Using AI
There are many articles that have been written about how the adoption of artificial intelligence It is affecting and will affect talent management in the coming years, but also the jobs that currently work for and by people in the field of Human Resources.
Some of them are more or less catastrophic and others are more or less optimistic. In my opinion, and like almost everything in life, things are not black or white, but rather There is a gray scale where it is worth diving and reflecting to draw conclusions and where to focus..
I think it is important to look back and know the origin of HR. The
The first known data regarding the existence of the practice of people management in a structured manner dates back to the mid-19th century, in the midst of the Second Industrial Revolution with two epicenters that could not be other than those of Europe and the United States.
Automation and mechanization
The automation and mechanization of tasks, especially in the manufacturing sector, led to an increase in labor unrest and dissatisfaction within large factories. This situation forced companies to work on policies that would mitigate those problems related to working conditions (health, hours, salary and general workplace conditions).
Therefore, it is at that precise moment that we can consider the origin of what would later be known as the corporate Human Resources area or department.
This quick step through history to learn about the origin of Human Resources has no other intention than to highlight the role that HR and the Talent management has had in the face of any disruption generated by human evolution in the last 150 years, from the Second to the Fourth Industrial Revolution in which we find ourselves today and which already coexists with the beginning of the Fifth Industrial Revolution focused on super-advanced technologies whose ambition is to empower human beings, thus reducing worker stress through robots and machines.
With this context, Technology has to be a facilitating element of
transformation in any field. And HR has not been, nor can it be, immune to technology as an element of this transformation.
Technology has helped streamline and automate HR processes. Throughout the employee journey, from onboarding to offboarding, including all talent management and development processes (career plans, succession, evaluation, training, etc.).
How? By reaching more people in less time, reducing administrative burden, errors, and biases. Ultimately, improving the candidate and employee experience throughout their entire working life.
On the other hand, the use of appropriate algorithms through AI should have a place in the world of HR as long as these three premises are met: in response to a real need, contribution value to the process and guarantee the human touch.
Therefore, my position is a clear “yes” to the adoption of AI, including generative AI, in the field of HR and Talent Management, but always keeping in mind two key considerations.
The first is that we have to ask ourselves the right questions to be able to provide solutions that add value to the real challenges companies face in terms of people.
And the second key idea to always keep in mind is that technology, and in this case AI, is the means to create value but never the end. That is, we must think about putting artificial intelligence to work for us and not the other way around.
Yeah you are interested in training and developing professionally in the field of human resources you can find out about our Professional Master's Degree in HR: People Management, Talent Development, and Labor Management.
