1. AI adaptation and implementation
“AI will inevitably have a huge impact on the HR function over the next 12 months,” says Girszyn. “It’s going to be a pillar of organizational change, but it’s also going to change the way HR operates as a function.”
HR’s responsibility in terms of AI is to help the business take full advantage of the technology, within the context of the industry. “Our ability to train and equip people will then be critical,” Girszyn emphasizes.
HR will play an important role in helping leaders collaborate with their staff to grasp AI opportunities. Much of the narrative around new technology adoption focuses on automation, efficiency, and cost reduction. Understandably, this has caused anxiety among employees, who fear they may be streamlined out of their jobs.
To assuage fears, leaders must discuss AI tactfully with their teams, emphasizing opportunities that will benefit employees as well as the business. “If you start from the perspective that this is just another tool to help people do their jobs more effectively, it’s a less threatening conversation, and you can see where the value takes you,” Girszyn says.
While she points to recruitment, onboarding, and performance management as examples of areas where AI is already widely applied in an HR context, Girszyn says a curious, open-minded approach to new technologies will bring the greatest dividends.
“When a start-up calls you to talk about its new talent-acquisition tool, say, be prepared to have a conversation about what it could do and why that’s important, rather than automatically rejecting the approach,” Girszyn suggests. “Reach out to other people in the business who have already found use cases for different types of AI. Get them to explain to you what they’ve done and how they have done it, so you can think about how to transfer that knowledge to HR.”
CHROs should also be instrumental in setting out the language that leaders use to communicate about AI. “I’m focused on how we can help our HR professionals with processes in a way that makes their job better,” Girszyn says. “We can be stronger, more efficient, and increasingly business-focused. It’s an approach that augments the work of HR professionals, rather than replacing them.”