The mainstream media’s interest in artificial intelligence is centered on two prevalent applications: automation and augmentation. Questions regarding the interaction between humans and machines have arisen as a result of the falsehoods that have been perpetuated regarding the proliferation of robots in the workplace.
According to Svetlana Sicular, research vice president at Gartner, the most significant AI benefit is frequently obscured by the apprehension of robotics assuming control.
“AI augmentation is a hybrid of human and artificial intelligence, in which the two complement one another,” she stated.
Steven Miller, a professor of information systems at Singapore Management University, is a proponent of the concept of a “human-machine symbiosis.”
“In this new era of AI-enabled smart machines, it is essential for every organization to establish the optimal balance between the highly adaptable and versatile human employees and the highly efficient and consistent machines that are becoming increasingly intelligent, albeit in limited ways,” he stated.
According to Miller, humans will continue to be more adaptable, versatile, and capable of interpreting “unquantifiable contexts” despite the accelerated advancements in AI research.
HR professionals are increasingly relying on software to manage the grunt work of filing documents and logging HR data, as well as to coordinate processes such as onboarding new recruits and managing payroll and benefits, as HR plays an increasingly strategic role in business.
By augmenting HR work, practitioners are able to concentrate on more critical aspects of the job, such as identifying talent deficits and maximizing the potential of human capital.
Recruitment specialists like Stacy Zapar and Brett Reed, for example, advocate for the implementation of technology to supplement work and the revision of outdated, inefficient methods in talent management. However, they are also committed to maintaining the “human touch” in the development of talent relationships.
“Great recruiters are able to utilize technology in a manner that allows them to work more efficiently, effectively, and effectively, while still fostering a relationship-driven recruiting experience,” Zapar stated in an interview with HR Tech News. She views the enhancement of HR and recruitment efforts as the application of AI in the appropriate context.
Reed shares the same sentiment: “How can we leverage this technology to enhance and automate our current operations?” The talent and people leader at SnapTravel recommends the implementation of AI-enabled technology to oversee payroll, benefits, employee surveys, and records.
Reed advised, “If you have the ability to automate it, automate it. Remove that responsibility from your plate and transfer it to technology.”
“The subsequent phase involves augmenting.” He stated that Skype and Google Hangouts are essential for establishing a unique connection with our global team by allowing us to interact face-to-face.
