How Generative AI Is Shaping The Future Of HR

Beamery
28 Jun 202313:50

TLDRIn a LinkedIn live session, Ben Slater discusses the transformative impact of generative AI on HR. With the World Economic Forum predicting that 60% of jobs will require new skills in the next five years, generative AI like Talent GPT could be key to upskilling at scale. Slater highlights the technology's potential to streamline HR processes, boost productivity, and personalize work experiences, while also addressing concerns about bias, compliance, and data privacy. He emphasizes the importance of a clear strategy and human-in-the-loop approach to harness AI's benefits responsibly.

Takeaways

  • 🌟 Generative AI is a significant advancement shaping the future of HR and business operations.
  • 📈 The World Economic Forum predicts that 60% of workers will need to learn new skills within the next five years to stay relevant in their current jobs.
  • 💼 Traditional talent acquisition processes are becoming outdated and reactive, not ideal for the scale of skill transformation required.
  • 🔄 The HR and talent model is evolving towards a holistic talent lifecycle approach, focusing on continuous engagement and assessment of candidates and workers.
  • 🤖 Large language models, like GPT, are automating busywork, allowing employees to focus on high-value activities and bringing more meaning to their work.
  • 🛠 Change in the workplace is inevitable, and generative AI can help bridge the skill transformation gap, though it comes with valid concerns such as bias and compliance risks.
  • 🚀 Talent GPT is a generative AI designed specifically for HR, aiming to help discover career paths and enable companies to hyper-potential.
  • 📝 The power of generative AI lies in its ability to provide informational intelligence and execute on that intelligence within the flow of work.
  • 🔍 Generative AI can offer real-time insights, such as skill makeup and hiring data, empowering managers to make informed decisions quickly.
  • 🔒 When implementing AI, it's crucial to work with vendors that provide clear, auditable models and always have a human in the loop for decision-making.
  • 🌐 Generative AI's potential applications in HR are vast, extending beyond basic tasks to creating a connected interface that enhances business operations and strategy.

Q & A

  • What is the main topic of discussion in the LinkedIn live session presented by Ben Slater?

    -The main topic of discussion is how generative AI is shaping the future of HR and the world of work.

  • According to the World Economic Forum's research mentioned in the script, what is the estimated need for skill development in the workforce over the next five years?

    -The research estimates that six out of ten people will need to learn new skills to keep doing their current jobs within the next five years.

  • What is the traditional talent acquisition and management process described in the script, and what are its limitations?

    -The traditional process is described as a linear one, from job creation to offer acceptance and onboarding. Its limitations include reactivity, a focus on external talent pools, and not considering the total global talent marketplace or existing strategies for skill transformation.

  • What is the concept of the 'talent life cycle' as discussed in the script?

    -The 'talent life cycle' is a holistic model that allows organizations to continually engage and assess candidates, workers, and alumni, helping them realize their skills and potential to thrive within the organization.

  • What are some common reservations people have about the implementation of AI in HR, as mentioned in the script?

    -Common reservations include concerns about AI creating bias, compliance risks across different geographies, implications for employee and company data privacy, potential job loss, and significant changes to the workforce nature.

  • What is Talent GPT, and how does it differ from other generative AI models mentioned in the script?

    -Talent GPT is the world's first generative AI for HR, designed to help people discover career paths and enable companies to hyper-potential. Unlike other models, Talent GPT is fine-tuned to be tied to job data and skills needed, providing unique insights in the world of generative AI.

  • How does Talent GPT aim to simplify the process of accessing information and intelligence in the workplace?

    -Talent GPT aims to simplify the process by allowing users to ask questions in the flow of work, providing access to information and intelligence without the need to navigate disparate systems or workflows.

  • What is the vision for generative AI within the world of work, as described by Ben Slater?

    -The vision for generative AI is to create a connected interface that ties together every element of a business to focus on what is needed for success, providing access to informational intelligence and the ability to execute on that intelligence within the flow of work.

  • What are some potential risks associated with the rapid development and deployment of generative AI in HR?

    -Potential risks include the possibility of bias in AI models, compliance issues, data privacy concerns, job displacement, and the need for clear auditable models to avoid 'black box' AI where inputs are not understood.

  • How does Talent GPT integrate into the broader HR solution, and what is its role in enhancing the experience for various stakeholders?

    -Talent GPT is not an individual feature but part of the fabric of the entire HR solution, aimed at creating a connected experience for talent teams and employees, bringing insights and services in the flow of work and within tools like Slack and Teams.

Outlines

00:00

🌟 Introduction to Generative AI in HR

The script opens with Ben Slater introducing the topic of generative AI's impact on HR and the future of work. He highlights the rapid changes in the business world and the necessity for individuals to learn new skills to stay relevant, citing research from the World Economic Forum. Slater emphasizes the importance of upskilling and reskilling at scale, which has never been done before, and poses the question of whether generative AI could be part of the solution. The paragraph sets the stage for a discussion on how HR is changing and the potential of AI in facilitating this transformation.

05:01

🔄 Traditional Talent Acquisition vs. Talent Life Cycle

This paragraph delves into the traditional linear process of talent acquisition, from job creation to offer acceptance and onboarding. Slater points out the limitations of this reactive approach, especially in the face of the need for skill transformation. He introduces the concept of the 'talent life cycle,' a holistic model that allows for continuous engagement with candidates, workers, and alumni, enabling organizations to assess and realize their potential. The paragraph underscores the shift in HR and talent models, moving towards a more strategic and future-oriented approach.

10:03

🤖 Embracing AI in HR: Opportunities and Concerns

Slater discusses the potential of AI to boost productivity and bring more meaning to work by automating mundane tasks, allowing individuals to focus on high-value activities. He acknowledges common concerns about AI, such as bias, compliance risks, data privacy, job loss, and changes in the workforce nature. Slater stresses the importance of a clear strategy and the need to evaluate AI applications holistically to manage potential risks. He also introduces Talent GPT, a generative AI tool for HR that Beamery has been developing for over five years, designed to help discover career paths and enable companies to unlock potential.

📈 The Power of Generative AI in Talent Management

The final paragraph showcases the practical applications of generative AI in HR, focusing on Talent GPT's ability to provide instantaneous data and insights within the flow of work. Slater illustrates how hiring managers can benefit from AI-powered intelligence to make informed decisions about team building and skill requirements. He also touches on the broader applications of generative AI, such as improving job descriptions and email templates, but argues that the true potential lies in creating a connected interface that integrates all business elements to support success. The paragraph concludes with a cautionary note on the importance of working with auditable AI models and maintaining a human-in-the-loop strategy to ensure informed decision-making.

Mindmap

Keywords

💡Generative AI

Generative AI refers to artificial intelligence systems that can create new content, such as text, images, or music. In the context of the video, generative AI is shaping the future of HR by automating tasks, enhancing productivity, and potentially transforming the way organizations operate. For example, the script mentions that generative AI can help take out the 'busy work' and allow individuals to focus on high-value activities.

💡HR (Human Resources)

HR, or Human Resources, is a strategic business function that focuses on the management of an organization's workforce. The video discusses how generative AI is influencing HR by enabling the upskilling and reskilling of employees, as well as changing the talent acquisition and management processes. The script highlights the importance of HR in adapting to technological advancements to stay relevant.

💡Talent Acquisition

Talent acquisition is the process of attracting, screening, interviewing, and hiring new employees. The script describes the traditional linear process of talent acquisition and how generative AI could disrupt this by enabling a more dynamic and continuous engagement with potential candidates, reflecting a shift towards a talent lifecycle approach.

💡Upskilling and Reskilling

Upskilling and reskilling refer to the process of enhancing an individual's skills or learning new ones to adapt to changing job requirements. The video emphasizes the necessity for upskilling and reskilling due to rapid changes in the job market, as supported by research from the World Economic Forum mentioned in the script.

💡Talent Lifecycle

The talent lifecycle is a holistic model that encompasses the entire employee journey, from candidate to alumni. The script suggests that this model allows organizations to continually engage with individuals, helping them realize their potential and thrive within the organization, which is crucial for planning, recruitment, and workforce development.

💡Large Language Models (LLMs)

LLMs are AI models that process and generate human-like text based on input data. The script discusses LLMs in the context of automating tasks and their potential to transform HR processes, such as writing job descriptions or emails, by providing insights and automating routine tasks.

💡Bias

Bias in AI refers to the unfair or prejudiced treatment of certain groups due to the way AI systems are trained or designed. The video script raises concerns about AI creating bias and the importance of addressing this issue to ensure fairness in HR processes, such as recruitment and talent management.

💡Compliance Risk

Compliance risk is the potential for an organization to fail to meet regulatory requirements. The script mentions compliance risk in the context of AI, highlighting the need for organizations to be aware of and manage the risks associated with different geographies and regulations when implementing AI in HR.

💡Data Privacy

Data privacy concerns the protection of personal information from unauthorized access or misuse. The video discusses the importance of data privacy in relation to AI, emphasizing the need for organizations to ensure the protection of employee and company data when using AI systems.

💡Talent GPT

Talent GPT, as mentioned in the script, is a generative AI specifically designed for HR. It aims to help people discover career paths and enable companies to hyper-potential. The script describes Talent GPT as part of the fabric of the entire HR solution, providing insights and intelligence in the flow of work.

💡Human in the Loop

The human in the loop concept refers to the involvement of a human in the decision-making process, especially in AI systems, to ensure accountability and accuracy. The script recommends a human in the loop strategy when using generative AI in HR to avoid over-reliance on AI and to maintain control over important decisions.

Highlights

Generative AI is a significant advancement in shaping the future of HR.

World Economic Forum estimates that 60% of us will need to learn new skills to keep our current jobs in the next five years.

Generative AI could be part of the solution for upskilling and reskilling at scale.

Traditional talent acquisition is a linear process that may not be suitable for the required skill transformation.

The HR and talent model is evolving towards a holistic talent lifecycle approach.

Generative AI like large language models can automate busywork, enhancing productivity and meaning in work.

Change in the workplace is inevitable, and AI can help fill the skill transformation gap.

Common reservations about AI include concerns about bias, compliance risk, data privacy, job loss, and workforce nature change.

A clear strategy is crucial before applying AI to avoid business risks.

Talent GPT is the world's first generative AI for HR, designed to discover career paths and enable companies to hyper-potential.

Talent GPT is integrated into the fabric of the entire HR solution to create a connected experience.

Generative AI can provide instantaneous data to help managers make informed decisions.

Generative AI's true power lies in its ability to tie together every element of business for success.

Risks associated with generative AI can be mitigated by working with auditable models and a human-in-the-loop strategy.

Generative AI applications in HR extend beyond basic tasks to creating a connected interface for business success.

The future of HR with generative AI focuses on serving intelligence and insights for informed human decisions.

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