The implications for CHROs
As technological advances transform AI into a potential teammate, the likely impact on people – and, consequently, organizations – means that CHROs must manage its deployment with care.
CHROs are well-positioned to lead efforts to change workforce perceptions and attitudes toward technology. They might draw on studies showing that people accept AI more readily when it is introduced as a junior analyst, rather than an all-knowing Oracle. They can encourage people to use AI in different roles – as a brainstorming partner, or as a devil’s advocate, rather than a final arbiter of team plans. That approach can ensure team members feel empowered by AI, so they engage with it fully instead of feeling it has been imposed on them in a way that undermines their professional identity.
CHROs can also play a pivotal role in working with colleagues across the business to anticipate requirements for new skills, identify gaps, and lead investment in targeted training to ensure smooth integration of AI. They should be alert to every implication of the implementation of new technology for the workforce. Some have even argued HR might evolve into ‘human-technology resource management’.
This takes CHROs into new terrain. The idea of STARA – Smart Technology, Artificial Intelligence, Robotics and Algorithms – is a useful one. These areas will heavily influence HR’s priorities, so CHROs need a firm grasp of their capabilities.
Yet CHROs must also ensure that their organizations focus on soft skills, which, paradoxically, will be even more important in an AI-powered workplace. Human creativity, empathy, emotional intelligence, and communication are becoming more, not less important. But, crucially, so are critical thinking and ethical reasoning. As AI becomes more powerful, the questions that leaders face will not be “Can we use AI to do this task?”, but “Should we?” Strengthening leaders’ capacity for principled decision-making and moral reasoning will be vitally important.
CHROs need to embody that dual focus. They are ideally placed to lead AI-related change-management initiatives, with an emphasis on calming workplace anxieties. People need transparent communication about AI’s benefits and impacts. Studies such as P&G’s show that people can feel more, not less, engaged through access to AI. But if organizations roll out new technologies carelessly, people will rapidly conclude that AI is coming for their jobs.