In the field of human resources, with the in-depth application of AI, more and more companies are beginning to explore the AI-enabled HR work mode, human resources changes will inevitably occur.
A study by Oxford University shows that the probability of HR being replaced by AI is as high as 89.7%, and it's not just the basic HR work that AI replaces, but a large portion of the recruiting work will also be replaced by AI.
In fact, AI recruitment has gradually become prevalent, some companies from resume screening, initial interviews, assessment are carried out by AI. North America had held an annual industry competition in 2017, requiring eight top industry headhunters and an AI robot to select the most matching resume from 5,000 resumes, and ultimately the human won the first place, the headhunter spent 25 hours to accurately match the most suitable resume, the AI robot ranked third and took 3.2 seconds, and other headhunters also spent 4-9 hours ranging from 4 to 9 hours respectively, this competition More than three years ago, AI technology has long been updated by leaps and bounds. Many people hope that even in the age of AI, their careers will not be affected.
So how exactly can HR settle down in the AI era and not be eliminated by the times?
On how to deal with the onslaught of AI, Richard Baldwin, Professor of World Economy at the Graduate Institute of Advanced Studies in International Relations and Development in Geneva, Switzerland, gives three pieces of advice in his new book Globalizing Robotics Drama: Globalization, Robotics, and the Future of Work:
Avoid competing with AI, especially in the areas where it excels (large-scale information processing)
Avoid competing with AI, especially in the areas where it excels (large-scale information processing). (large-scale information processing)
Cultivate skills that machines do not have and that only humans possess
Recognize that humanity is a competitive advantage, not an obstacle
According to a study by the University of Oxford, the jobs that are most unlikely to be replaced by machines are characterized by the following characteristics:
1. Mastering opportunities
2. Acquiring cross-disciplinary knowledge skills and become a top expert
3. Become an industry expert
4. Generate content through creative thinking such as creativity and aesthetics
5. Be good at human-computer collaboration, and make good use of tools such as AI
6. Handle interpersonal communication, emotional communication, and other human work that AI can't
Therefore, we believe that, in addition to their human resource Related professional knowledge and skills, but also should focus on developing the following capabilities:
1 Open mind
Mark Twain famously said, "Courage comes from resisting fear and conquering it, not from not having it." In the face of all the major changes and opportunities, we should first have an open mind to embrace the AI that is bound to come.
As Carol Dweck points out in her book Lifelong Growth: Redefining the Mindset for Success:
Growth thinkers don't just need challenges, they grow through them; fixed thinkers are only interested in what they can master, and if things get challenging - they'll grow when they don't feel they're smart and smart enough to do it.
The difference between those who earn thousands of dollars a month and those who earn tens of thousands of dollars a month is not in the length of time they work, but in the way they think, whether they are stuck in a rut, or whether they are brave enough to move forward, it's all in your mind.
2 cross-border learning ability
Admittedly, most of the duties of the HR position can be replaced by AI, but AI can not replace the complexity and change, cross-field work.
The cross-border learning ability is the ability to integrate, assimilate and transform diversified information across the boundaries of one's own field of knowledge and specialization, and HR needs to integrate the knowledge learned across the boundaries with one's own specialization and work in order to broaden the horizons, stimulate innovative thinking, and cope with the complexity of the business environment.
The future of valuable HR are good at cross-border learning master.
3 Read human nature
The core of HR is "human", people have both rationality and sensibility, and rationality is often dominated by sensibility. ai is a machine without feelings, and does not understand human nature, not to mention the complexity of human nature insight and control, but understand human nature of the hr can do well.
In the AI era, in the face of the complex and changing organizational environment, the personalized needs of employees, and the differences between generations of employees, HR should put more energy into understanding and grasping human nature, gain insights into the qualities, motivations, and needs of employees under the surface of the iceberg model, and stimulate the goodness of employees' human nature and put the badness of human nature into the cage through a variety of systems, policies, or means.
Read some psychology knowledge and read human nature. For HR in the age of AI, it applies today and in the future.
4 Problem Solving Ability
As a HR, you should be able to see the connection between different phenomena and problems, and solve the problems in a systematic and organized way, which generally includes discovering and defining the problem, constructing a framework, analyzing the points of interest of each relevant party, clarifying the key points of the problem formation, listing the possible solutions, evaluating and selecting the solution, implementing it efficiently, reviewing and adjusting it
These are the usual steps.
And the higher-order HR, such as the doctor to treat the disease, can predict in advance to the possible problems, and prevent the problem before it occurs, the problem will be eliminated at the source.
5 Business Understanding
Understanding of the company's business is the basis for carrying out human resources work, human resources decision-making and implementation of human resources specific operational behavior, excellent HR needs to understand the business and maintain business acumen, especially in the design of the compensation system, performance system, talent training and other mechanisms, HR needs to be able to think from the perspective of the business and operations, and apply the human resources lens to the work process. HR lens into the work process. The deeper the understanding of the business, the stronger the HR policies, systems and programs are on the ground, the more useful they are, and the greater the contribution of HR. Of course, for HR to understand the business well, it also needs to master four areas of knowledge, namely, business management, finance, marketing and operational knowledge.
6 Communication Skills
The definition of management is simple, it was, is, and will be communication.
-Konosuke Matsushita
For HR, effective communication is one of the cornerstones of personal and professional success. Defined as the ability to communicate effectively with stakeholders, communication is the foundation for establishing and maintaining one's social relationships and an expression of one's ability to manage them.
Whether it is responding to employee dissatisfaction, coordinating between departments, or collaborating with other organizations, effective communication is essential to articulate policies and activities, set goals, communicate progress, and ultimately achieve the organization's strategic objectives.HR's ability to communicate can directly impact employee satisfaction with the company, which in turn impacts the performance of the business unit.
7 Data Analysis Capability
We often say that data is the oil of the future, and AI is based on big data, which allows us to look at the problem in a more comprehensive and in-depth manner, so HR in the AI era needs to have knowledge of statistics to integrate and analyze the data, and to dig into the logic and essence behind the data to provide data support for decision-making.
With more and more application scenarios of AI in the HR field, HR should learn how to collaborate with AI, make good use of all kinds of AI tools, learn how to train AI, how to interpret and analyze data, how to show data to influence others, and then to improve the effectiveness of individual and team work.
Of course, in addition to the above seven, there are other soft skills that are necessary for HR in the AI era, such as critical thinking, adaptability, persuasion, teamwork, etc., which we won't go into.
In fact, these aforementioned abilities are not only applicable to HR, but also to other professions, and they set us apart from machines.
The AI singularity moment is coming, this is a human social structure, the economic order of the re-adjustment of the opportunity, AI will replace part of the work, but at the same time will produce a large number of new jobs, and the existing types of work, but also because of the benign help of the AI with the help of the success of the "advanced"! -- freeing people from repetitive labor to spend their time on more valuable things.
HR, as the leader of enterprise management, instead of being trapped in the panic that they may be replaced by AI, should break the inherent mode of thinking, seize the time to develop their own core competencies, change themselves, evolve, follow the trend, and rise to the challenge.