DISCUSS WHAT YOU CONSIDER TO BE THE POSSIBILITIES AND ACTUALITIES OF USING GENERATIVE AI – IN SUPPORT OF ANY COMPANY’S TALENT MANAGEMENT ACTIVITIES. IT CAN BE ANY WITHIN TALENT ACQUISITION, DEVELOPMENT AND RETENTION COMPONENTS OF TM.
DISCUSS THE POSITIVES AND NEGATIVES THAT YOU PERCEIVE THAT RESULT FROM GENERATIVE AI UTILIZATION.
ALSO INCLUDE ANY APPROPRIATE DISCUSSION OF UNDERLYING TALENT MANAGEMENT SUPPORTING FUNCTIONALITY, TECHNOLOGY AND SYSTEMS – NEW HR TECHNOLOGY VENDORS AND WHAT THEY MIGHT OR ALREADY ARE DELIVERING WITH EMBEDDED AI?
DISCUSS YOUR REACTION TO ALL THE ABOVE AND INCLUDE WHETHER OR NOT YOU HAVE UTILIZED AI OR BEEN EXPOSED TO IT.
Beyond Job Descriptions: 6 HR
Tasks ChatGPT Can Do for You
By Joseph RomseyMarch 23, 2023
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Since ChatGPT launched in November, many HR professionals have used the
generative artificial intelligence tool to perform some of their daily tasks.
While anxiety remains about “robots taking our jobs,” ChatGPT can make HR
professionals more productive, freeing them up from repetitive tasks and
allowing them to spend more time on strategic work.
ChatGPT as an HR Tool
Like any emerging technology, ChatGPT offers both benefits and risks. Using
it effectively requires a willingness to learn and experiment. “ChatGPT saves
me hours of work every week and boosts my productivity,” said Declan Daly,
managing partner at Bundoran Group, a recruitment agency. “I’m constantly
discovering new ways to use it in my work.”
Caroline Reidy, managing director of The HR Suite, an HR services firm,
shares Daly’s enthusiasm for ChatGPT: “You might not get perfect results
every time you use it, but generating a quick, working draft with ChatGPT
can significantly reduce the time you spend on document development and
other administrative tasks.”
However, relying uncritically on ChatGPT without performing a careful,
human review of its generated content has some large potential risks.
“ChatGPT’s generated content may sound reliable, but it’s also generic and
historical,” said author Dave Ulrich, winner of the Society for Human
Resource Management’s 2020 Michael R. Losey Excellence in Human
Resource Research Award. “Generative AI can synthesize what others may
have said in the past, but it can’t offer specific guidance about what your
company should do now in a specific circumstance. Organizations will always
need HR professionals who can do their own thinking.”
Common HR Tasks ChatGPT Can Perform
People are already paying attention to ChatGPT for its ability to write job
descriptions. LinkedIn, for example, just announced it will soon introduce a
feature enabling AI-written job posts. Here are six other HR tasks the tool can
help HR professionals perform:
1. Recruiting. “You can use ChatGPT to generate relevant interview
questions to ask candidates for roles you aren’t familiar with,” Daly said.
“You can also ask for the average salary for specific jobs or common benefits
that are offered by other industries for a particular role, narrowed down by
geography.”
2. Onboarding. HR professionals can set up ChatGPT to give real-time
support to new hires by answering questions about company policies,
procedures and benefits, as well as offer them guidance on completing
necessary paperwork.
3. Administrative tasks. ChatGPT can help HR professionals craft and send
announcements and reminders to employees about events, such as training
programs. The AI tool can also be used to write all sorts of documents (from
handbooks to policy memos and beyond), as well as send automatic e-mail
responses.
4. Employee self-service. ChatGPT can be leveraged to build
conversational chatbots, providing instant support for common questions
about benefits, vacation policies and payroll. More complex employee issues
can be escalated from self-service tools to an HR professional for follow-up.
The human follow-up could be blended with ChatGPT as well.
5. Employee surveys. You can ask ChatGPT to craft survey questions for
measuring employee engagement. “ChatGPT enables you to conduct
companywide polls to gauge opinions on specific workplace issues, such as
the pros and cons of hybrid work and the viability of a four-day workweek,”
said Sean Stevens, director at Immerse Education, an academic services firm
in the U.K.
6. Performance reviews. “ChatGPT can help with performance
management by supplying HR professionals and managers with instructions
on how to conduct performance appraisals and by responding to inquiries
from employees about performance metrics,” said Adam Wood, co-founder of
RevenueGeeks, which helps businesses sell products on Amazon.
Maximizing ChatGPT’s Benefits, Reducing Risks
ChatGPT’s generated content comes from the Internet and can be inaccurate
or biased. For example, if the source data ChatGPT scours through says “The
moon is made of yellow cheese,” its generated content would reflect that. HR
professionals can provide ChatGPT with detailed source information,
including employee data, internal company knowledge bases and HR policies
or procedures, to generate customized content and answer questions.
Another challenge in using ChatGPT is that generated content can have the
wrong tone. “As an HR professional, you sometimes work on sensitive topics
where automating replies might work against you,” said Ryan Faber, founder
of Copymatic, an AI-based business writing platform. “Sensitive tasks such as
layoffs and terminations should never be handed over to ChatGPT, because
human empathy and nuance are required.”
Finally, the generated content might not comply with data privacy or other
legal standards in HR. Again, be sure to review what ChatGPT writes to make
sure the content is useable and compliant.
‘Trust, But Verify’
What former President Ronald Reagan once said about negotiating with the
Soviet Union also applies to using ChatGPT: “Trust, but verify.” Or as Daly
said, “I recommend using ChatGPT as a starting point, but would still speak
to an expert or refer to another data source for verification of what the tool
generates.”
Being able to use ChatGPT effectively, and with the right safeguards and
controls in place, “will become an essential HR skill moving forward,” Reidy
said. “It will take some time for HR professionals and organizations to
become good at using the tool.”
At the end of the day, ChatGPT is an important HR tool that should be
deployed critically and selectively for HR tasks, with a clear-eyed
understanding of its strengths and weaknesses.
Joseph Romsey is a freelance writer based in Boston.
Related Resources:
Making HR Tech Easy: ChatGPT 101 for HR Pros, SHRM Online, January 2023
HR-GPT Arriving Now.
Beamery Starts The
Generative AI Revolution in
HR.
BY JOSHBERSIN · PUBLISHED MARCH 27, 2023 · UPDATED MARCH 27, 2023
Well, ready or not, GPT and Generative AI are arriving fast. And
among the many places it appears, HR technology may be one of
the first. As Bill Gates describes in his recent post, ChatGPT and its
Generative AI cousins are going to totally change the way we use
technology (bigger than Windows). And in HR, where we use tools
and systems for almost everything, the impact will be felt
everywhere.
This week Beamery, one of the pioneers in AI-powered
recruiting, introduced TalentGPT, an entirely new interface to its
highly successful talent agility platform. I’ve seen prototypes and
demos from Eightfold, Seekout, Phenom, CoRise, Workday, iCims,
and a pretty snazzy prototype called CourseAI (courseai.co), each of
which more or less redefine what various HR systems do.
Remember that most of the tools we use in HR are based on search,
indexing, and skills inference in some way. If you look at what
applicant tracking systems do (score and rank candidates), what
pre-hire assessments do (assess skills and capabilities and
experiences), what learning platforms do (search content, create
content outlines, detail learning paths, serve as teaching assistants),
and all the administrative systems (writing job descriptions, job
requirements, learning plans) – every one of these things can be
aided or reinvented with GPT.
As I talked with Sultan Saidov, the President and Co-Founder
of Beamery, he described the massive changes we can expect in
user interfaces. Imagine you’re searching for a software engineer
and you ask TalentGPT (Beamery’s name) to help you find an
engineer with a certain set of skills. The system would then ask you
questions to refine your request, and then show you a series of
screens, each displayed below the chat interface, to help you refine
your search.
Once you refine the search further, the back-end system (using
Beamery AI models) can show you the candidates you’ve refined,
and then help you select the right one. (Note: Beamery’s AI models
are bias-adjusted, GPT out of the box is not. You, as a recruiting
organization, can be held responsible for AI-induced bias, so vendors
are being careful.)
It can find you internal candidates automatically (no need to go into
the Talent Marketplace per-se), help you refine the job title, and
even give you instant insights on pay, benefits, location, and other
important criteria.
As you can see, this “conversational experience” (we can call it an
Assistant or CoPilot) is far more productive and useful than “search
and re-search.” As I discuss in my most recent podcast, this is why
Bing Search could truly disrupt Google for consumer internet search.
We, as humans, more naturally think about iterative discovery – and
that’s what ChatGPT is designed to do.
And there’s much more to come.
Let me mention a few other vendors briefly (I don’t want to preannounce any products). Eightfold, Seekout, Phenom, and LinkedIn
are each working on tools to radically improve the process of writing
job requisitions, refining candidate pools, and finding excellent
candidates. That functionality will help reinvent job postings and
search advertisements but also completely change the process of
internal hiring.
Then think about the candidate experience. Paradox.ai, a pioneer in
this space, has effectively replaced the need for an Applicant
Tracking System with their agent Olivia. Companies like McDonald’s
and even General Motors have proven that candidates don’t need to
fill out forms at all to find good jobs. ChatGPT is going to make this
even more powerful, as I’ll talk more about in a future article.
Now think, for a minute, about the energy going into internal talent
marketplaces and tools for career development. Why wouldn’t an
employee or hiring manager just go into HR-GPT and ask “what is a
good next-job for me?” Then let the system ask the employee about
his or her interests, the skills they do and don’t want to use, and
search the job catalog (and detailed work information) to
recommend positions? I hate to tell you but this is pretty much what
Generative AI is designed to do. (And GPT can identify your skills
and the skills of company positions just as well as any skills engine
on the market.)
Does this means Talent Marketplace systems and career portals are
going away? Not at all, but you can see how disruptive these new
GPT systems could be. We could see many of the systems you like
the most (Workday, Gloat, Cornerstone, and others) slowly move
into the background and a whole new set of GPT-designed front
ends (Assistants) take their place. And these are not just “chatbots”
– they are highly intelligent front-end platforms (CoPilots, in
Microsoft’s language), that search, index, and discover what’s going
on in all these back end applications.
As I talked this over with Sultan I came to another interesting
realization. The vendors who build these intelligent front-ends may
or may not be the incumbents we know today. Companies like
Salesforce and Workday, for example, are so wedded to their
existing user interfaces they are often “afraid” to disrupt their own
systems. After all, if we had a Salesforce.com GPT front end, we
could just as easily attach it to Hubspot, couldn’t we? So there could
be new vendors who build these new systems, accessing the APIs
and data from the platforms we love. And the Generative AI “stack”
of tools is getting deeper by the day.
Ideally, I think savvy HR Tech companies will design these
Generative AI interfaces right into their applications. And that’s the
approach that Beamery is taking. This is a whole new world of HR
Technology ahead, and one I believe will dramatically improve our
experience.
Despite the success of most big HCM platforms, most companies are
frustrated by their user interfaces. This is not because vendors don’t
work hard to build systems that are easy to use. It’s just that the
“page, scroll, and click” paradigm is limited, and it never exposes all
the functionality we need. Once a GPT-intelligent system is
embedded or front-ended into these systems, they’re going to be far
more useful than ever before.
PS: Do not let the histrionics you read in the NYT get to you.
Generative AI is essentially a productivity tool. You’ll see, I discuss
in this week’s podcast. And based on Friday’s queries, there are
already more than 1200 jobs posted on LinkedIn that are looking for
ChatGPT and Generative AI skills. Say what you want, this is going to
be big.
Ready to Roll out Generative AI at
Work? Use These Tips to Reduce
Risk
MARCH 30, 2023 DIGITAL WORKPLACE
By Chris McClean
The buzz around generative AI right now is inescapable, and most
executives will find it similarly impossible to avoid ideas from employees
about how they might use it in the workplace. After Microsoft’s $10 billion
investment in OpenAI, the company is moving quickly from its ChatGPT
Bing integration to incorporate GPT-4 into its Office suite and business
applications. Google also recently announced plans to bring generative
AI into its productivity suite, and a number of productivity app
providershave already announced new generative AI capabilities.
But the buzz isn’t just about big tech vendor announcements: Generative
AI tools are far more accessible and applicable to average users than the
metaverse, cryptocurrency, NFTs or other recently hyped technologies,
so it’s more likely they’re going to be around for a while. What’s more,
many of these users are excited by what they’ve seen so far , whether
they’re thinking in terms of saving time, sharing knowledge, boosting
creativity or just having fun.
The stakes here are substantial. The already incredible rates of adoption
and engagement will continue to grow as these models become more
powerful and as more applications emerge. We’re likely to see notable
changes in the way we interact with each other and with institutions
because of generative AI. The key question is: How much effort are we
willing to put in to make these changes responsibly? Can generative AI
systems can in fact be deployed responsibly in a workplace
environment? Is it possible to mitigate the risks and harms enough to
realize the productive benefits these tools promise?
As we often see in the tech industry, a host of hackers, journalists and
skeptics are working to show how these generative AI tools can be
manipulated and misused. These demonstrations have yielded valid
concerns about inaccurate and inappropriate content , large-scale
disinformation , intellectual property violations , privacy and security
breaches and more. The rise of generative AI also opens broader
questions about the role of such systems in the workplace and in society.
Will generative AI drastically change the nature of certain jobs or
indeed replace human workers in some fields altogether? While most
experts agree anything like machine-based sentience is not a near-term
possibility — if it’s even a possibility at all — the fact that the industry is
pushing so earnestly toward software that can believably mimic our art
and language warrants thoughtful consideration.
Because AI implementations are so different from one organization to the
next, the best way to consider responsible implementation is through a
detailed impact assessment. First, identify the likely implications of the
particular use case in question. Then, decide whether the organization
can implement proper controls so the system operates responsibly. Many
of these controls will fall into familiar responsible tech categories, so you
may be able to capitalize on current investments. Here are seven
categories of controls that will likely be necessary for generative AI
systems.
Related Article: Beyond ChatGPT: Generative AI, the New
Workplace Productivity Tool?
Ongoing, Risk-Based Oversight
Even though they’ve continued to improve, generative AI systems still
regularly produce unreliable, biased or otherwise inappropriate content.
In some cases, such as generating first drafts of internal emails, this type
of content is easy to fix. In other cases, such as a real-time chatbot,
issues with content can be significant.
To reduce this risk, you may need to monitor AI output and remove or
filter out unwanted language and/or images before they’re published,
especially for interactive or decision-support use cases. In cases where
monitoring might be intrusive, you may want to give users an easy way to
remove content themselves and report any concerns.
Respect for Intellectual Property
The terms of use that cover ownership of generative AI inputs and
outputs are different for each provider. Government authorities may also
weigh in occasionally as these technologies evolve — for example,
the US Copyright Office recently issued guidance on the copyrightability
of AI-generated content.
When in doubt, err on the side of showing respect for original content
creators and avoid duplicating others’ work however possible. One way
to thread this needle may be to guide employees to use generative AI
output only as inspiration and never as a final product.
Information Security and Privacy
Some generative AI systems offer much greater control over data than
others. Microsoft’s Azure OpenAI Service , for example, offers more
advanced data protection capabilities than ChatGPT.
The best place to start here is to make sure employees follow existing
corporate security and privacy policies, although you may also consider
restricting or prohibiting certain tools for corporate use. If employees are
using these tools, they should consider the risks and implications of
sharing any sensitive personal or corporate data in any prompts. Beyond
that, it’s best to review any output generated for sensitive data, and
conduct a security assessment for any integration between generative AI
and corporate systems, data or assets.
Transparency
There’s a good chance some people will be upset to learn the “person”
whose content they’ve been consuming, or who they’ve been interacting
with, is really a machine. Make clear to users, customers and others
when the content they’re interacting with was substantially AI-generated.
Disclosures should be especially clear in cases where affected
stakeholders would reasonably assume or expect they’re viewing humancreated content or interacting directly with a human, as well as in
situations that
Sustainability and Responsible Sourcing
You should also consider the known, often harmful trade-offs related to
the training and operation of these systems, such as environmental costs
and human labor considerations. Organizations that value environmental
responsibility should consider tracking and reporting on the carbon
footprint of generative AI systems they have in place and discuss
strategies to limit or offset related energy use. They should also monitor
coverage about the labor that went into training these systems and talk
with their providers about plans to address these practices going
forward.
Human Flourishing
Executives should have very specific conversations about how
generative AI has the potential to substantially enhance or detract from
employee and customer experiences. Your approach could largely
determine whether AI makes users’ and customers’ lives better or worse.
You might start by creating guidelines for generative AI that align with
your corporate purpose and values. You may also wish to talk about how
to use generative AI systems to support employees’ creativity and work
quality, and share lessons about how employees can use these models
to strengthen their sense of belonging and their contribution to the
workplace.
Related Article: ChatGPT Opens the Floodgates for AI in HR
Social Benefit
Generative AI tools, applied broadly, are likely to affect not only
organizations but society as well. We just don’t know yet whether that
impact will be mostly positive or mostly negative. To do your part, help
identify and mitigate widespread and long-term societal risks of
generative AI systems, such as weaponized deepfakes and
misinformation. This means helping monitor for potentially harmful
behavior among your employees and also helping them spot and
address misinformation. In addition, it’s worth discussing how your
organization can use these systems to support social goods like
education, financial opportunity, healthcare and mental health, rather
than simply as tools that serve to increase digital noise.
About the Author
As global lead for digital ethics at Avanade, Chris McClean is responsible
for driving the company’s digital ethics fluency and internal change and
for advising clients on their digital ethics journey. Prior to Avanade, Chris
spent 12 years at Forrester Research, leading the company’s analysis
and advisory for risk management, compliance, corporate values, and
ethics.
The 7 Best Examples Of How
ChatGPT Can Be Used In Human
Resources (HR)
Bernard Marr
ContributorFollow
4
Mar 7, 2023,01:48am EST
Human Resources (HR) departments play a critical role in managing an
organization’s most valuable asset — its people. From recruiting new talent to
managing employee benefits and compensation, HR teams are responsible for
ensuring a company’s workforce is engaged, productive, and motivated.
The 7 Best Examples Of How ChatGPT Can Be Used In Human
Resources (HR)
HR departments can now leverage AI tools like ChatGPT to streamline their
processes and achieve greater efficiency. ChatGPT can be a powerful tool for
HR professionals in a variety of ways, including automating repetitive tasks,
providing real-time support to employees, and enhancing the overall employee
experience.
Let’s dive into some specific use cases for ChatGPT in human resources and
talk about the benefits these types of language models can bring to HR
departments and organizations as a whole.
1. Recruitment
HR departments can leverage ChatGPT to streamline their operations,
improve the candidate experience, and make more informed hiring decisions.
ChatGPT can automate repetitive tasks in the recruitment process, like
screening resumes and scheduling interviews. Automating these types of tasks
can free up HR professionals to focus ON MORE STRATEGIC ACTIVITIES
ChatGPT can also assist in candidate engagement by providing real-time
support and answering frequently asked questions about the company and the
application process.
HR professionals can also use ChatGPT to identify potential candidates who
may be a good fit for the organization based on their skills, experience, and
education.
2. Employee Onboarding
HR departments can use ChatGPT to improve the onboarding experience for
new hires, reduce the workload on HR team members, and ensure that new
employees have access to the resources they need to be successful in their new
roles.
HR teams can set up ChatGPT to provide real-time support and guidance to
new hires — including answering common questions about company policies,
procedures, and benefits and providing guidance on completing required
paperwork.
ChatGPT can also help to automate administrative tasks, such as scheduling
orientation sessions or sending reminders to new hires about required
training.
3. Training
By leveraging ChatGPT in training, HR departments ensure that employees
have access to the resources they need to develop new skills and knowledge
required for their job.
ChatGPT can provide employees with instant access to training materials and
answer questions about workshops and programs.
HR professionals can also automate administrative tasks with ChatGPT,
including scheduling training sessions or providing reminders to employees
about upcoming events. ChatGPT can even create personalized training plans
for employees based on their specific needs and skill sets.
4. Performance Management
ChatGPT can assist in the performance management process by providing
managers with guidance on conducting performance evaluations and
answering employee questions about performance metrics or feedback.
HR professionals can get real-time insights on employee performance, and
they can set up alerts that go to the human resources team as well as to
individual managers.
5. HR Chatbots
ChatGPT can be used to develop conversational chatbots for HR departments
to improve the overall employee experience. Through chatbots powered by AI,
employees can get instant support for common HR-related questions about
things like benefits, vacation policies, or payroll.
6. Employee Engagement
ChatGPT can be a useful tool for improving employee engagement by
providing workers with real-time support, personalized assistance, and instant
access to information and resources. It can assist in answering questions
about company policies, culture, procedures, and benefits, as well as provide
guidance on completing various forms and requests.
Giving employees access to training and professional development
opportunities is an important part of keeping them engaged — and as we
talked about above, ChatGPT can be a valuable training tool for HR
departments.
By leveraging ChatGPT to improve employee engagement, HR departments
can create a more productive and satisfied workforce, reduce employee
turnover rates, and drive business success.
7. Compliance
HR professionals can also use ChatGPT to ensure that their HR policies and
practices are consistent, accurate, and compliant with local and national
regulations — so they avoid legal or reputational risks that may result from
noncompliance.
ChatGPT can assist in providing employees with up-to-date information on
compliance-related matters like employment laws, payroll and tax regulations,
and health and safety protocols. The model can also help HR departments
track and monitor employee compliance with HR policies, such as attendance,
leave requests, and work hours.
The Power of ChatGPT for Human Resources
Anyone in the HR field should understand the incredible capabilities of
ChatGPT as it continues to advance and improve. There’s one thing we know
for sure: Language models and AI will disrupt and offer new opportunities (as
well as threats) to HR roles.
To stay on top of the latest on new and emerging business and tech trends,
make sure to subscribe to my newsletter, follow me on Twitter, LinkedIn,
and YouTube, and check out my books ‘Future Skills: The 20 Skills And
Competencies Everyone Needs To Succeed In A Digital World’ and ‘Business
Trends in Practice, which won the 2022 Business Book of the Year award.
Follow me on Twitter or LinkedIn. Check out my website or some of my
other work here.
Bernard Marr
Follow
Bernard Marr is an internationally best-sel

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