Buckle up, the AI revolution isn’t going away
Artificial Intelligence and machine learning are no longer movie concepts or future trends. They are already impacting our personal lives whether we consciously choose to allow them, or not. It is a reality that is transforming how organisations function at every level. Whilst arguably still in its infancy at this time of writing, AI along with ML are seismic changes that are evolving by each minute, and if you’re not already savvy with these technologies, you really should get educated, quickly.
Additionally, as an HR leader, if you’re not already working through AI tools adoption and adaption, and planning for AI ramifications on workforces, you’re missing a massive opportunity to directly reduce company viability risks, whilst making your employer company competitive and profitable for the future.
AI use at work
A recent Gallup survey report cites AI use by USA employees at work as doubling in the last 2 years, with the highest regular useage by white collar employees, and especially amongst leaders who are managers of managers. According to that same report “While 44% of employees say their organization has begun integrating AI, only 22% say their organization has communicated a clear plan or strategy for doing so.”
We know anecdotally, of many employees using AI tools at work, without letting their employers know. Research, report writing, presentation creations, task automations – all easy and low cost to setup and save time with the help of AI tools.
As a starting point, HR leaders need to be thinking through and acting now on upgrading information policies and security, both internal and external; and thinking through risks for the quality of information being created from AI tools, along with AI generated information ownership.
AI reducing jobs
A recent Fortune article cites 61% of workers think AI will replace their current role in 3 years. Whilst the article goes on to suggest that some workers feel less stress as a result of AI tool useage that is increasing productivity and creativity whilst providing better decision-making and better work-life balance, for sure there are employees who are worrying daily about this new threat to job security.
HR leaders need to be watching for variations in employee productivity and engagement due to worries for job displacement, and be planning for retention, employee upskilling, and a higher level of internal communications and planning transparency.
AI improving HR services
Sales, Marketing, R&D, IT Operations, Contact Centres, Building Maintenance, Manufacturing, Finance and Customer Services are all company functions that should be natural adopters of AI tools. HR should also be a natural adopter, especially given the function’s historic emphasis on compliance and risk management – this places the function in a unique position to help companies establish strong AI governance.
However, in our discussions with HR leaders globally, so few are involved in shaping their employers AI strategies, let alone incorporating AI tools to improve functional productivity, achieve cost savings, drive innovation, and improve HR service delivery.
HR and AI
For sure, it is impossible to know what the future looks like with AI, especially as the tools continue to evolve, and be applied in a myriad of initially unexpected ways.
For company decision makers, we can expect their uncertainty over AI’s true potential to bring tangible benefits; due to concern for payback on investment, lack of digital skills within the function, confusion over tool selection and application, and/or limited abilities to audit and correct ML algorithms.
However, in the same way as the internet transformed every aspect of our lives including how we do business, AI is already looking to bring at least that level of global transformative change. Possibly greater, given that the impact of machine learning to mimic and amplify human intelligence creates unimaginable possibilities.
For any HR leader to be avoiding or delaying AI adoption today, is the equivalent of the Personnel Manager still wanting to work with a typewriter and fax machine.
About the Author
Leanne Morris is well known as a both an outspoken advocate and critic of the HR profession. With long standing networks across 94 countries in all specialist areas of the function, and a multi- continent work history, she is a sought after subject matter expert on international HR hiring trends and HR hiring best practice.