The capabilities of AI extend far beyond using ChatGPT to streamline your communication. There are myriad ways this technology can enhance your practice as an HR professional.

While many HR teams are ahead of the curve and using AI and technology solutions in innovative ways, there are a portion of organisations that are yet to invest in AI-enabled technology at all – let alone for their HR processes. In fact, AHRI’s September quarter Work Outlook report showed that only 20 per cent of recipients saw AI/technology investment as a strategic means to boost productivity.

One reason for this, according to HR technology expert John Macy FAHRILife, Founding Member DeHR Consortium, is that most people are only using generative AI on platforms like ChatGPT for a snapshot of information, rather than the management of trends and automation of HR processes.

So what does a more integrated AI approach look like for HR professionals?

“In practice, integrated HR AI components would not be initiated by a manual ‘prompt’ but would be triggered by an event during a process, such as actioning a pay increase, and code would be embedded in the HR software,” says Macy. “That means AI should be modularised and be an integral part of the application architecture.”

What does AI modularisation look like?

Modularisation requires development platforms that are suitable for AI. This means platforms provide the integration framework for AI solutions to plug into, or employers can choose to purchase a pre-built AI solution from a particular supplier.

“It’s the ability to swap AI components, or call on API (application programming interfaces) to connect to third-party products that will make an integrated AI solution for HR a sustainable investment,” says Macy.

For example, AI platforms can be created to develop predictive compensation models, to anticipate market trends and demands, to match employees’ skills with projects/design bespoke learning plans, and use predictive analytics to forecast trends such as wellbeing and retention.

How can HR use AI in more strategic ways?

What should HR do next?

Does all this mean HR will have to become expert coders? It’s unlikely, as the heavy lifting will be completed by your IT colleagues or the platform providers. However, the surrounding context, such as the protection of private employee data, could be within HR’s remit, so developing a basic understanding of this technology is advisable.

It’s also worth meeting up with your IT colleagues regularly to learn about new advancements, or you could speak with HR tech vendors to trial new AI products that they’re bringing to market.

If you want to learn more about how you can upskills in AI for HR, here are some useful resources:

• Deep dive: four strategic ways HR can use AI
• Resource: Essential ChatGPT prompts for HR
• Case study: How this organisation used AI to cut down time to hire by 20%
• Thought-leadership: How can we humanise AI?
• Practical: how to build an AI-positive culture in your workplace
• Practical: how to use AI to enhance your wellbeing strategy

AHRI members can log into their member dashboard to view a free on-demand webinar with a range of experts on the use of generative AI in the workplace – exclusive to AHRI members.