Manuel Pereira, PHR, Six Sigma Black Belt’s Post

Hi Everyone - In this blog Paul reflects on the potential for using AI within HR (as distinct from using it to enhance or replace parts of employees’ own roles) and the importance of demonstrating to employees that there’s something positive in it for them. Happy reading. https://lnkd.in/ePvCVxSH #aihr #hris #hrsystems #hrtech #hrit

The top six HR functions that Generative AI is transforming are- talent acquisition, talent development, total rewards, DEI, people analytics, and employee experience. Companies are using AI for tasks like creating job descriptions, personalized learning plans, and pay equity analysis, while also enhancing data synthesis and bias detection. Despite growing adoption, only 13% of HR departments are using AI extensively, highlighting a need for further integration to improve workforce strategies. Which of the six are your HR teams considering? For more details, check out the full article here. https://lnkd.in/e-cPKxeC

How do we balance AI with human-centric HR approaches? Our very own Jessica Miller-Merrell and some really smart counterparts talk AI in HR in Mirro's latest post: https://bit.ly/3UVnE2Y #AIinHR #HRtrends

Discover how Gen AI is revolutionizing HR, enabling teams to do more with less! Learn more in this insightful piece by Cielo Talent. #cielotalent 💜👍🏽 Click the link below 👇🏽

The integration of artificial intelligence into HR is not a trend; it’s a transformative shift that is reshaping how organizations manage people, optimize processes, and drive innovation. As businesses seek to enhance efficiency and effectiveness while fostering a more dynamic and engaging workplace, AI and automation are increasingly being implemented into HR strategies, according to For daily news and analysis subscribe to the https://lnkd.in/gkpr6rvB newsletter. #HR #HumanResources #Recruitment

Thrilled to be interviewed, along with Carly Holm and Jodi Kovitz (HRPA - Human Resources Professionals Association) for a recent Globe article highlighting the importance for HR professionals to upskill in the age of AI. In my discussions with boards and executives on AI governance, it's increasingly clear that HR leaders are uniquely positioned to play a pivotal role in AI transformation. The impact of AI on employees and the workplace isn't just about disruption, but possibility for innovation and growth where people, new skills and effective change management are at the forefront. See: https://lnkd.in/exD7vVu4

The generic composition AI can provide with relation to job descriptions should be considered at most, a preliminary draft only. Other factors need to be taken into consideration such as the work environment, hours, reporting responsibilities, growth opportunities, qualifications and purpose as aligned with the specific organization. These intricate considerations require human interplay by the HR professionals carrying out the task. AI can provide assistance at best. #hr #business #hrpa

Self-reflection: After attending Unleash, an HR trade show, I was struck by how AI was prominently featured by nearly every provider, yet equally by how vague and underwhelming the real-world applications shared by HR professionals from large companies seemed. I predict that, unlike smaller companies, big organizations will likely face significant challenges in fully harnessing AI's potential. A key reason for this is the over-specialization of roles and the sheer size of their workforce. Ironically, the more specific a task, the easier it becomes for AI to automate or replace it entirely. This inevitable AI transformation is bound to meet substantial resistance within large organizations. During one conference session, a vendor claimed that AI would eliminate mundane tasks, allowing HR to focus on becoming more strategic. However, for the next 10 minutes, participants struggled to define what "strategic HR" actually means. While technology is advancing at an incredible pace, organizations, people, and job roles are not adapting as quickly. This presents a challenge for AI solution providers, as large corporations may not be the early adopters they’re hoping for. On the other hand, this is great news for smaller companies eager to compete with industry giants. AI will enable them to reduce costs, enhance agility, and boost productivity. Especially if the pay-per-user model remains viable to use AI services, smaller companies could even gain a significant competitive advantage in terms of AI costs, all while leveraging equally advanced intelligence. This might be the most defining characteristic of the new competitive landscape—perhaps the first time in history this has occurred. I believe that over the next 5 to 10 years, AI will dramatically reshape the competitive landscape across nearly all industries. Can elephants dance?

As AI transforms HR practices, organizations face both opportunities and challenges. While AI streamlines operations and enhances efficiency, it's crucial to remember the "human" aspect of Human Resources. Strategic implementation of AI should prioritize people, amplifying HR's impact without overshadowing its core functions. #AI #HRChallenges #HRPractices https://lnkd.in/gGrfKi_Q

AI streamlines repetitive HR tasks, saving time and boosting efficiency. However, it lacks the empathy and nuanced understanding that only humans can provide, making a balance between automation and the human touch essential for truly impactful HR practices.