According to a recent analysis from the Academy to Innovate HR, HR tasks that are "repetitive and with low degrees of complexity" are at high risk of being automated in the next ten years as the usage of AI expands (AIHR).
The paper analyzed, and classified several HR functions to identify which are at high, moderate, and low risk of being replaced by AI technologies. The organization graded 55 HR jobs on a 10-point scale, with 10 being the highest amount of repetitiveness and complexity. The position is more likely to be automated if the repetitiveness rating is greater and the complexity rating is lower.
AIHR discovered that some administrative and process support positions, as well as process execution, are at "high risk of automation." They are as follows:
Human resources Helpdesk
Learning and development for HR officers/organizational development/organizational effectiveness administrator
Compensation & benefits expert
Compensation & benefits manager
Lead facilitator of the DEIB consultant payroll team
DEIB process engineer officer
"While the payroll team lead, compensation & benefits specialist, C&B manager, DEIB officer, DEIB consultant, process engineer, and facilitator are all highly skilled positions, they are all at danger of becoming automated. With time, technology will be able to automate and enhance tasks inside these positions "In a blog post, AIHR stated.
The findings come at a time when automation is beginning to take over a variety of industries, including human resources, where it is recommended as a crucial strategy to minimize unconscious bias during recruiting and eliminate human mistakes from HR operations.
Roles with moderate and low risk
The survey noted that some occupations needing a "high level of human interaction" can yet be replaced by AI as automation becomes more efficient.
Among these positions are talent acquisition specialist, headhunter, HR operational manager, HR business partner, employee relations specialist, and benefits manager.
According to the AIHR, leadership and organizational excellence jobs are at little risk of being replaced.
According to the article, "these are jobs that frequently have strategic or problem-solving responsibility that relies heavily on their HR experience," and "technology will serve as a springboard to boost the effect of these roles and offer new possibilities.
HR must constantly upskill in order to keep up with the current innovations
Individuals in high-risk professions should build an upskilling strategy to future-proof their HR career in order to stay ahead of automation. They should also identify transferable talents that will assist them in transitioning into a new position.
Workers at moderate risk are encouraged to use digital technologies to supplement their job and expand their effect, as well as to develop critical thinking and stakeholder management skills.
Individuals who are not at risk of being automated can continue to "grow agility, business acumen, and strategic leadership abilities." They are also encouraged to broaden their knowledge beyond the typical HR focus.
"Finally, HR must constantly grow, reskill, and upskill in order to keep up with the current innovations. HR professionals will need to learn to engage with technology or supervise automation deployment "According to the AIHR.