HRM beyond artificial intelligence

 

Introduction

With the rate of AI growth reshaping several business operation anchors including HRM, there is greater effort in not only looking at AI, but as well as the place of HRM beyond AI. The AI technology is able to get many tasks solved very quickly and perfect the procedures, but it is still needed to in human approach in HRM. In this blog we'll be taking a closer look into Such element’s personality effect of AI and try to dig deeper into areas “Social connectivity” “Sympathy” and strategic top effects.

Embracing Human-Centric Practices

                                               Miklos Philips

Human-Resource professionals in AI era carry the significant responsibility of supporting the process that help in high effectiveness and positive attitudes towards work. As Bersin (2021) researched into it, it was revealed that a very big emphasis was put on the culture-of-humanity that allows for empathy, trust, and respect among the employees. Looking into the human resources management aspect, it becomes important to cultivate the human connections and real relationships at the workplace through which each and every worker will understand their importance with the support of the workplace around them and that is where the maximum contribution from the staff will come up (Bersin, 2021).

 Cultivating Emotional Intelligence

AI has undoubtedly exceeded our expectations by its unparalleled ability to process data and to execute analytical work, yet it still cannot handle the intricate web of human emotions. Engaging HRM is certainly capable of resolution of this problem by developing EI (emotional intelligence) level in employees as well as leaders within the organization. Goleman, in his article (1995), says that EI is composed of these 4 components of self-awareness, self-regulation, social awareness, and relationship management skills that are the secret to effective communication, management of conflicts, and collaborative team functioning. Hence, by placing EI at the forefront of its human resource management approaches, a company equips its employees to function aptly in a variety of work settings and foster effective interpersonal relationships.

Fostering Ethical Leadership

The other key feature common in the eminent managers is ethical leadership, which goes beyond the AI-abilities. While the ethical standards, integrity, and transparency of decision-making processes may be quite significant in areas like recruitment, performance management and diversity, HRM professionals must observe them in all situations. Study by Brown and Treviño (2006) showed the major of ethical leadership on or organizational trust, camaraderie of the employees, and viability over the long haul Through professional setting an example of ethical behaviors and values-based leadership, HRM is helping to create a culture that is based on integrity and responsibility (Brown, M. E., & Treviño, 2006).

 

Facilitating Continuous Learning and Development

AI can not only give information and recommendation based on the data analysis but also HR is in the process of guaranteeing the system for the employees by providing continuous learning and development opportunities. The HRM professionals will take up the chance to build custom learning pathways, mentorship programs and a company specific skills development initiative so that the staffs can adapt to the new roles as the positions evolve and the industry trends change. Eam Bersin (2019) says that organizations that focus on learning and development experience higher levels of employee engagement, retention and innovation as a result. It is by doing this that Workforce management underlines the development of employees and that which entails creating a corporate culture that supports continuous learning (Bersin, 2019).

https://youtu.be/kzSnI6TYlkM?si=gGXxbwdr6tSv02Hf

Conclusion

In summing-up, HRM is not just a single concept but just a part of the whole of beliefs about people, the belief in kind treatment of the employees. Although AI provides opportunities of automating tasks, streamlining processing saving time and money, one should not fail to acknowledge the intrinsic value of people who demonstrate connectivity, empathy, and leadership in bringing about organizational success. Through the application of the principles, human resource managers can build the culture that considers employee wellbeing, which fosters an innovative spirit, and favorably impacts organizational growth.

 Reference

Bersin, J. (2019). Learning in the Flow of Work: What It Is And Why It Matters (that is). Deloitte Insights.

Bersin, J. (2021). Reimagining HR: The Artificial Intelligence and the Role of Human in the Future Workplace.Deloitte Insights.

Brown, M.E., and Treviño, L.K. (2006). Ethical leadership: A summary and prospects for the future. The Leadership Quarterly, 2016, vol. 17, No. 6; pp. 595-616

https://youtu.be/kzSnI6TYlkM?si=gGXxbwdr6tSv02Hf