“Some people call this artificial intelligence, but the reality is this technology will enhance us. So instead of artificial intelligence, I think we’ll augment our intelligence.” —Ginni Rometty
Ginni Rometty, former CEO of IBM and a change agent for women and business, has a very positive perspective of artificial intelligence. While there are many predictions about the impact of artificial intelligence (AI) in society, I agree with Ginni Rometty. As a professional in human resources (HR), I am choosing to prepare for the strengths of artificial intelligence and to consider how the technology will help augment strategic intelligence in HR.
From this perspective, I spend time considering where AI and HR should merge. I remain certain that employees are an organization’s greatest asset, and I am certain that HR is instrumental in aligning each employee with organizational goals. With these constants, I can envision at least three strategies in which AI can augment HR strategy.
First, just as a refresher, AI is a technology that can receive queries and, with data, provide solutions. AI is most effective with significant amounts of data that are pulled together and based on patterns AI can offer statistically accurate next best solutions. There are also challenges with AI. For example, it may be difficult to obtain large enough data sets to use AI effectively and AI sometimes gets answers wrong as logic is prioritized over unique human needs.
In human resources we support people, and each person is unique. It is difficult for AI currently to understand the potential of every individual. However, even with awareness of potential AI challenges, AI can contribute to the development of strategic human resources. There is great potential for this pairing in talent acquisition and performance development.
First, let’s examine the pairing potential with talent acquisition. The job description is often the first contact a new candidate will have regarding a new job. The description is critical and must not only capture key aspects of the job such as that qualified candidates apply but also remain in compliance with many complex employment laws. AI can help HR professionals generate quality job descriptions that continually update based on evolving job knowledge, skills, and abilities.
Furthermore, with regard to talent acquisition, AI can move beyond writing accurate and meaningful job descriptions, AI can help organize data about applying candidates. Based on resumes and applications, AI can statistically identify candidates that are likely or unlikely to be successful in the role. Additionally, AI can determine if a candidate is statistically a better fit for a different role within the organization.
Next, AI can support strategic HR decisions regarding performance development. Consider that human assessment of performance evaluations often reviews aggregate numbers as they relate to top and bottom scores. AI can rapidly analyze large categories of data to seek patterns of employee success and failures, not only in the past year but in prediction for future years. Additionally, AI can scan employees’ skills that are likely to improve efficiency in each organizational role.
These are just a few simple options where human resources can be augmented with artificial intelligence to enhance the employee experience and reach organizational goals. We are most certainly living in an exciting time with amazing technological potential. Our role as business leaders is changing and one skill, we all must develop is the ability to understand how to use AI to create a competitive advantage for our organizations. How can you use AI to augment your professional intelligence?
Dr. Jillian Williamson Yarbrough
