Ever since ChatGPT publicly debuted in November 2022, the world has been captivated by the potential for artificial intelligence (AI) to radically transform nearly every aspect of life and culture, for better or worse.
Congressional hearings, academic conferences, corporate boardrooms, and social media networks have erupted into lively debates over the benefits and risks of AI, with experts (and plenty of non-experts) calling for the complete expulsion of AI from society, a wholehearted embrace, and everything in between.
For many human resources professionals, however, the debate is nothing new. Some HR teams have been using AI tools to streamline time-consuming tasks, gain data-driven insights, and engage employees for several years. ChatGPT and other tools like it (chatbots designed to mimic human conversation, generate coherent text in various styles, and answer questions) are simply the latest examples of AI’s disruptive capacity.
According to a 2022 survey of 259 HR leaders, the majority of HR teams have used AI to some extent for:
- Employee records management
- Payroll processing and benefits administration
- Recruitment and hiring
- Performance management
- Onboarding new employees
However, the latest generation of AI tools — led by ChatGPT and its imitators — point toward a future where AI is enormously more powerful and its results more indistinguishably human. For the department most explicitly dedicated to serving, enabling, and championing an organization’s “human resources,” this can raise some concerns.
There are essentially three approaches HR teams can take toward the increased adoption of AI within their organization, embodied by the following archetypes: