Artificial intelligence will have an effect on the work conducted by the HR function, across the employee life cycle. This impact includes HR operations and service delivery, recruiting, learning and development, and talent management. In a first step, AI will lead to new sets of employee expectations about how employees interact with HR and HR technologies. Over time, this shift will lead to rethinking the purpose and structure of individual HR roles and teams.
Improve efficiency and support leveraging AI in HR use cases
Some HR leaders may see AI human-like text generation capabilities (such as ChatGPT) as a way to save time and effort for the HR team.
Potential applications of AI solutions span the entire HR function, including talent acquisition, voice of the employee, career development, learning, and HR service management.
63% of HR leaders aim to use generative AI for improving efficiency and improving the employee experience (52%), among other goals (see figure).
Accuracy and data privacy concerns
While AI is creating excitement and hype, 77% of HR leaders are concerned about things like accuracy and verbosity when applying the technology for business use cases. There are also currently no clear assurances of privacy or confidentiality. And, in addition, any information posted may be used to further train the model.