanding how you can make the change now to drive that strategy. This would ensure we could operate as true business partners with our stakeholders. However, today the HR function remains challenged by people resources and budget so we are unable to become the change consultants we could be.
 
As with any new technology, AI must add value, save time, or both. Rather than adopting AI for AI’s sake, CHROs need to determine what’s right for their teams, their talent processes, and their culture.

A Checklist for Successful AI Implementation

To help you think about whether AI is right for you, the following are eight considerations to help you on your journey:
 
1. Clear Objectives: Define specific goals for AI implementation, such as improving recruitment, employee engagement, or performance evaluation. The clearer you can be about the tasks and the areas that need to be improved or simplified, the more specific you can get about the problem or issue you’re using AI to solve.

2. Functionality in your existing systems: Introducing AI does not always mean adding new things to the HR tech stack. Oftentimes, there are new functionalities and integrations that can be activated within existing HR software and processes that will help you get more out of existing tool, just make sure that it is ‘generative AI’ services.

3. Ethical use: Establish guidelines for AI to avoid bias, discrimination and unfair treatment in hiring, promotion, and other talent processes. This is something to keep top of mind even if AI is deployed exclusively within HR teams.

4. Skill development: Introducing and trialing new tech presents a great opportunity to develop skills and new ways of working. Only when getting hands-on and putting tools to work in different scenarios do you discover the art of the possible.

5. Change management: Prepare the team for AI adoption and address concerns. While it can take time to understand and come to grips with AI tools, it’s important for team members to share their experiences – good and bad – as well as their learnings throughout the process.

6. Data privacy and security: Ensure compliance with data protection laws and secure sensitive employee data. Partnering closely with legal and data protection teams will be crucial for evolving practices and processes in line with relevant laws and regional regulations.

7. Measurement and evaluation: Develop metrics to assess the effectiveness of AI in HR and adjust as needed. To be able to show value, impact and efficiencies, the measures of success need to be clearly aligned to your objectives and closely monitored over time.

8. Have Fun! AI tools have the potential to revolutionize the role that HR professionals play in the organization and with leadership. We need to embrace the opportunity as a career moment, to learn with the tech as it evolves and learn from others too.
 
It’s an exciting time to be in HR. As we adapt to AI, we must lead with an open mind, avoid getting caught up in the risks and challenges, and be aware that policing or placing tight restrictions on the use of AI may impede its full potential. This is our time to explore and be curious if we are to unlock the value of this important technology.

Author Bio

Teri Ellison is Chief HR officer at SHL.