from gimmick to reality
In today’s work environment change seems to be the only certainty. Think of the launch of Chat GPT and its staggering usage number of one million users within 5 days after launch. AI has the potential of spurring productivity in unprecedented ways. For HR specifically, AI can introduce completely new ways of doing candidate assessments & sourcing, skills management, analytical decision support and much more.
Next to increasing productivity, AI will improve quality too. Developers can already ask Chat GPT to find flaws in code and Chat GPT will correct them immediately. Countless use cases can be imagined where AI supports and guides people to be more efficient at work. The good news is that we will see this happening in the near future. Microsoft’s Copilot is one example but the landscape of recently launched generative AI apps is growing at breakneck speed. Many of those have one shared purpose: taking productivity to the next level. So, what are we waiting for?
While many leaders are rightfully excited about the business cases for AI, some important open questions could make their enthusiasm wear off a bit. Is our business ready for it? How will we match this untapped productivity potential with people’s desire to achieve a more balanced and sustainable productivity? If AI will automate more tasks, will it force people to only perform high-value and high-focus activities at work? Will AI be an accelerator to achieve a healthier work balance, or will it push the pendulum in the opposite direction? And that is where HR should kick in. As a strategic partner, HR can help make the right trade-offs to ensure that both business and people benefit from the advances of AI.