Technology is changing at an exponential pace, and words like “AI,” “machine learning,” and “large language models” are becoming commonplace in the HRIS lexicon. It’s essential to have an honest moment about what we can expect from these technologies to separate the fads from reality.
From my recent discussions in the HR tech space, it’s evident that everyone sees the potential of AI and technological breakthroughs. Still, the importance of a balanced perspective is consistently reinforced. This entails recognizing the transformative power of new technology while acknowledging its current limitations. It’s about balancing the thrilling prospects of the future and anchoring these aspirations in the practical realities of what new technology can deliver. This balance is vital to steer clear of potential pitfalls and establish pragmatic expectations.
In a recent conversation with Amberly Dressler of Isolved, she spoke about how many of their clients with headcounts around or below 100 employees are more concerned about AI and new technology, fearing job loss or replacement. However, this is a challenge that all organizations face as we navigate technological transitions in the workplace. The key is to remember that we can control the technology we adopt and determine how it is integrated into every organization. This empowers us to ensure its beneficial use, using technology to augment jobs, not replace them, and steering the course of HRIS to our advantage.
For instance, AI can streamline time and attendance by eliminating human-dependent redundancies. When viewed by a machine, time and attendance are not as complex as we initially thought. New technology in the workplace should primarily enhance the efficiency of existing processes and make new ones more manageable to implement or develop. We’ve seen this before, with email being faster than regular mail and video chatting being more convenient than an in-person meeting across town.
As an advocate of innovation and technology, I advise businesses to be proactive and set realistic expectations. HR tech leaders and decision-makers should pause and meticulously assess new technology before implementing it. This thorough evaluation will provide insights into how it can elevate your business, enabling you to steer the direction of HRIS to your advantage and make judicious decisions that maximize your business’s benefits. This reassurance should instill confidence in our ability as HR tech leaders to successfully implement and leverage new technology in HRIS, making us feel secure about the future of HR tech.
