Generative artificial intelligence or GAI is an AI subset that creates images, text, and music using cues. This type of AI generates results by blending deep learning models and algorithms with specified patterns and data. According to Mercer, 58% of companies plan to use generative artificial intelligence (GenAI) in HR by June 2024.
As reported by Gartner, 76% of HR leaders stated that if their firm doesn’t approach generative AI in the coming 1-2 years, they will have less organizational success than those who do. GAI applications in HR have revolutionized the work by providing improved productivity. It has the potential to reduce expenses and provide efficiency at work with fewer or no work errors.
Benefits of Generative AI in HR
Eightfold AI survey found that 92% of HR leaders decide to use AI in at least one HR field. Mercer reported that 76% of firms believe GAI will improve efficiency and provide more benefits apart from cost-cutting including the following:
GenAI saves time by automating repetitive HR processes with utmost accuracy and efficiency. Processes like resume evaluation, responding to requested queries, answering employees’ questions, and scheduling interviews are performed automatically and quickly with reduced possibilities of human error.
Virtual Assistants and Chatbots
The integration of GenAI will redefine the HR field by providing innovative solutions. AI Chatbots and virtual assistants become crucial aspects of HR operations including instant and precise responses, automated repetitive tasks, employee experience, etc.
GAI facilitates easier HR decision-making by providing actionable insights. HR specialists can make more confident decisions by evaluating data patterns and predicting trends. GenAI solutions can help figure out which employees can successfully perform specific tasks.
Employee Engagement and Retention
HR professionals learning GAI and other powerful AI technologies through online AI certifications have fundamentally revolutionized the predictive analysis landscape. It helps companies manage their workforce by getting valuable insights into employee engagement patterns and other factors affecting employee satisfaction. Analyzing historical data helps HR to take proactive retention strategies and reduce turnover risks.
HR leaders can use GAI’s human-like text creation abilities like ChatGPT to save human effort and time. CHROs (Chief Human Resources Officers) are willing to implement GAI to reduce resource-consuming processes, repetitive tasks, and co-author HR-associated documentation or content.
Challenges of Using Generative AI in HR
GAI use in HR also carries some risks. Collecting and analyzing large amounts of data increases privacy and security issues. So, it is important to develop ethical procurement rules for screening vendors and AI tools testing before their final use. AI also deals with issues associated with bias and complexity.
AI models can sometimes produce content that increases ethical concerns. For example, they can create content that looks like human creators’ work. This can cause intellectual property disagreements.
The inability to have clarity about interactions with AI tools and technologies can result in misinformation. For instance, an AI tool can unintentionally convey outdated information about job vacancies or an organization’s policies. This can lead to misinformation and a chain reaction of confusion. HR departments must ensure accountability in the processes involving AI use.
Around 77% of business leaders and HR will adopt AI if verified authenticity is confirmed (source: CYPHER Learning). 87% agreed to embrace AI if it was combined with commercial tools. To go with the transformative shift in the HR sector, there is a need for adaptive skills and constant learning through the best AI course online. This is highly important for HR roles that are susceptive to automation.
Companies should assign resources to develop AI capabilities and create an environment that entirely adopts GenAI for success. Understanding AI software’s SWOT analysis is significant to employees and firms to harness its complete potential. It will help in determining benefits, weaknesses, opportunities, and challenges related to GAI software for HR.
Will AI Be a Substitute for HR?
Gartner explained that AI technologies are developed to improve human capabilities and repetitive tasks. It will be frequently used in most activities in the workplace rather than being used as a substitute for employees. Less complicated and highly repetitive tasks are susceptible to automation, however, roles requiring problem-solving are less susceptible to automation.
Generative artificial intelligence will not replace HR professionals but specialists who understand and apply GAI will be in more demand than those who don’t. So, HR specialists must join artificial intelligence certification courses to learn the ways AI can be used in HR applications.
GAI can benefit the HR sector in terms of enhanced efficiency and productivity, process automation, reduced expenses, better-structured processes, data-driven decision-making, and saving time. HR specialists can use artificial intelligence for recruitment, onboarding and offboarding, workforce planning, chatbots, virtual assistants, and L&D. To revolutionize HR in 2024 with GAI with no possibility of any challenge, upskill, and broaden key AI skills through online courses.