The Artificial and Emotional Intelligence of HR

2 min read

International HR Day is a time to celebrate the vital role Human Resources plays in building successful organizations.  But with the rise of Artificial Intelligence (AI), some may wonder if HR professionals face an uncertain future.  The answer is clear; AI isn’t here to replace HR, it’s here to be a powerful partner.

AI excels at data analysis and automation. It can sift through mountains of applicant resumes, identify top talent, and even conduct initial interview screenings.  This frees up HR professionals to focus on what AI can’t replicate:  their emotional intelligence and strategic thinking.

While AI can analyse vast amounts of data, it struggles to grasp the human element.  It can’t decipher the nuances of human emotions or understand the unspoken dynamics within a team.  Building trust and rapport are cornerstones of effective HR, qualities AI simply lacks.

Imagine a situation where an employee is underperforming.  AI can identify the issue, but it’s the HR professional who can have a compassionate conversation, identify the root cause, and develop a personalized plan for improvement.  Similarly, navigating complex workplace conflicts requires the human touch to ensure fair and ethical resolutions.

Can we utilise more the power of AI in HR? Of course we can and we should. One under- explored area is AI’s role in mitigating bias. Traditional CV assessments can be susceptible to unconscious preferences. AI, however, can be trained on diverse datasets, enabling it to identify and flag potentially biased language in job descriptions or prioritize skills over subjective criteria.

Furthermore, AI can be a powerful tool for improving employee engagement. Imagine AI-powered sentiment analysis that scans internal communications and employee surveys, uncovering trends and potential issues before they escalate.

AI can also be used for talent forecasting. By analysing industry trends, competitor data, and internal skill gaps, AI can predict future talent needs. This enables HR teams to develop targeted training programs or source candidates with the specific skills required for future success.

Ultimately, AI is nothing more than a (exceptionally intelligent) tool which can improve the quality of our work as well as our strategic contribution to the prosperity of the organisation and its people. It’s our responsibility to understand the potential of AI and use it with the same consideration and ethos that governs everything we do, so that we can automate mundane tasks, unluck new knowledge and provide innovative HR services.

What doesn’t change is our emotional intelligence and our strategic thinking. And its these two attributes that build relationships and cultivate positive cultures, both key elements in the long term success of any organisation.

So, as artificial intelligence evolves, we too have the opportunity to evolve. Let’s follow HR’s advice and develop new skills that will make us even better professionals!

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