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Time of India
25-05-2025
- Business
- Time of India
AI in HR: Hype Vs Reality, HR News, ETHRWorld
Advt Advt By , ETHRWorld Contributor Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App Artificial Intelligence (AI) is the shiny new object in every boardroom discussion. HR, long seen as the custodian of people processes, is no exception. There's a growing buzz that AI will 'revolutionize' HR - automating recruitment, predicting attrition, personalizing learning, and even writing job descriptions. Behind all the buzz and bold claims lies a simple truth: AI in HR is a powerful tool, but it's not where does the hype end and the reality begin?Imagine this: An AI tool scans thousands of resumes in seconds, shortlists top talent, schedules interviews automatically, analyses candidate responses for tone and confidence, and even sends out offer letters - while the recruiter sips is the dream sold by many vendors. And to be fair, some of this is already happening. There are tools which are using AI to assess candidate facial expressions and cognitive traits. LinkedIn Talent Insights can predict talent availability and competitor hiring trends. Chatbots like Paradox's Olivia handle scheduling and FAQs 24/ while these tools are impressive, they are not plug-and-play ground this in a real story.A global tech firm implemented an AI-powered resume screener to reduce time-to-hire. It worked - initially. But six months later, they realized the algorithm was biased. It was favouring candidates from specific universities and inadvertently filtering out applicants from underrepresented root cause? The AI was trained on historical hiring data - which carried human learned: AI is only as good as the data it's fed. In HR, where decisions affect lives and careers, bias isn't just a technical glitch - it's an ethical can genuinely elevate HR when applied with purpose and caution. Here are a few practical examples –1.: Companies like Unilever have pioneered AI in hiring by using gamified assessments and video interviews analysed by AI. This allowed them to screen thousands of candidates faster and more fairly - especially for entry-level roles. The result? A 90% reduction in screening time and more diverse shortlists.2.: AI-driven platforms like Culture Amp and Peakon can analyse employee feedback in real-time to detect mood shifts, burnout risks, or engagement drops - long before traditional engagement/dip-stick surveys would. Imagine an AI alerting HR that engineers in a particular team are showing signs of disengagement based on internal feedback. That's actionable intelligence.3.: Gone are the days of generic training modules. AI tools like EdCast and Degreed now curate learning paths based on roles, career goals, and skill gaps. It's like Netflix for professional growth - relevant, bite-sized, and doesn't understand organizational culture. It can't mediate conflicts, coach a struggling manager, or inspire a team during tough times. These require empathy, context, and emotional intelligence - uniquely human traits.A chatbot can answer policy questions, but it can't detect when a new joiner is silently struggling with imposter a hybrid world, where connection is currency, HR's role is becoming more human, not should HR professionals be afraid of AI? Absolutely not. But we must engage critically, not blindly adopt will not replace HR. But HR professionals who understand AI will replace those who don' future belongs to those who can blend technology with empathy, data with judgment, and automation with human insight. AI is a tool - not the destination. Let's use it wisely, and not let the hype overshadow our most powerful asset: PEOPLE.
Forbes
18-04-2025
- Business
- Forbes
AI Can Reshape Enterprises—But The Need For Human Involvement Remains
Prithvi Shergill, Partner - entomo getty Today, artificial intelligence is no longer just a tool for automation and advanced analytics; organizations that successfully integrate AI into their strategic and operational priorities gain a significant competitive advantage. The focus must shift from merely adopting AI to fostering collaboration between AI systems and human talent, ensuring AI enhances efficiency and employee empowerment while aligning with business objectives. AI impacts every facet of enterprise performance—from optimizing business strategy and streamlining operations to personalizing employee experiences. At its core, AI bridges business objectives, operational workflows and employee performance. AI's ability to gather and analyze extensive datasets and generate predictive insights enables leaders to make informed, proactive decisions. This technology can capture market trends, identify demand fluctuations and predict operational risks, allowing businesses to adjust strategies in real time and maintain competitiveness. However, AI's role goes beyond providing data-driven insights. It enhances operational performance and productivity, ensuring seamless strategy execution. To maximize its impact, AI must be deeply embedded in enterprise mindsets and methods rather than treated as a standalone technology. AI For Business Strategy One of AI's most valuable contributions is its ability to help organizations make more precise business decisions. AI-powered analytics allow leaders to: • Identify market opportunities. Companies leverage LinkedIn's AI-driven insights to analyze global hiring trends, skills demand and workforce shifts. The LinkedIn Talent Insights tool helps HR teams at firms I work with identify emerging job roles and plan for future talent needs. • Improve risk management. AI-powered products can predict employee attrition by analyzing performance reviews and sentiment analysis. This helps companies take proactive engagement measures. • Enhance employee engagement. Several organizations I work with use Workday, an AI-integrated HR and finance software, to assess employee skills. Many other companies use AI-driven insights to improve employee satisfaction, engagement and workplace culture. AI augments human intuition with deep, data-driven insights. When business strategy aligns with AI-powered intelligence, organizations can optimize performance at scale. AI For Operations From logistics and finance to HR and IT, AI is reshaping business operations by: • Automating Administrative Tasks: AI-powered software handles data entry, transaction processing and reporting, reducing manual workloads and minimizing errors. • Optimizing Supply Chain Operations: AI forecasts demand patterns and predicts delivery bottlenecks. • Enhancing IT And Cybersecurity: AI detects security vulnerabilities and prevents fraud in real time, ensuring compliance with data protection regulations such as GDPR in Europe. By integrating AI into operations, businesses eliminate inefficiencies and increase productivity. The automation of repetitive, time-consuming tasks gives employees more time to focus on high-value, strategic work. AI For Workforce Impact AI's ability to personalize employee experiences is revolutionizing workforce skill development, as seen with Singapore's NTUC LearningHub, which integrates AI-driven solutions as its Career Agility Hub. • AI-Driven Career Pathing: AI assesses users' skills and job trajectories, providing tailored career recommendations and growth opportunities. • Hyper-Personalized Learning Experiences: AI recommends microlearning courses, upskilling programs and certifications based on employees' needs. • Continuous Performance Feedback: AI-powered performance management platforms are available to provide real-time coaching. This helps employees refine their skills and progress faster. A workforce that continuously learns is a workforce that thrives. Why AI-Human Collaboration Matters Despite AI's capabilities, it cannot operate in isolation. The best-performing organizations integrate AI with human expertise, ethical decision-making and emotional intelligence. AI is powerful at analyzing data, but human judgment remains essential. This is because making strategic, high-stakes decisions requires nuance and ethical considerations. Human oversight is also needed to make sure AI-driven insights align with organizational values and inclusion goals. AI Should Support, Not Replace, Human Creativity While AI optimizes processes and provides recommendations, the creativity, emotional intelligence and ethical reasoning that human professionals bring remain irreplaceable. Innovation requires human ingenuity. While AI can generate ideas, humans provide vision and storytelling. Leadership also requires human connection. Employees need empathy and emotional support, which AI cannot authentically deliver. I've seen progressive people participate in the Indian School of Business programs to learn how to integrate AI into their leadership practices in a way that maintains human connection. And lastly, customer relationships require trust. While AI assists in engagement, customers still value human interaction and brand authenticity. The Future Of AI In Enterprise Performance AI is here to engage abilities, enable agility and empower action, but organizations must deploy it strategically. They should align AI with their business priorities. For example, one of our company's clients, a large government entity, standardized its performance appraisal process by implementing an AI-powered platform to align employee KPIs with governmental strategies. This enhanced transparency and efficiency. Proper implementation also involves investing in AI literacy and training. For example, we've collaborated with leading insurance companies to provide comprehensive training programs, equipping users with the skills to adapt to their new technology-augmented workflows. Companies also need to embed ethics and governance into their AI practices. They must prioritize transparency, unbiased algorithms and accountability in AI systems. My experience in HR transformation reinforces the need to emphasize that AI's success lies in its ability to enhance both operational outcomes and employee experiences. AI should support every stage of the employment life cycle rather than replace human contributions. The future of enterprise performance is AI-powered but human-driven. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
