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The Human Factor: AI Challenges and Opportunities for HR Professionals
In November 2022, OpenAI released the chatbot ChatGPT, igniting a global surge in interest in developing and applying artificial intelligence (AI). After less than eighteen months of rapid advancement, AI quickly led to groundbreaking applications across multiple industries, profoundly transforming many professionals' workflows and career prospects. Consequently, it raises concerns about job security for workers and HR challenges for numerous Canadian companies.
Corporate leaders are questioning whether “LAYOFF”, or “DOWNSIZING” is the ultimate answer for integrating AI into their business operations. However, the primary goal of running a business is not merely to cut costs but to increase revenues and expand markets. From an HR perspective, successfully navigating the AI revolution involves not only adopting new technologies but also ensuring that employees are prepared and supported through these changes.
To address AI challenges and opportunities for HR professionals, here are our strategic approaches for effectively managing the transition:
1. Fostering a Culture of Lifelong Learning
The rapid development of AI technologies necessitates a workforce continually adapting to new tools and enhancing their productivity. The HR department should focus on creating a continuous improvement culture. This can be achieved through upskilling and reskilling programs, which allow employees to identify skill gaps and offer targeted training programs. Communicating how AI learning initiatives directly contribute to team and company goals helps employees see the tangible benefits of their learning efforts. Some organizations also take steps to re-design their work to ensure an optimized integration of technology and human capital.
2. Enhancing Employee Engagement and Participation
The introduction of AI can cause anxiety among employees, particularly regarding their job security. To address these concerns, HR can involve employees in technology integration. Engaging with employees at all levels to get their input on how AI could improve their work processes and experience, what AI tools the employees may need, thereby making them active participants in the AI transition. Similarly, it helps employees understand that AI is a tool to enhance their efficiency and capabilities, not a replacement for their jobs.
3. Recruiting for a Future with AI
As AI alters the landscape of required job skills, the criteria for recruitment will inevitably change. Job descriptions and requirements should be adjusted to reflect the importance of tech-savviness, even for non-technical roles.
Using AI-powered tools to automate the recruitment process, improve talent matching accuracy, and reduce biases can be valuable for optimizing your workflows as HR professionals. It will enhance the quality of hires and contribute positively to the organization’s culture and diversity.
Here are some notable AI-powered HR tools that are helping transform various aspects of human resources:
Recruitment and Hiring: HireVue, Pymetrics, Entelo
Employee Engagement and Retention: Leena AI, Culture Amp, Peakon
Performance Management: Lattice, BetterWorks
Learning and Development: Docebo, EdCast
HR Automation: UltiPro (now UKG Pro), Zenefits
Workforce Planning: Gloat, Workday
4. Implementing Ethical AI Practices
As AI systems become more integral to business operations, it is imperative to ensure that these systems are used ethically. The HR department can establish clear guidelines on how AI should be used within the company policies and procedures need to be in place to address:
When AI tools can be used
What purpose will the AI tools serve
What AI tools can be used
How to protect company confidentiality and private information
After the policies and procedures are established, employees need to be trained.
5. Navigating Regulatory Challenges
With the implementation of AI, Canadian companies must navigate a complex landscape of legal and regulatory issues. HR should stay Informed about legislation by keeping up-to-date with national and international laws regarding AI, data protection, and human rights. Working actively with legal experts will ensure that the use of AI in HR practices complies with existing labour laws and privacy regulations.
6. Balancing AI and Human Roles
HR departments face a crucial challenge in addressing the concerns of those doubtful or unsure about adopting AI. Instead of large-scale, rapid AI implementations, HR can advocate for gradual, step-by-step adoption of AI technologies. This allows employees, stakeholders, and customers to comfortably adjust to changes. It's important to remember that AI systems are meant to enhance human decision-making, not replace it. This can alleviate fears that AI might make critical decisions without human empathy and understanding.
Conclusion: Maintaining a Human-Centric Approach in AI Adoption
For Canadian companies, the AI revolution is not just about technological adoption but also about strategically preparing and supporting their human resources for the changes that come with it. By prioritizing education, employee engagement, efficient recruitment, ethical practices, and compliance, HR departments can successfully lead their organizations into the new era of AI-enhanced business.
By taking a proactive and thoughtful approach, HR can ensure that the transition to AI boosts productivity and innovation and preserves and augments the company’s most valuable asset—its people. As Fei-Fei Li, Co-Director of the Stanford Institute for Human-Centered Artificial Intelligence and IT, said: “Artificial intelligence is not a substitute for human intelligence; it is a tool to amplify human creativity and ingenuity.” we envision AI not as a replacement for your workforce, but as a powerful tool that, in collaboration with your team, can elevate your business to new heights of success.
Conference Alert: Boris Bokov and Ada Tai, representing BadaB Consulting, will speak on “Is Your Workforce Ready for Technology Advancement” at a full-day HR & Tech virtual conference on May 14, 2024. Want to learn more? Check it out here: https://www.cphrab.ca/professional-development/cphr-alberta-hr-technology-full-day-learning-virtual
