It’s true that the World Economic Forum named artificial intelligence a large part of the “fourth industrial revolution.”1 But from Elon Musk calling it humanity’s “biggest existential threat” to the most talked-about cell phone commercial, anxiety about AI has officially gone mainstream. Gartner defines artificial intelligence as:
Technology that appears to emulate human performance typically by learning, coming to its own conclusions, appearing to understand complex content, engaging in natural dialogs with people, enhancing human cognitive performance, or replacing people on execution of nonroutine tasks. Applications include autonomous vehicles, automatic speech recognition and generation and detecting novel concepts and abstractions.2
And while there’s widespread future shock in the consumer and business worlds, human resources may have it the worst. In addition to navigating evolving candidate/employee expectations, HR teams must help decipher and prepare for how such advances will affect the workforce, beyond chat bots in contact centres and using AI data for promotions.
As organisations evolve and the implementation of emerging technologies gains pace, HR professionals have a critical role in ensuring that this change delivers positive outcomes for their people.”3Chartered Institute of Personnel and Development
Rather than worry, HR professionals should explore AI’s immense potential—and ample use cases. With this exciting new technology, teams can shift from maintenance and the mundane to the meaningful and strategic.