Human resources is basically managing people. So how will work change in a future where powerful generative AI tools are everywhere?
Empathy, emotional intelligence, and an understanding of humanity are essential when it comes to managing employees. Even human-like machines like ChatGPT aren’t what machines are known for.
So will human HR departments be widely replaced by cold, calculating chatbots that only care about measuring human efficiency and eliminating weaknesses?
Well, I hope not. Instead, HR professionals will use generative AI to automate mundane and repetitive elements of their work, freeing up time to develop the interpersonal skills needed for higher-value tasks. think.
Here I outline how I think the work of HR departments will change, and in many cases, is already changing. We will also look at the broader implications for how the status of these key professionals in society will evolve over the next five to 10 years.
Recruitment and talent discovery
Finding talented talent is always a challenge, but generative AI tools can help with day-to-day and administrative tasks. Not only by doing it faster, but also by finding more efficient and personalized ways to reach potential employees and promote your workplace.
It is used at the beginning of the process to generate ideas about the ideal candidate, creating an overview of the skills, qualities, and personality traits that might make the applicant suitable for the job. You can then create dynamic, personalized job descriptions aimed at encouraging a broader range of applicants.
It is used by companies that hire thousands of people each year to perform an initial assessment to ensure candidates meet basic criteria. Then offer mock interviews and role-plays to help candidates prepare for their applications. This should not be used as a type of screening, but rather as a tool to help recruiters and other human resources professionals better understand candidates as unique human beings before meeting them in person. there is.
Human resource development
Companies need to ensure their employees have the skills they need to succeed in the AI era, and this responsibility falls on the shoulders of HR professionals.
Generative AI is great for training. Create everything from complex technical manuals to simple step-by-step walkthroughs. Public models like ChatGPT can already do this, but companies will increasingly invest in training their own private AI models tailored to their needs.
These reports can be customized for each learner, taking into account their specific skills and learning requirements.
As we move forward, generative video and even world simulation tools will become available. These are used to create a more engaging and personalized training experience. The language model provides real-time feedback as if there were an instructor beside the trainee.
There are some risks here. We know that generative AI doesn’t always get things right and can lead to dangerous misinformation and mistakes. Therefore, human oversight, as well as transparency about how these systems operate, is always required.
Workplace management and analysis
Rather than spending hours studying metrics and statistics, generative AI tools can quickly analyze data and create reports that highlight key employee trends.
Identify future staffing needs and uncover areas and causes of high turnover. Deliver fast, relevant insights into factors such as employee sentiment and satisfaction. It is also used to create narratives and visual projections about the impact of strategic HR decisions.
These allow HR professionals to simplify understanding the fundamental human factors that make or break a business.
Of course, care must be taken when quantifying human activities and emotions. Biases in how data is collected or analyzed can lead to unfair outcomes, and overly intrusive data collection or AI initiatives can lead to employee dissatisfaction. Risks in all of these areas must be carefully assessed and defended against.
employee experience
HR’s job is to create an inclusive and positive experience for employees across the company. Enabling employees to perform their jobs effectively without being hindered or held back by internal processes is a key challenge.
Here, we use generative AI to create relevant onboarding materials for individual new employees, provide personalized and relevant answers to common HR questions through chatbots, and collect employee feedback. Collect and interpret.
The quality of service is of paramount importance here. There are few things more frustrating than having a conversation with a malicious chatbot. At the same time, more and more people are beginning to accept that, when used well, it is a highly efficient way to obtain information.
All of this helps HR departments understand the pain points that employees experience every day as they perform their jobs and navigate their career paths.
The changing role of HR professionals
As generative AI takes over the mundane and administrative elements of work, the perception of HR professionals in the workplace will change dramatically. A higher level of visibility into the human-centered elements of their work means they are less likely to be perceived as a “back office” or “faceless” function, and are instead seen as a “back office” or “faceless” function. It means penetrating deeper into working life. The role of human resources professionals will come to the fore in developing employee health and a healthy work-life balance, and promoting inclusion and diversity.
This means that the strategic value of HR professionals increases exponentially. They will have the opportunity to not only be drivers of operational efficiency, but also champions of positive organizational change, ethical application of technology, and stewards of a healthy and caring work culture.
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