AI & HR Tech: The Disruptive Impact on the HR Function
“Fears around AI are doing us a disservice. This stuff really works. It’s not as deterministic as old fashioned HR technology was. I have no concerns about this.
“If you live in that world of not trusting it, you’re going to have a hard time catching up!”
That’s the warning from Josh Bersin to HR Leaders in response to one live question from a webinar attendee who posited the question: “Are we moving too rapidly on trying to integrate AI into our businesses?”
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In this engaging webinar, globally renowned HR analyst Josh Bersin, and the Co-Founder of the Josh Bersin Company, Bill Pelster, lead viewers on how they can unlock strategic HR, and advance their influence in their businesses.
Navigating data pitfalls
As AI integrates deeper into HR practices, it becomes both a powerful tool and a complex challenge for organizations. HR’s role in guiding this transformation while safeguarding company values and employee trust is crucial.
“Yes, AI systems can find anything. If you inadvertently upload sensitive data—say, a compensation database—into a chatbot designed for specialists, and it’s not protected, it could spread to all employees or, worse, the internet. You’re going to be in big trouble. A few companies have actually had that happen.” Bersin tells viewers.
His advice?
Look to best practices that are already being implemented at scale, as larger enterprises are already investing heavily in technology designed for security and governance, ensuring that AI, while powerful, is also trustworthy.
Pelster also stresses the evolving role of HR in ensuring fair use of AI.
“There are laws that prevent discrimination in hiring, pay, and promotion. If AI makes a recommendation that puts you in legal peril, you can’t just blame the AI. You’ll get no sympathy from the court or from the person you mistreated.”
Bersin echoes this sentiment, pointing out that while AI can be highly beneficial, transparency is key. “It’s unethical to make decisions in a black box and not tell the person what’s going on. “These systems aren’t always transparent, and we have to ensure they become more so over time.”
The promise of AI in HR
While there are clear risks, AI’s potential for HR transformation is undeniable.
Bersin and Pelster share the example of Walmart, which introduced a chatbot designed to answer employee benefits questions.
According to Bersin, “It was three to four times more accurate than a human agent. Once they get that nailed down, they can add other things so it doesn’t hallucinate.”
By reducing the margin for error and increasing efficiency, AI tools like these demonstrate that when implemented correctly, they can significantly improve HR operations.
Preparing for an AI-powered future
Pelster reflects, “Every single human being is going to be adopting AI to reinvent their work. This is groundbreaking. People are figuring out how to use AI in ways that have never been done before, but the book hasn’t been written on this. It’s happening so fast that a lot of our work is crowdsourcing good ideas and doing experiments.”
Both Pelster and Bersin emphasize the experimental nature of AI’s current stage in HR. “This is an experimental innovation that’s paying off very fast,” Pelster adds. “We’re triangulating good ideas from all over, and that’s how we’re identifying best practices.”
For HR leaders unsure where to start, Bersin offers a solution: “Join us at the UNLEASH Community within the Josh Bersin Academy. We talk to people all the time and help them come up with what might be best practices. If you’re confused or unsure, join the community and get involved.”
Watch the webinar replay now for your exclusive discount code to join the Josh Bersin Academy, today!
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