The role of HR in a workforce that is augmented by artificial intelligence cannot be underestimated, ultimately HR teams will be leaderships foot soldiers in driving a successful, motivated and innovative augmented workforce. However, HR teams themselves are going to look extremely different in this augmented workforce and will have a much more strategic role to play in the future.
HR’s retooling imperative
In order for HR to become more strategic however, it needs to retool and augment itself via AI. This will allow HR to automate away many of its departments more rote tasks and free up time for HR professionals to focus on strategic initiatives that will drive an organization’s workforce to its augmented future.
Rote tasks such as leave calculation and benefits admin will be eroded away and more emphasis will be placed on purely human tasks such as recruiting and strategic workforce planning. In addition, certain strategic HR tasks will be augmented, including learning & development and recruiting.
Rehire: the new faces of HR
The augmented organization will not just require a new augmented HR department however, the future of HR in an augmented organization will require entirely new responsibilities and employees. These new tasks include:
- Man & machine management. This will involve developing an interaction system through which humans and machines can mutually communicate their capabilities, goals and intentions, and devising a task planning system for human-machine collaboration. The end goal is to create augmented hybrid teams that generate better business outcomes through human-machine collaboration.
- Workplace planning & collaboration planning. Digital technologies, including AI, are profoundly recalibrating the way we need to work. To enable co-creation and collaboration, and harness the productive energy these approaches generate, organizations of the future will need to reimagine the interplay between workspace, performance and culture.
- Vision Planning and execution. This will entail assisting in the creation and vision with members of leadership and then executing on delivering these organizational visions to the workforce. This will be done through consistent messaging, workshops, teaming leadership in BU’s and been an interface and sounding board for new initiatives to ascertain whether or not they meet corporate vision.
HR’s move from transaction to strategy
As can be seen, the tasks required of HR will become significantly leaner and therefore HR will be required to become more strategic in an augmented organization. A recent Economist Intelligence Unit study highlights the fact that HR needs to increasingly partner with the c-suite to drive these strategic aims. In addition, over half of the respondents of this study stated that HR in its current guise was not adequately strategic and therefore needs to retool and adapt. As Dr Presser, CEO of The Gabriel Institute stated, “This (HR’s future role) includes the ability to make accurate projections based on understanding the goals of the business and using metrics that describe more than lagging indicators, such as how long it takes to fill a job or the per-employee training spend.”
To explore how organizations are making the augmented workforce a reality read the CFoW report, The Symbiosis of Human and Machine.