Can Artificial Intelligence replace HR?

HR Voice
HR Voice
10 Min Read

HR Without Humans? Not So Fast

AI is entering every part of our lives. Amazon makes thousands of product recommendations without even asking you what you want to buy, Netflix adds shows and movies to your running list based on your past interests, and Facebook automatically tags your friends in photos before you can. 

A decade ago, the idea of handing over the recruitment process to a computer may have seemed like a story from the pages of science fiction. However, this is not so today as Artificial Intelligence (AI) technologies are rapidly being adopted in the field of HR.

So how will AI change the world of HR? Let’s take a closer look at it in this week’s blog.

Should we be worried about the rise of AI in HR?

If you’re a leader in recruiting, talent management or HR, chances are you’ve heard about AI and its applications. While it’s still a buzzword in many people’s opinions, the adoption of artificial intelligence is rapidly accelerating in the employee experience space. 

It’s hard not to be worried about the rise of AI in HR. The technology is still relatively new and there are a lot of unknowns. However, it’s important to remember that the same thing was said about computers when they first came out. We’ve come a long way since those days, and we have no reason to believe that AI will be any different.

In fact, we should be excited about the potential for AI in HR! It can make our jobs easier by taking on some of the more tedious tasks, allowing us to focus on what really matters: being there for our employees when they need us most!

If you’re considering using artificial intelligence in HR, then you might want to read this post further.

What problems does AI solve in HR?

Here are some examples of how AI can solve problems in the HR field:

Automating tedious manual tasks:

One of the biggest benefits of AI is that it can automate many of the tedious tasks that HR professionals have to do on a regular basis, freeing them up for more meaningful work. For example, a company might use AI to automatically identify high-performing employees from their performance reviews and raise their salaries accordingly. 


One of the biggest challenges in the recruitment process is the time it takes to find qualified candidates and schedule interviews. With AI, recruiters can use predictive analytics to automate the entire recruiting process from start to finish — from sourcing candidates to scheduling interviews and even recommending offers.

Performance management and development feedback:

Most performance management systems are based on surveys, which can be extremely time-consuming for managers and employees alike. With AI, companies can automatically generate personalized feedback reports based on employee performance scores, making it easier for managers to deliver this feedback in a timely manner while still meeting all compliance requirements.

Better employee engagement:

By taking care of mundane tasks like employee onboarding and offboarding, AI frees up your team to focus on higher-value tasks like coaching and training new hires. And when employees feel engaged and valued, they’re more likely to stay with your company long-term — which is good news for everyone!

Data mining and analysis:

AI can help with data mining and analysis by automating many of the manual processes involved, such as data entry, categorization, and aggregation. This can improve efficiency, accuracy, and cost-effectiveness while reducing the risk of human error.

Risk management:

AI algorithms can be used to predict risks and analyze past events to identify patterns that may lead to future incidents or issues. This enables companies to take proactive measures to minimize risks before they happen.

Training and development:

AI helps you develop employees through personalized learning paths while reducing training costs and minimizing time spent on repetitive tasks.

Well, these are just a few problems that AI can solve. There is certainly a bigger list and it just keeps adding on with each passing day.

What can AI technology in HR do for your business?

Artificial Intelligence or AI has been on the rise, changing the way businesses are run. Businesses are increasingly implementing Artificial Intelligence in their HR operations.

Here is how businesses across the globe are benefiting from the amalgamation of AI with HR: –

Reducing costs:

AI can be used to reduce costs in a number of ways, including reducing the time HR professionals spend on administrative tasks, automating workflows, and improving employee self-service tools. This means less time spent on routine tasks that you can use to focus on high-value activities like developing talent and building relationships with employees.

Improving productivity:

When it comes to productivity improvements, AI can help by automating mundane tasks and making data analysis easier than ever before. For example, machine learning can analyze data from resumes and applications to find candidates who best fit your hiring needs — all without requiring human intervention or subjectivity.

Enabling better decision-making:

Decision making is not just one of the most important aspects of any job, but it’s also extremely difficult — especially when it comes to complex decisions like whether or not someone should get promoted. With AI saving on time it helps you to make those difficult decisions with ease.

Does AI in HR replace humans?

The short answer is no.

AI’s role in HR is to help humans, not replace them. While AI can certainly handle many of the tasks that are currently done by human HR managers, it’s still up to humans to make decisions about the work that AI does.  

Even if you automate a lot of the processes in your department, you’ll still need someone who knows how to use the system and who can give it new instructions if something goes wrong or if there are changes needed in how it operates.

In fact, many people feel that AI actually makes them better at their jobs by providing them with data-backed insights that they wouldn’t have otherwise known about. For example, an AI-powered HR system might suggest which candidates to hire based on a set of factors that are relevant for your company or industry. However, whether or not this employee is actually a good fit for your business will ultimately be up to a human manager who knows your company culture and its needs best.

How can your business get started with AI in HR?

First, make sure that your company has a solid data privacy policy in place. This will help protect your employees’ personal information and keep them safe if the system gets hacked or accidentally leaks information out to the public.

Next, start thinking about what kinds of questions you would ask an AI system if you had access to one. You’ll want to make sure that the answers are accurate and helpful when people need them most—which is usually when they’re having a bad day at work or just generally stressed out about something!

Finally, keep track of how well this kind of technology works for other companies—and what kinds of problems they had with it along the way. This way you’ll know whether or not it’s worth investing in yourself as well!


It’s hard to say whether AI will actually replace the HR department altogether. But that doesn’t mean it can’t be used to augment human expertise, streamline processes and ultimately improve the overall standard of service of your HR team.

We should embrace AI in HR, but not to the detriment of our own workforce. Everyone—HR leaders, organizational leaders, and employees alike—benefits from making intelligent use of AI. But there will always be a place for our human workforce, even as AI improves and we just need to remember that.

Share this Article
Leave a comment