Is Artificial Intelligence the Future of HR: A Delicate Balance

The question of whether artificial intelligence (AI) will take over HR functions has sparked intense debate. Some advocate for its full takeover, while others strongly believe in the unique role that human interaction plays in HR. This article explores the potential of AI in HR and the importance of maintaining a human-centric approach to ensure a more holistic and effective HR practice.

AI: A Steady Downhill for HR

AI has already made significant inroads in the human resource (HR) sector, with some even predicting its complete takeover. However, the initial forays into using AI to evaluate CVs and undertake routine HR tasks have not always been successful. Critics argue that HR professionals have already done a sufficient job of removing the "H" from HR, suggesting that automation could exacerbate these issues.

The Limitations of AI in HR

Despite the benefits of AI in HR, its limitations become evident when it comes to recognizing and evaluating soft skills and interpersonal qualities, which are crucial for team dynamics and organizational culture. AI, while capable of handling routine and data-driven tasks, lacks the emotional intelligence and human touch necessary to understand the nuances of human behavior and team interactions.

A Human-AI Cooperation Model

A more balanced approach is to integrate AI into HR functions rather than fully automate the process. Nathan SV, a leading expert in the field, posits that machine learning and human intuition should complement each other to create a more effective HR system. This cooperative approach ensures that routine, data-driven tasks are handled by AI, while complex decision-making involving soft skills and emotional intelligence is left to human professionals.

AI in HR Functions

AI can be embedded into various HR functions, such as recruitment, training, onboarding, performance analysis, and retention. These applications can analyze, predict, and diagnose to help HR teams make better decisions. For example:

Candidate Resumes on Smart Digital Forms: This involves leveraging AI to recognize relevant information off a candidate's resume, store it, and automatically input it into future forms, reducing the need for repetitive information. Understanding Employee Referrals: AI can analyze employee referrals to provide insights into successful candidates and identify the most effective referrers. Boosting Learning and Development Programs: Machine learning applications in HR are increasingly focused on predictive analysis and talent relationship management. For instance, Phenom Talent Experience Management uses marketing personalization practices and data analysis to enhance the recruitment process. Similarly, KPMG has developed a proprietary model for enterprise engagement rooted in machine learning algorithms. Intelligent Chatbots: These can change the way HR interacts with candidates and employees, providing a more personalized and data-driven approach to communication. As chatbot technology evolves, the quality of conversations will continue to improve, freeing up HR teams' time for more strategic decision-making.

Conclusion: AI and Human Collaboration

The future of HR is a collaborative one, where AI and human professionals work together to create a more effective and empathetic HR practice. While AI excels in handling routine and data-driven tasks, it is the human touch that ensures the nuances of interpersonal relationships and soft skills are not lost. By embracing this hybrid model, organizations can leverage the benefits of AI while maintaining the human element that is so crucial for team and organizational success.

Technostacks, an emerging technology company, has helped startups, SMEs, and brands develop cutting-edge AI/ML solutions. Their expertise lies in the application of AI in HR to improve efficiency and effectiveness.