“The workplace is shifting, and it’s changing at an extremely rapid rate. The natural consequence is that workers must adapt to meet those changes...” - (Forbes)
This topic was discussed this week on AI at Work, a weekly podcast takes a look into AI trends and the future of AI in the enterprise and provides insight on how to think about and effectively deploy AI in your organization. Host Rob May, Co-Founder and CEO at Talla, sat down with Jeanne Meister, Founding Partner at Future Workplace. The Future Workplace is an HR advisory and research firm providing insights on the future of learning and working. Jeanne shared valuable insights on HR’s resistance to AI, her experience coming from a non-technical background, the danger of getting left behind, and how quickly HR teams are moving. Check out the three things that all HR leaders need to know about implementing AI at their organization.
#1 The bots are not going to take your job
Don’t worry about robots taking over your job as a “human” in human resources. That’s not what’s going to happen. They’re actually going to free up time for you to be more human.
“One of the big points of resistance among HR leaders is, “Wait a minute aren't these chatbots taking the human out of human resources?” Ideally, they're here to enhance the recruiting process so that the recruiting manager actually has more time to be more human and answer questions and close the deal on the top candidates. Hilton hotels even found that they were able to shorten the process by about 75%. And importantly, they were able to identify top candidates sooner in the process.”
#2 It is important to learn about AI, even if you are not from a technical background
Even if you don’t come from a highly technical background, make it a point to learn as much as you can about AI. Don’t be intimidated by it, just get familiar and start the process.
“I saw AI as the opportunity to greatly enhance the people processes of an organization. We actually have a course called Using AI for HR, and one of the first things I did was really get a handle on the definitions and the nomenclature. What is AI? What isn't AI? What is machine learning in its simplest form and how can it be used as a way to enhance and transform employee experience and candidate experience?
We have a model that we've created called Rapid. And it starts with recognize the urgency. Recognize the urgency for looking at how artificial intelligence is really going to transform the people practices, understand the business problem, and start building the business case and stakeholders.
One of the barriers I see is that HR leaders are trying to solve it by themselves. And, this is really a cross-functional opportunity. In our last course, the ideal team that we had take the course as a cohort was, we're 20 people from one organization almost evenly divided between HR team members, IT team members, and communications. Those are the core disciplines of a big company that have to come together on a shared vision and identify what's the early use case. And often it is in talent acquisition or in just people analytics in HR. I think that one of the real-- there's a lot of interest in proactive retention. How do we begin to develop data on who might be likely to leave the organization? That's becoming a really hot area as we as a country have the lowest unemployment rate in something like two decades.”
#3 HR is moving, make sure that you keep up
Get going! There is no time to waste when it comes to embracing AI.
“[My book] The Future Workplace Experience really starts with a call to action, which says “HR is moving.” It's a book for HR leaders. HR is moving from being process driven to focus on employee experience. Really, the one sentence summary of the book is that, “Your last best experience as a consumer anywhere is the minimum expectation that you have as an employee for your employer.”
That's a high bar. So, think about your HR department, some of them may run like the post office, right? Now, we're asking them to run more like an Apple store or Amazon or Netflix. It's all about personalizing the candidate and employee experience. Much of the book looks at, how can HR take a leadership role and be a workplace activist by developing partnerships outside of HR to focus on the workplace experience. Importantly, with marketing. We have a network called The Future Workplace Network, we just had a meeting with our members and at GE, the new head of learning is also the chief marketing officer of the company. We're beginning to see marketing, the head of marketing, now absorb the HR and the learning function in order to focus on and integrate the consumer experience with the employee experience.”
Future Workplace offers a 5-week online course called Using AI 4 HR to Enhance the Employee Experience. AI at Work listeners can use the code TALLA to receive $100 discount. Learn more and register here.
Tune in to this episode of AI at Work to learn much more from Jeanne Meister on AI for HR, or read the full transcription here. And, be sure to subscribe on iTunes or Google Play and share with your friends.