(PR in) HR Pulse | HR News Round-up: 9th December
Photo by ian dooley on Unsplash
AI Strategy or HR Strategy – What do you really need?
Brian Sommer, award-winning author and consultant, explores the AI strategy buzz happening around organisations worldwide. He believes that ‘AI could end up being part of a corporate strategy, but some HR leaders have strategy, plans and technology all confused right now.’
The article talks about AI’s impact on certain business functions, but just because it’s now being rolled out, organisations need to carefully think things through.
Sommer makes the point that setting strategic goals is critical, with some precluding others. It’s unlikely organisations can have it all, so it’s important to pick goals wisely, and get top-level support before getting too invested.
“AI may not be the all-pervasive technology to deploy in HR in every organisation. The smart, strategic HR executive must be careful in choosing the pieces of AI technology that have compelling business value and solid economic and strategic contributions to make.”
Bear in mind too, that the cost of AI tools could far outweigh the benefits to the business, as they often face constraints on three fronts: time, people, and capital.
HR departments are often working to their maximum capacity and whilst the idea behind AI is to save time, the deployment and upkeep of the tech could require more time than the team have to spare.
Strategies and tactics must align with the business’ resources and economics. However, getting smarter about AI and how it can positively, or negatively, impact HR is a stance worth taking.
HR leaders set to cope with more employee activism
in the new year
With geographical and political conflicts taking place worldwide, it’s thought that employers are likely to face continued pressure to address employee activism - whilst also trying to maintain a delicate balance within the workplace.
More pressure than ever is put on organisations as, according to research from the social impact platform, Engage for Good, “83% of millennials consider it important for their employers to align with their own beliefs and values, while 9 in 10 Gen Z employees expect their workplace to act on social and environmental issues.”
Sam Caplan, VP at social impact platform Submittable, makes the case for a “democratic approach to CSR programs”. This should be about creating an environment where employees are able to support the causes that matter to them, whilst also setting clear boundaries.
Indeed, half of 1,000 workers surveyed by ResumeHelp felt political discussions hurt the work environment, and another US survey carried out by Gartner found 1 in 4 had witnessed hostile behaviour between coworkers.
HR leaders need to prepare for “social and political flashpoints”, ideally by establishing a culture focused mutual respect.
Experts have made recommendations to HR teams including; Define your stance, democratise social impact, establish clear guidelines and support employee resource groups.
Read the full article with a more detailed analysis on the expert recommendations on Worklife