#Leadership : The Impact Of #AI on the #HR Profession…The Real Benefit of Using More #ArtificialIntelligence is that our Human Leaders can Put More Time into Bringing More of their #EmotionalIntelligence to their Role.
The HR function has seen many transformations over the years but the increasing use of robotics in the workplace presents challenges and opportunities to the profession.
The 2018 Deloitte Human Capital Trends report revealed that the adoption of automation, robotics and artificial intelligence (AI) is accelerating dramatically. Forty-one percent of respondents rated this topic as very important. Almost half of the survey’s respondents said that their organizations are deeply involved in automation projects with 24% using AI and robotics to perform routine tasks, 16% to augment human skills and 7% to restructure work entirely.
David Mallon, vice president and analyst-at-large at Bersin argues that centralized shared services are likely to be the first HR area in which “robots”—or robotic process automation (RPA)—will replace human labor.
Created to streamline, scale, and standardize repetitive HR administrative processes or programs, centralized shared services functions lend themselves well to RPA which systematizes manually intensive, high-volume, routine work.
Imagine front-end rather than back-en system integration; that is, anything a human can do by accessing a system and entering data via an interface can likely be done using RPA to mimic human actions.”
The influence of AI has already been seen in the arena of recruitment, remarks Ksenia Zheltoukhova, head of research at the Chartered Institute of Personnel and Development. “This is about ensuring that candidates have a personalized journey and one particular stage of the recruitment journey facilitated by AI is video interviewing.”
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Alan Stukalsky, chief digital officer for Randstad US, believes that organizations are still at the infancy stage when it comes to the use of automation in recruitment.
There’s a lot of hype surrounding the use of chatbots to deliver personalized experiences online and to streamline parts of the hiring cycle. However, I believe there’s room for these tools to evolve with the end game being little distinction between talking to a robot versus a human.
It’s also important to remember that, while bots may work to screen candidates, it would be very hard for a bot to assess the cultural or non-technical traits a person brings to a company. However, the speed of innovation in AI and machine learning is lightning fast, so more sophisticated chatbots and machines will keep you wondering if you are interacting with a machine or a human.”
Kurt Heikkinen, chief executive of Montage said that its 2018 survey found that talent acquisition leaders agree AI is an accepted concept in recruiting but remain cautious about adoption. “Nearly half (46%) have considered using AI to automate their recruiting processes, while 51% say they are confident in using machine learning to inform their hiring decisions.”
Heikkinen added that AI that enables recruiters to be more efficient and strategic with their time is showing greater adoption.
Currently, talent acquisition teams are overburdened with administrative tasks, like sifting through resumes and conducting initial interview screens. But, as organizations adopt recruiting tools that harnesses the power of AI, like text-based interviewing and automated scheduling solutions, these tedious administrative tasks will be eliminated, allowing recruiters to be more strategic with their time and focus on engaging, interviewing and hiring the right talent.”
The Deloitte research also found that AI and robotics are opening exciting new capabilities for HR. Software can now recognize faces and identify gender, listen to voices and identify mood and decode video interviews to identify education level, lying and cognitive ability. Analytic tools are intelligently selecting candidates, identifying employees’ career options and coaching managers on improving their leadership skills.
Zheltoukhova warns that HR as a function needs to understand the skills required in an organization and how it will be adding value to that firm before it even dives into the world of AI.
Organizations will need to try and identify what type of value they are adding to the organization and look at the available tools at their disposal. Some of those tools are technological; some are people in your business and it’s about combining different types of solution.
It’s about considering the best technology present in the workplace and how organizations will interact with that technology and also how people will want to work and planning for that. It’s about a transition to a more automated workplace and the skills needed to facilitate that transition.
The challenge to the profession is that in the next five to 10 years, some individuals within the HR profession will be fulfilling tasks that we know will be automated.”
Doug Upchurch, chief learning architect at Insights Learning and Development, believes that AI will continue to support HR roles where clear-cut polices and processes need to be applied, such as candidate screening and recruitment.
However, the real benefit of using more artificial intelligence is that our human leaders can put more time into bringing more of their emotional intelligence to their role. Something we are still sorely lacking. It’s a time to let the computers do what they do best and let the humans do what we do best.”
Mallon is quick to point out that the potential that AI has for the HR function doesn’t end there.
Every major human capital management cloud provider is now implementing algorithms, making it important for organizations to maintain accurate data and carefully review these tools for accuracy and potential bias.”
Forbes.com | June 14, 2018 | ,
