September Article – Technology in Human Resources: Is the Human Element at Risk?
Technology in Human Resources: Is the Human Element at Risk?
By: Krissia Clare, Director of Events
HR roles have adjusted and evolved over the decades in response to industry trends, resulting in a continuous social reconstruction of identity within organizations. With the rise of Industry 4.0 or the Fourth Industrial Revolution (FIR) during the COVID-19 pandemic, the field of Industrial Relations and Human Resources (IRHR) is undergoing one of the most radical transformations in working conditions, allowing us to experience new ways of approaching work. At the forefront of this revolution, many companies are incorporating artificial intelligence (AI), machine learning, and other digitization processes impacting the HR sector. Such adoption has resulted in companies producing higher-quality products and services at lower costs while allowing for greater flexibility and fewer errors.
Accordingly, some believe this transformation could lead to AI and technology completely overtaking HR jobs in the near future. But, others believe that this field is resistant to technological disruption. Unfortunately, I can’t predict the future and tell you if the former or the latter will happen. However, I can say that it’s undeniable that automation and the digitization process will play a central role in managing many of the repetitive and resource-intensive tasks for HR. As is apparent now, many companies are already implementing AI in their screening process during recruitment, significantly boosting efficiency and effectiveness in selecting top talent. In this regard, we must recognize that the increasing shift to implementing tech tools will create and eliminate certain HR tasks and roles.
To reassure you, though, based on my experiences and from professionals in the field, IRHR remains deeply rooted in human experiences and interpersonal insight, where each interaction with employees is far from a binary encounter. Even if technology eventually develops the ability to imitate inherent human qualities, such as consciousness, creativity, and empathy, it cannot fully replace human involvement. In other words, AI and other technologies can’t embody them because all they can do is imitate. Essentially, no matter how sophisticated the program may be, its outputs will only be mechanical and artificial.
This is not to say that I’m against using AI, automation, and technological advances to support how HR employees can perform their duties at work and in organizations. In fact, without the support of technology, it would’ve been difficult to improve efficiency and strategic decision-making, such as real-time performance analytics or predictive analytics for employee retention. Instead, a complete override of AI and technology in this field would strip away the ‘human’ element in Human Resources, removing it from its true essence.
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