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The Importance of Being Human in the World of AI
People Puzzles’ Marketing Director Liz Cobbold reflects on the importance of being human in an increasingly AI-focused world.
In the last 18 months, AI has moved from a specialist tool not discussed outside the world of IT departments and academics to an accessible part of everyday life and business. Open access tools like Chat- CPT and Google’s BARD have enabled everyone to, in the words of HR thought leader Josh Bersin, “have a play around” with AI in their business.
By the second week of my Certificate in AI from Oxford University it became clear that whilst AI has come along way since the 1960s, there are still significant limitations in attempting to truly replicate human behaviour and deal with the uncertainties and unpredictability of working with people.
AI academics talk about “bottle necks” in the development of AI technology and these are all concerned with the fact that, currently, there are some human skills that no amount of algorithmic training or coding can currently replicate. In terms of the types of human intelligence, interpersonal and intrapersonal skills (otherwise known as Emotional Intelligence) are proving very difficult to replicate in the world of AI. For example, an AI system in HR could very effectively determine the level of pay award for individuals with the right dataset, but imagine an individual coming and requesting flexible working because of their child’s ill health; the intrapersonal skills required to manage this are uniquely human.
AI also has the potential to be as biased as humans – or potentially even more so. There are very high profile examples of companies which have used AI in the recruitment process only to find that it replicated traditional stereotypes and bias. Again a human recruiter can look beyond a data output and interview candidates who don’t fit the typical profile for the role and may bring a new perspective. Humans are needed to verify the outputs of AI and ensure that information is both correct and appropriate for the intended audience.
In the world of HR and People Leadership the organisations that succeed with AI will be those who are clear about the limitations and opportunities of AI and who can blend together the unique skills of people with the advantages that AI tools can add to enhance people’s roles. All HR leaders will also need to think about how the business is structured and which roles may in future be impacted or replaced by AI and begin planning now for the future.
Key questions to ask about AI in your organisation:
– Is AI already being used and if so are there any guidelines or procedures in place?
– Are you confident that any AI tools don’t replicate either conscious or unconscious bias?
– Are the tools correct for your industry? AI is very good when developed for specific roles-for example a recruitment tool for construction roles may not work at all for senior leadership roles for example.
– What training might your team need so they understand the changing tools available? Is anyone nervous about their role being replaced?
Whilst the estimates on the number of jobs that AI may replace vary widely and are uncertain, one thing is clear: AI will become part of the way we do business and successful business leaders need to look now at the threats and opportunities as part of business strategy planning.
