While HR professionals appreciate the addition of AI to their daily work, said they have limited understanding of how the technology operates, according to a recent study by the Josh Bersin Company.
The study also found that HR leaders have a certain apprehension about AI’s role on their work. In addition, many said they were unsure about how to “effectively harness” AI’s potential to help meet HR’s challenges.
As AI becomes more prevalent in organizations around the world, many HR departments use the technology to automate manual tasks such as data analysis and talent management. But because of the haste with which AI solutions are being developed and adopted, many HR practitioners lack the knowledge of their inner workings.
Types of AI Solutions
The research outlined three main categories of AI technology that HR leaders should understand: “Emerging (where AI is added on), First Generation (where the AI is built in) and Second Generation (where the solution is built on AI).”
The emerging AI solution uses analytics and data management to deliver reports, dashboards and predictive models, the report said The second includes machine learning, predictive analytics and candidate or employee matching. The third performs deep learning, natural language processing and uses large language models in their core platform. That, Bersin said, extends functionality to build models that accommodate tens of thousands of data elements.
Bersin said it believes the new generation of AI will “revolutionize” HR and all aspects of management. “Today, second-generation AI is being used for many new applications: diverse recruiting, internal mobility, career planning, capability development and even helping to simplify and improve the company’s job architecture,” its report said. “Soon we will see applications in pay equity, promotion and even performance management.”
The study also highlighted AI’s ability to help HR teams “unlock” talent intelligence to help them find, attract, develop and retain talent in the future.
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