AI In HR: A Delicate Balance To Strike
How to ensure ethical use of AI in the Workplace
In a previous article, I attempted to list some of the trends that will characterize areas such as executive search or HR in 2024.
Here, I will delve deeper into what concerns HR, starting with a little digression on semantics. And the term “Human Resources”. Nothing irritates me more than this term (just like “human capital”). Resources or capital make me think of cattle more than anything else. From there, imagining these cattle in an enclosure (an open space) until retirement is a small step that I do not want to cross. We are not in China. I prefer to use, as a friend of mine rightly does, “human riches”. After all, what are a company’s employees if they are not their riches?
And why do I begin with this question of semantics?
Because it’s with this notion of riches in mind that I believe we need to use AI. Especially in HR. And why is that? Because the primary role of HR managers is to create a work environment where every employee feels valued, respected, and fulfilled. Otherwise, the employee will not feel motivated, and a lack of motivation means a lack of performance in the company.
And AI in all this?
