Artificial Intelligence or AI – it seems like that’s all we’re hearing about these days. But what does it mean for the future landscape of your business? Where does Human Resources automation fit into that landscape? 

AI has already exploded across many industries in a big way, and there’s no indication that it will slow down any time soon. The big question that remains for many – is AI right for my HR function and my organization as a whole?  

How It’s Being Used 

• Maximize workflow and efficiency – There’s no doubt that HR is an important organizational function, but there can be a lot of manual processes involved. While some of this is addressed with the implementation of a Human Resource Information Systems (HRIS), AI is at the forefront of shaping the automation of HR processes. We are seeing a lot of this already in HR and recruiting, particularly with the use of chatbot programs and virtual assistants. Overall, in HR and other business functions, we are seeing the positive benefits of automating some processes through AI to help save on time and give HR professionals more capacity to focus on the prioritization of those non-manual tasks, such as employee relations.  

• Assisting with delegation and workload – If you’re ever wondering how it’s all going to get done, then AI could be the answer. For all those manual processes we mentioned, there are numbers of AI programs already in development and use that help cut out the time it takes to execute those time-consuming manual processes, like policy drafting and documentation. According to Gartner, in a 2024 study, 34% of HR leaders responded that they were already looking into ways to explore the use of AI, particularly, generative AI. You may have already witnessed generative AI at work with the use of programs such as ChatGPT or Scribe.   

Addressing Fears on AI 

• Replacement of jobs – Probably the most common fear regarding AI is this: will it replace my current role? While there is a high likelihood that the use of AI programs would come in and take over some current job functions, it’s likely that your organization will have weighed the pros and cons of implementing a program in the first place. Again, many of the benefits of AI are in helping disperse and alleviate workload, to hopefully lend to an increased work/life balance. It’s important to ask these questions both as an employee and employer about the future job functions of those roles where AI will play a major part. Taking the time to really consider the long-term implications of AI will help with the organization’s overall vision, strategic plan and success being implemented and received in a positive way.  

• Change – We all know change can be scary. While automation and maximizing workflows sounds great in theory, it can be intimidating diving into the somewhat unknown world of AI. However, change really can be a good thing. By unlocking new automation potential, HR professionals will likely have the time to redirect focus on what really matters: their people!  

• Bias and/or inaccurate information – While there’s no doubt that there are benefits to the use of AI, there are also concerns over how the data is being generated, used and ultimately, how reliable it is. With the implementation of AI, that doesn’t mean that organizations should automate all processes and never check in again. Building out a code of ethics when implementing AI and making sure to not overly rely on AI automated processes as a part of that ongoing process is key. There is also some concern that AI has the ability to pull biases from the data available to the system itself. Without any human oversight, this is certainly a possibility. Again, it’s important to keep a regular pulse on things which means doing regular check ins, system maintenance and working with your IT department to ensure things are running smoothly. Many experts also suggest that someone in your organization even dedicate at least a portion of their job responsibilities to “AI oversight.” 

• Data breaches – You’ve got to love technology, right? We can all argue that technology and automation have major pros, but, we’ve all seen the implications of major data breaches that contain highly sensitive information. And HR data is certainly no exception. Being clear about what AI programs are being used for in your business, and, working to ensure that no unnecessary personal data is being collected is a key in moving forward with the implementation of any sort of AI program. Ultimately, this comes down to due diligence regarding the programs you’re looking to use and creating structure and accountability around the use of AI within your organization.  

How Can It Help, or Can It? 

There are undoubtedly benefits to the use of AI in the workplace, but there’s also still a lot to be learned.  

Before diving into AI outsourcing, we recommend getting feedback from your employees on how they can see AI shaping the future of the organization. Lack of transparency about the use of AI in HR, or any industry, can create fears over job security, data breaches, etc. as we mentioned above. If AI is an avenue you’re considering seriously exploring, start the conversation with staff now to weigh those pros and cons. Next, or even in tandem with starting those conversations, it’s important to educate your team on what AI even is and the possibilities of what it could do. Why are you looking into AI as a solution? What does that mean in terms of impact on your team? Be prepared to address those questions and the implications of introducing AI into your organization.  

If you’re feeling overwhelmed by the possibilities of exploring AI, Skywalk Group can help! If you have questions about the pros and cons of exploring AI within your business, how to implement within your organization and drafting policies surrounding the implementation of AI, Skywalk Group can assist in navigating the changing landscape.  

By: Delaney Dehnke, SHRM-SCP