In part two of HRD’s ChatGPT series, we argue whether AI will offer HR leaders a leg up or a leg down.
As technology continues to expand and improve at an exponential rate, many HR professionals observe with mixed feelings. ChatGPT is the latest darling of the HR IT world, and CEOs are naturally eager to learn how the bot may be utilised in their firms.
Will AI, however, someday replace HR? While HR is no longer solely administrative, it does continue to handle paperwork – departments remain the focal point of processes, rules, and procedures.
So, where should corporations draw the line between what they may and cannot automate, and what they should legally and morally avoid?
Speaking with John Adamcik, director of human resources at Baptist Children’s Homes of North Carolina, a non-profit organisation founded in 1885, he says that while ChatGPT provides many exciting prospects, leaders should be aware of its limits.
“Although there are many areas where ChatGPT may assist speed up HR procedures, executives must tread carefully in some circumstances – especially when dealing with sensitive matters,” he tells HRD. “I read somewhere that it may be used to help identify persons in the workplace who are at danger of self-harm or damage to others. I strongly advise against it.
“But, I do feel it will be fantastic with gathering data, conducting staff surveys and making strategic decisions based on that knowledge. Fundamentally, we are assisting HR in better identifying and using latent capabilities inside our firms.”
