While the prevailing narrative about Artificial Intelligence (AI) seems to instill fears that an unsuspecting workforce will be completely destabilized by AI and countless jobs will be lost to automation, AI actually has the potential to create more jobs than it eliminates.1 Human Resources (HR) bears most of the responsibility to bring about this positive change and outcome, but fear not: we’re here to help.
There are two major tasks for HR professionals during this shift: 1) use the ideal combination of human skills and experience and AI tools to recruit and nurture the right human workforce for the coming AI adjustments, and 2) find comprehensive ways to educate and prepare their company to embrace its journey with AI. In this blog, we’re examining the steps you can take to conquer both of those tasks and have your company zooming towards a prosperous future through the strategic use of AI.
Part 1: Integrating AI into Your Human Resource Elements
As an HR professional, the age of AI doesn’t mean that you will no longer be using your human resources knowledge to make decisions, but it does mean that AI tools can make sure you research, reach and execute that decision more efficiently than ever before. Let’s look at the elements of your human resources strategy and see how AI can simplify and optimize your processes for each.
1. AI and Recruiting: There are many AI tools perfect for today’s style of recruiting. Since proactive recruiting is a growing practice, AI tools can help you search through and find potential candidates to recruit, without these people ever having to submit a resume and enter their information in one of your databases.
AI allows you to conduct traditional recruiting practices on a larger scale by sorting through resumes and categorizing applicants. This ability of AI to sift through applicants using specific criteria is especially helpful with skills-based recruiting—an increasingly popular tactic. Use these capabilities to take some of the more tedious and detail-based recruiting tasks off your desk so you can focus on making the decisions that require human intelligence and practicality.
2. AI and Benefits Administration: Artificial Intelligence really shines when it comes to administrative tasks. When information needs to be collected and organized or when claims need to be submitted, AI tools can help you do so quickly and easily. Specifically, AI is commonly used for:
- Collecting information on coverage needs and budget constraints to give insurance brokers a clear picture
- Tracking 401(k) contributions
- Managing time off and time off requests
3. AI Human Resources Development: The relationship between AI and Human Resources Development (HRD) is two-sided. It needs to educate your workforce so it’s ready for AI, while also helping you create HRD plans that work.
We’ll get into training employees on AI itself in the next section, but for now we’re focusing on how you can advance your corporate training with AI. AI can be used to help you collect information on how your employees learn and what gaps may exist in their knowledge. Then, by applying your experience and expertise to those insights, you can use AI to create HRD programs that educate and round-out your workforce.
Many companies are now using AI to generate new training programs, called learning experience platforms (LXPs or LEPs).2 These platforms can be accessed remotely and digitally to make corporate training easier than ever. This is important, because there will be many new job skills to learn for an AI-inclusive workplace.
Part 2: Readying Your Company for AI
Now that your HR processes are streamlined with AI, it’s time to use your HR manager skills to create a Human Resources development (HRD) plan that will educate your existing employees on the benefits and details of integrating your company’s chosen AI tools. We’re going into detail on the key components of preparing your company for AI.
- High-Level Alignment: One very important element of preparing your company for AI is being decisive about your company’s relationship with AI before your company begins to integrate it. Your c-suite needs to decide on the specific business problems that AI can solve in your company.1 With such extensive functionality, it can be enticing to automate everything under the sun, but in Human Resources, specifically, where a level of understanding, empathy and human practicality is required, AI may not be the answer to everything. If your c-suite is not definitive about the company’s relationship with AI, HR will not have the clear foundation on which to build the HRD programs that will help employees learn and adapt.
- Digestible, Personalized Training: The more personalized the training you provide for AI, the better. Once your c-suite is fully aligned on the operations and challenges your company will address with AI, you’ll know exactly what information you need to dispense and to whom. Break down trainings and introductions to AI tools into manageable increments so they don’t disrupt workflow too much and see if you can give opportunities to “learn by doing” with some of the soon-to-be implemented AI technologies.
- Recruiting for AI Skills: Adding talent that brings AI experience and knowledge to your company will help your company adapt. Your new AI-assisted recruiting practices will make it easier than ever to find individuals with the skills your company needs.
The key to being nimble enough to prosper in the age of Artificial Intelligence is to be decisive in how you’ll include AI into your company and make sure your training gets straight to the point. HR teams need to recruit for the skills of the future and develop their existing employees’ skills so that AI can be integrated effectively. The good news is, AI can help you achieve these goals by taking over the administrative and information-heavy tasks that bog down your daily grind, giving you more time to focus on the important decisions that only our uniquely-human attributes can allow us to make.