Philosophically, future-ready organizations need to decide whether HR is a tool, or if it can be thought of as a remote-worker.
Recently announced AI advancements have shaken the foundations of the way that work gets done and disrupting the status quo. As AI becomes more sophisticated and accurate, people who had more tasks over to AI to complete.
AI is still in its’ infancy, and like a clumsy infant, it needs to be closely supervised.
When AI starts taking over more work, human personnel will become AI Managers - roles not too dissimilar way to managing a workforce of people:
AI Analysts - oversee the preparation of data that will be fed to the AI. Ensures it is accurate, in the appropriate format, and adheres to naming conventions.
AI Learning & Development - train AI on tasks to a high standard. Introduce ongoing improvements over time.
AI Supervisors - review AI’s work for accuracy. Retrain AI on any areas where there’s issues.
AI Project Managers - manage the workflow and be the liaison between people and AI. AI Innovators - consider future technologies and opportunities for developing AI.
AI ‘HR’ Equivalent - finding suitable candidates (ie the right technology), AI onboarding to the organization, and addressing any misconduct.
AI Workplace Designers - in the same way as humans need the right environment to work, so does AI. This role will include ensuring there is the right data architecture, and right-sizing cloud spatial requirements.
As with people managers, AI managers and their AI teams will need regular ethics and bias training.
While workplace designers today are grappling with how to create an environment is suited to hybrid-work and ensuring the there is both the right physical and digital infrastructure in pace, they should also be designing the digital experience with an AI workforce in mind.