HR professionals are being urged to enhance their AI knowledge to stay competitive.
- Studies show a rising trend among HR leaders utilising AI to streamline processes.
- AI is seen as a tool to simplify and provide strategic insights into HR management.
- Concerns about AI replacing jobs persist, but adaptation is crucial for future success.
- AI brings potential benefits in reducing bias in recruitment, though challenges exist.
HR professionals are increasingly being encouraged to deepen their understanding of artificial intelligence (AI) as a fundamental competence for future success. It has become clear from various studies that a growing number of these professionals are exploring the use of AI to reduce administrative burdens such as CV screening.
AI is perceived not only as a tool to simplify tedious tasks but also as a means for deriving strategic insights and forming policies. Despite these advantages, some HR professionals remain hesitant due to the misconception that AI might render their roles obsolete. Tracy Jones, a Performance Manager at Realise, stressed the importance of engaging with AI to secure one’s position in the evolving job market.
A notable study indicated that 81% of HR leaders are either using or exploring the use of AI within their organisations to enhance operational efficiency. However, another study from the United States highlights a concern that organisations not adopting AI could be less competitive compared to those who are. This point accentuates the necessity for HR professionals to adopt AI to maintain a competitive edge.
Realise has adjusted its People Professional Level 5 apprenticeship to incorporate AI, focusing on both the opportunities and the ethical and legal challenges it presents. One of the anticipated advantages of AI in HR applications is the potential to eliminate bias in recruitment processes. Nevertheless, as highlighted by Amazon’s previous experience, AI can sometimes perpetuate biases, resulting in homogeneous workforces.
Critical thinking about AI’s real-life business applications is encouraged. HR professionals are prompted to contemplate whether AI could enhance processes such as holiday requests, performance appraisals, or even disciplinary procedures within their organisations. The goal is to leverage AI to allocate more time for human-centric tasks that require creativity and intuition, thereby aligning with the organisation’s strategic objectives.
The People Professional programme also extends beyond AI, encompassing a variety of topics such as business acumen, commercial drive, and digital work practices. At Realise, AI is utilised to personalise these learning experiences, offering flexible and tailored content that aligns with individual professional environments, as stated by Tracy: “We use AI tools and other virtual technology to enrich the learning experience by offering increased freedom and flexibility. It allows us to instantly create bespoke and personalised resources to make the programme more relevant and engaging.”
It is imperative for HR professionals to embrace AI, not only as a tool but as an integral component of their strategic toolkit, ensuring they are equipped for future challenges.
