Encompassing the people that make up a company’s workforce, Human Resources are an integral part of any organization, responsible for the screening of new potential employees, as well as the training and general well-being management of its current ones. An HR Department monitors and controls payroll, as well as employee benefits and happiness. However, the management of these resources has changed drastically over the last 10-20 years, with the advances in technology such as automation and artificial intelligence making work HR more somewhat more efficient, yet taking a human aspect from the job.
The Landscape is Changing
HR is arguably overlooked at times, with many companies opting to make cuts in the area to save money. With the competitive nature of business, there is always a desire to reduce costs; HR often falls victim to this. One way corporations may choose to save money is by reducing the human workforce and installing new AI systems.
Like many aspects of modern-day businesses and organizations, these new technologies are dictating the direction HR management is taking. AI technologies and more advanced computer programmes are simplifying many employee management processes, such as training and pay.
Recruitment is also managed much more profusely by computer systems, with the internet being one of the best sources of new employees. Online AI monitored questionnaires can filter through potential good and bad candidates at a much faster rate.
HR is also evolving in relation to common tasks HR staff are expected to complete, and the way these are managed.
In an efficient, productive HR team, a significant amount of time will be attributed to strategic planning, and the implementation of procedure and policy to maximize output. Many large corporations place great emphasis on this.
However, many HR staff will find themselves focusing on menial supervision tasks, such as the supervision of standard procedures. It is suggested that new systems to deal with strategic planning are resulting in a change in tasks for some HR departments.
AI HR replacements seem here to stay, resulting in a lack of productive tasks to carry out for remaining HR staff. What does this mean for current HR departments, and how will this change in the future?
Is HR Technology Good For Us?
There are a number of both positive and negative points attributable to new HR related technologies.
Just 10% of employees interviewed in 2016 experienced persistent stress or anxiety in their daily lives; in comparison, this figure stood at 40% just a decade before.
It is quite possible that this decrease in stress is attributable to better HR systems. There is also reason to believe that HR innovations and employee engagement has resulted in more general freedoms for staff, as trust and incentive increase.
This is highlighted again by stats available at surveys completed in 2006 found that 76% of employees said their employers had email usage and content policies, and 65% of companies used technology to block banned websites.
10 years later, in 2016, these figures reduced to 34 and 30 percent, respectively. It is possible this is indicative of new employee trust and drive, supported by improved HR strategies.
Increases in efficiency of employee management, via more AI-driven HR Departments, can save corporations money. This money can then, in turn, be redirected to improve employee experience and productivity.
The Downside
Research performed by the Saratoga Institute, explored by Personnel Today (https://www.personneltoday.com/hr/how-hr-has-evolved/), highlighted that modern companies stress much more importance on the delivery of good customer service. The same research found that many company line managers are dissatisfied by the customer service offered by their HR departments.
Is it possible this is down to unrealistic expectations, due to AI capabilities? Or is the replacement of personnel with computer systems leading to a lack of sincerity in our customer service?
There is also an argument to suggest that the implementation of more AI can make employment more competitive for people involved with HR. Simply put, computers are often cheaper than people; and so there is a real potential for companies and businesses to priorities AI over human staff.
What Does the Future Hold?
It is undeniably difficult to make any sound prediction on the future of Human Resource Departments, as businesses and technology change so quickly.
It is important to stress that there will always be a need for the department. The successful management of employees is integral to every business, and a proficient HR Department is, therefore, a complete necessity.
It is also worth noting that the future is most likely very bright for AI technologies and that these will play an increasing role within business management. However, this may not spell doom for HR staff.
Innovations in technology and more effective management of basic tasks by AI systems will allow HR teams to put their time and resources into other things. These resources will most likely be rerouted into strategic planning.
Not only will this enable HR teams to make businesses more efficient, but individual employees should feel the benefits as well. A well-managed business often has happier employees, whose needs are much more adequately met.
A shift in tasks back towards strategic planning will endow HR teams with more of an ability to make positive changes in the workplace. For this to have maximum effect, we will likely see reductions in the average HR team size.
That is to say, there is no AI in Team – with computer systems covering more basic tasks, small, dynamic HR teams will be able to prioritize those tasks they could not before.
With team sizes shrinking, the job market will likely become more competitive, and we may see more HR specialists, perhaps with specific qualifications or experiences.
In conclusion, HR is undergoing rapid change. Like most areas of modern-day corporations, AI technologies are advancing at an unprecedented rate, and replacing the systems businesses use to rely on. HR staff will be expected to adapt and find solace in new business-enhancing specialisms.
About the Author
James Craigmillar writes for Inspiring Interns, which specializes in sourcing candidates for internships and graduate jobs.