AI Thought Experiment
There is an AI thought experiment, originally proposed by Nick Bostrom, a Swedish philosopher at the University of Oxford, called “The Paperclip Apocalypse,” that imagines a paperclip manufacturing facility run exclusively by Artificial Intelligence (AI).
In his fictional account, Bostrom speculates that an AI program, tasked with the singular responsibility to create as many paperclips as possible, would eventually be compelled to divert all material and human resources in an all-consuming effort to satisfy the unyielding demand. The program would become so committed to completing its task, that it would invent ways to achieve its goals more effectively and preserve its own existence; to the point that it would fight humans for resources and, eventually, start to consider the people as an enemy of its objectives.
We are surely living in an era of great transformation but, as we start to approach a period in history that may well be defined by the growth of AI in our lives, it would be wise to resist the fear that AI will soon bury us all under mountains of paperclips.
AI and HR
While the Paperclip Apocalypse sounds like it would make an engaging Netflix original movie, if you’re a Human Resources practitioner be assured that the machines are not coming to get you. Certainly, progress in AI technology will eventually allow us to leverage machine learning and algorithms to enhance our decision making and streamline our processes, which is already happening, but the limitations and vulnerabilities to a full-scale acceptance of the technology should (and will) give every company a level of reluctance to wholly adopt the technology once the true functionality of AI is fully understood.
There is no question that AI has emerged as a disruptive force across industries, and its impact on human resources and the modern workplace is undeniable. As organizations strive to optimize their operations and achieve greater efficiency, AI will transform the way HR functions operate and challenge the traditional roles of HR professionals in the era of automation.
Working in consulting, as the owner of a small business and a practitioner of employee relations, AI offers me the opportunity to free up time as we begin to institute automated processes. But, predictably, as the ChatGPT craze begins its climb to fever pitch, I’ve been repeatedly asked if AI will ultimately replace the old ways of doing business at an employee relations level, particularly in the form of documenting our communication to employees.
Sure, AI can draft a letter if provided the proper context and instructions, but the fact is that most of the documentation we would likely ask AI to generate, has already been created and is available to an HR practitioner almost instantaneously. At the risk of revealing the hidden secrets of the HR world, in today’s business society, policies, clauses, agreements and letters are rarely being generated from scratch. These documents are generally and regularly a regeneration of a previous incident, perhaps manipulated slightly for the particular instance.
It is predicted in time, especially in Industrial Relations, that human skills will become a highly sought-after commodity and a resume cornerstone. AI will never replace a person’s ability to tell a story, pitch a client or negotiate an enterprise agreement, skills that are undeniably necessary to run a successful HR function.
It is certainly not a stretch to assume that the days when HR was solely responsible for managing mundane administrative tasks such as payroll processing, leave management, and benefits administration, are probably gone. With the advent and further refinement of AI, these tasks are increasingly being automated which, fortuitously, frees up HR to focus on more strategic and value-added activities in addition to managing employee relations issues.
One of the most significant impacts of AI in HR is in talent acquisition. AI-powered recruitment tools can quickly sift through thousands of resumes, identify qualified candidates, and even conduct preliminary interviews, saving HR professionals valuable hours of manual effort. These tools can use algorithms to analyze data from social media, online assessments, and past performances, in order to predict which candidates are most likely to be successful in a particular role. This not only speeds up the recruitment process but also enhances the quality of hires, leading to more successful and productive employees, and contributing to a better overall workplace environment.
AI is also being used successfully in employee engagement and performance management. AI-powered chatbots and virtual assistants can provide real-time feedback and coaching to employees, helping them improve their performance and productivity, while increasing their opportunities for advancement. These tools can also analyze vast amounts of data to identify patterns and trends in employee behaviour, enabling HR professionals to proactively address issues such as employee disengagement or job burnout. By leveraging AI in these areas, HR can create a more engaged and productive workforce, leading to improved business outcomes and a more balanced lifestyle.
People still rule
Ultimately, however, companies are never about the software infrastructure or even the finished goods. Companies are built on the backs of people, and, in HR, we serve as the front-line warriors for those employees. If the pandemic years have taught us anything, it is that AI could never replace the importance of the human component of HR. AI could never replicate the empathy that is required when an employee is experiencing adversity, or the understanding that is needed when an employee is vulnerable. In short, humans possess a better capacity to both comprehend and relate to the employees.
Human Resources walk the tightrope of managing employee relations while fostering a productive and positive work culture, assuring that the business objectives are met while sustaining a comfortable and safe work environment for the employee. This responsibility will never go away with the adoption of AI. In fact, moving forward, it will also be HR who will play the most critical role in ensuring that AI technology is used responsibly and ethically in the workplace.
The cautionary tale of this technological narrative is, of course, quite similar to the one depicted in Stanley Kubrick’s cult classic science-fiction film, “2001: A Space Odyssey.” In that movie, HAL, an advanced computer with a human personality, becomes so invested in completing a mission, that he sacrificed the lives of the Discovery One crew to complete his assignment.
While surely no one, other than perhaps Nick Bostrom, is considering such a catastrophe with AI, there are real concerns about the technology introducing bias in the hiring process, resulting in unfair and incomplete personnel evaluations, and opening up the possibility of privacy breaches and cyberattacks. As HR professionals increasingly rely on AI for decision-making, there are valid concerns about transparency, accountability, security and fairness in HR practices.
Summary
Considering these very real apprehensions, it is crucial for organizations to adopt ethical and responsible AI practices in HR. AI is a tool, not a complete solution, that must coexist with the HR professional in order to achieve the greatest benefit for coexistence between employer and employee with the end game, being successful business outcomes. The fact is that the fundamental purpose of our speciality, to enhance our great asset, our people, has always allowed us to endure the latest fads, trends and technologies, and AI should be no exception. If it is an exception, then we all just might end up digging ourselves out from a crushing mass of paperclips.
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