Is there a future for HR?

If you’re worried about the future of HR, consider these intriguing questions:

True or False:

• NASA has reduced its HR staff by over 80%.
• Automating HR is one of India’s fastest-growing trends.
• Companies without AI systems risk losing 20% of their business flow.
• Computers are now smarter than humans.

Believe it or not, all of the above are true.

AI’s impact is visible everywhere. If you own a smartphone, you’re already part of AI’s vast data collection. The pace of AI development is astonishingly fast and shows no signs of slowing down.

An IBM spokesperson once said, “AI is going to change 100% of jobs.” Grace Suh, IBM’s VP of education, emphasized the importance of focusing on the opportunities AI presents worldwide. Remember that figure—100%. That’s the level of certainty among those leading the AI charge.

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The Impact on Human Resources

From now on, AI will significantly influence employment, including human resources. The changes are here to stay, prompting discussions about Universal Basic Income to address potential widespread unemployment.

For example, in China, Foxconn replaced workers with Fox Bots, resulting in 40,000 jobs lost in their factories. This shift showcases the massive impact AI can have on the workforce. But instead of viewing AI as a threat, we should explore its potential benefits and seize the opportunities it offers.

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HR departments now have a unique chance to showcase their value by effectively managing AI integration. Here are some steps to consider:

• Develop an AI strategy.
• Produce a Return on Investment paper using data from a rightsizing exercise as the foundation for value creation.
• Restructure the HR function to align with AI advancements.
• Align HR processes to work symbiotically with AI.
• Attend forward-thinking training courses to learn how to harness AI effectively.

Aligning HR Processes with AI

It’s crucial to quickly address data issues to ensure HR systems work harmoniously with AI. For instance, is data collected uniformly, such as on a 0 to 100 scale? Critical data points include Competency, Performance, and Reliability, which together drive sustainable productivity.

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Establish minimum standards for each data point and compare them to company averages. These standards will vary significantly, especially when considering international benchmarks like China’s.

Additionally, understanding your workforce’s performance is vital. Do you know:

• The number of talented employees?
• The number of average performers?
• The number of poor performers?

Estimate how many hours each group works during a standard 40-hour week. This basic Workforce Planning information should be readily accessible.

AI presents HR with a once-in-a-lifetime opportunity to make a significant business contribution. Ensure you’re trained, informed, and ready to take action—AI won’t wait for anyone.