WHILE Artificial Intelligence (AI) can automate many tasks traditionally done by human resources (HR) professionals, it is important to note that AI cannot replace the human touch entirely.
HR professionals will still be needed to provide a personal touch, make strategic decisions and manage complex issues that cannot be automated.
There has been a lot of hype around how AI will lead to job losses. How does this impact the future of HR? Can AI replace entire HR roles, or will this technology be a powerful enabler?
In this article we will be discussing all that and the skills that will not be replaced by artificial intelligence.
What is artificial intelligence?
AI refers to technology used to do a task that requires some level of intelligence to accomplish.
In other words, they are tools trained to do what a human can do.
AI is different from ordinary softwares because it has high-speed computation, a huge amount of quality data and advanced algorithms.
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AI technologies offer significant opportunities to improve HR functions, such as self-service transactions, recruitment and talent acquisition, payroll, reporting, access policies and procedures.
Human resources executives have faith that merging AI with HR administration functions will benefit and improve the overall employee experience.
AI and HRM
AI is reinventing human resources in a way not seen before by automating the repetitive tasks of hiring, onboarding, learning and development, allowing HR teams to focus more on creative and strategic work.
AI is being used in HR to automate repetitive, low-value tasks, thus increasing HR practitioners’ focus on more strategic work.
Many fear that the rise of AI will lead to machines and robots replacing human workers and view this progression in technology as a threat rather than a tool to better ourselves.
Let me clear all the fears in relation to AI by enlightening all HR practitioners that you are not being replaced but HR processes, systems and practices are just being reinvented.
AI vis-a-vis HR roles
The HR function has many different aspects to it and certainly technology has a great role to play in making the work efficient and providing easier access for employees to things they need.
It is also true that good data, well used and analysed can be very helpful in making hiring decisions, promotions and technology is a good tool to help with skills development and knowledge upgrading.
It is important to remember that data and the technology we use to manage data is created by people and is vulnerable to some degree of manipulation or error at any point.
It is also important to remember that face-to-face human interaction adds a very valuable layer of connection that technology is unable to attain. And we often don’t really recognise that gap until a problem arises.
So, because of that I believe that people whose work specialise in certain HR functions will always be necessary.
Human element will never be replaced
Can technology replace the HR entirely? Some will say yes but I do not believe so. As human beings, employees need managers who empathise and make them feel that they belong to the company. They need to feel that they are being understood when talking about work-related problems.
This human factor is an integral component of all forms of management practices. In the end, machines are made to serve humans, not the other way round.
AI won’t replace all HR functions, but it will cause significant change and disruption, including the elimination of some jobs. AI will take over specific HR jobs, not HR roles.
AI can fit seamlessly into our daily lives and while it eliminates certain jobs, it frees us up to re-route our efforts in different directions.
Decision-making and artificial intelligence
Humans have long wondered if AI will replace them in their work. But right now, business transactions still need a human touch. Humans are normally biased in whatever choices or decisions they make, but that does not make them redundant.
Making decisions requires human intelligence. However, scientists are unable to define intelligence in a natural way. Therefore, AI is not based on natural laws of intelligence. As a consequence, AI is not intelligent by itself, AI is limited to performing repetitive tasks and pattern recognition.
Artificial intelligent will make HR more human
Embracing artificial intelligence and machine learning applications in human capital management is the only way HR practitioners can become more human at workplaces.
The automation of tasks through AI technology frees HR professionals to focus on uniquely human abilities such as critical thinking, creativity and empathy.
While they are involved in the more human tasks, technology, at the moment, can handle the more ordinary tasks. Besides being adaptable, flexible and agile to the ongoing changes, HR has to prepare for the innovations that are yet to occur and the developments that might define the future of work. This is where a strong knowledge of current trends and the potential they come with will come in handy.
Emotional intelligence (EQ) and empathy
Machines can’t compete with humans who have emotional intelligence — our ability to be aware of, control and express our emotions and the emotions of others.
The rapid adoption of social and mobile technology has transformed the way we interact with each other everyday and one could argue that our obsession with digital devices has actually reduced our empathy and emotional intelligence.
That’s why employees with strong EQ skills stand out all the more. As long as there are humans in the workplace, EQ skills will be valuable because they impact every single interaction we have.
Machines can’t form meaningful connections with human beings, so this is a skill that will always be valuable, both personally and professionally.
As long as there are employees to manage, talk to and supervise, AI technologies can never replace a human professional touch.
Emmanuel Zvada is a human capital consultant, international recruitment expert and author: For comments inbox or call +263771467441.
