TOP OF MIND Nick McKissack

Artificial intelligence (AI) has become the topic-du-jour in 2023. It’s not a new phenomenon and certainly we’ve had AI making its way into HR processes for a while. What we’re seeing now is the increasing availability of AI and a progression of its capability. Naturally a lot of discussion is occurring about how AI will impact on HR roles.

Scanning through the domains of knowledge in the HRNZ Capability Framework I can see many opportunities for AI to be used to enhance HR processes. Attraction, Recruitment and Selection is an obvious opportunity and one where we can already see a prevalence of AI in use. How about Workforce Planning, Remuneration and Rewards, or Analytics and Data Science? The reality is there are opportunities to use AI across the whole spectrum of these domains to enhance our HR practice.

So does this mean HR roles will start to disappear and be increasingly replaced by technology?

In my view – absolutely not!

To start with, we need HR professionals to train AI how to undertake the tasks that can be replaced. Anyone who has used ChatGPT (for example) will know that

AI is not just an advanced form of a Google search. It’s a technology that you have the power to train to perform tasks with increasing accuracy and effectiveness. If we’re to successfully apply the technology to HR processes, we need to take the lead in developing the ways in which it’s applied. Otherwise, we risk those without the appropriate knowledge creating applications for AI that amplify existing problems, for example, systemic bias in recruitment. HR professionals have an ongoing role to ensure the use of AI evolves in a positive and useful way.

Another reason why HR professionals will still be needed can be found in the HRNZ Capability Framework. I’m referring to the six Core Capabilities defined in The Path. In creating The Path, HRNZ’s research identified that –while the Domains of Knowledge are important – the six core capabilities are the most critical and are relevant across all of the specialisms within the HR profession. The six capabilities are really about the ability of HR professionals to provide leadership in developing and implementing workplace solutions in a New Zealand context.

HR professionals know that every organisation or situation is unique and, when it comes to solutions to people issues, we need to adapt our approach to suit those specific needs. This requires levels of empathy, curiosity, insight and innovation not easy to emulate with AI.

In many ways, AI presents an excellent opportunity for HR professionals to discard repetitive and transactional tasks in favour of applying their core capabilities to solving the most challenging organisational problems.

HRNZ encourages its members to become enthusiastic adopters of AI in their work and ensure they understand the opportunities and limitations of the technology. Like any technology, it’s a tool we can use to enhance the results that we achieve and not something we should fear or avoid.

We’ll be taking a deep-dive into how technology, in general, is impacting on New Zealand workplaces at our Digital Workplaces Forum in November this year. This will be a great opportunity to learn from some fantastic speakers and share ideas with fellow HR professionals from around the country.