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Human Resources
May 16, 2023

AI, IO & HR = An Alphabet Entanglement

Sponsored Content provided by Khalilah Olokunola - Founder | Impact Architect, ReEngineering HR

Grab your popcorn and your TEA. We have another “Entanglement”. 

An Entanglement is defined as a complicated or compromising relationship or situation.

In this month's article I plan on sharing the problems and potential AI has to revolutionize the HR industry by streamlining processes, providing valuable insights, and improving decision-making. I will also share how we use it and why it’s important that we navigate in this space from a lens of learning because while AI brings numerous benefits, we are a partaker - it's crucial to navigate this space with an understanding of its limitations and potential biases.

Let’s Talk: Technology is a powerful force. From the events we see in movies like The Terminator, to its integration into our organizations and entities across the United States - it's undeniable that AI has an immense potential for blessing, boundary-pushing, and breakthroughs. As leaders of People Strategies or Human Resources departments, I've learned how important it is to look through a critical lens when considering this technological advancement – ensuring both safety & success.

The integration of artificial intelligence (AI) in human resources (HR) can help organizations create strategies that better align with their overall goals. Applying I/O Psychology to it helps you gain a holistic understanding of organizational performance and identify critical areas for improvement. This can help you develop targeted interventions and strategies that are tailored to your organization's specific needs and challenges.

Let’s look at some of the key benefits of AI in HR: 

Its ability to automate routine tasks such as resume screening, scheduling interviews, and onboarding processes.

Analyzing large amounts of data from different sources, such as employee surveys, financial reports, and performance metrics. This can help identify patterns and trends that are difficult to see with the naked eye or be immediately apparent through manual analysis. This also frees up HR professionals to focus on more strategic tasks.

Additionally, AI can be used to identify potential biases in the hiring process, which is an area where IO psychology can provide valuable insights. For example, using machine learning algorithms, AI can identify patterns in hiring data that may indicate unconscious bias against certain groups of candidates. IO psychology can then be used to design interventions and training programs to mitigate these biases. This is in part how we couple the 3 in ReEngineering HR .This courting of AI, IO and HR we formed is not a fairytale love story, but with ongoing commitment and guidance we are making it work starting with our Alphabet Audit that we discussed last month.

With all the potential to achieve so much and overcome obstacles, there are still some things that must be persistently guarded against.

One concern is the potential for AI to reinforce existing biases, particularly if the data used to train the algorithms is biased or incomplete. To avoid this, it is important to carefully select and vet the data used to train the algorithms and to regularly monitor and audit their performance.

Another potential issue is the potential for AI to erode trust and empathy in the workplace. If employees feel that their interactions with HR are impersonal like it’s been for decades or automated, this can lead to a sense of disengagement and disconnection. To avoid this, it is important to ensure that AI is used in a way that complements and enhances human interaction rather than replacing it.

To provide you some baseline areas of those human interactions & decisions that we should maintain we find:

Contextual understanding: Human decision-makers have the ability to understand complex and nuanced situations that may not be easily discernible through data analysis alone. They can consider the context and the various factors that may influence a decision, such as social and cultural factors, ethical considerations, and personal values.

Empathy and compassion: Human decision-makers can empathize with others and understand their perspectives and feelings. This allows them to make decisions that are not only rational and logical but also considerate and compassionate.

Creativity and innovation: Human decision-makers have the ability to think creatively and come up with innovative solutions to complex problems. They can think outside the box and challenge conventional wisdom, leading to breakthroughs and advancements. AI is designed to think within the box it was developed.

Accountability: Human decision-makers can be held accountable for their decisions, which can lead to greater transparency and fairness. This is especially important in areas such as law enforcement, healthcare, and government, where decisions can have a significant impact on people's lives. AI doesn’t have emotions but we do.

Trust: Finally, human decision-making can help build trust between individuals and organizations. When people know that their concerns and needs are being taken into account by a human decision-maker, they are more likely to have confidence in the decision and the organization making it.

While AI can be and is  a powerful tool to aid in decision-making and how we do business because it has been for us,  it is equally important to recognize its limitations and the significance of maintaining human decision-making in many areas.

And finally if you still have your popcorn in hand or your Tea, here are some lessons we learn from the film the Terminator that I want to leave you with:

#1: The dangers of technology: The Terminator is a cautionary tale about the risks associated with advanced technology. The film shows us a future where machines have become so advanced that they pose an existential threat to humanity. This is a reminder that we need to be careful about the technologies we develop and use, and make sure that they are always under our control.

#2: The importance of leadership: The Terminator also shows us the importance of strong leadership in times of crisis. Sarah Connor starts off as a vulnerable and helpless character, but by the end of the movie, she has become a capable and resilient leader who is willing to do whatever it takes to protect herself and her son. This is a reminder that we all have the potential to be leaders, and that we should be prepared to step up and take charge when the situation demands it.

#3: (Reiterating) The importance of human connection: The Terminator is also a story about human connection. The relationship between Sarah and Kyle Reese is a powerful one, and it is ultimately what allows them to triumph over the Terminator. This is a reminder that no matter how advanced our technology becomes, it can never replace the importance of human connection and empathy.

If you or your organization is interested in seeing how we use AI & IO in HR to Power businesses across the country so that they can identify areas of improvement, areas of impact and areas where there are ICEBERGS contact us today at [email protected].

We have a solution, a strategy and or a specialty training to address your needs.

And of course I can't end without saying "I'll be back" (Next month's article) in my most assertive Arnold Alois Schwarzenegger voice.

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