How AI Impacts HR and Our Daily Lives

The rapid development of Artificial General Intelligence (AGI) technology over the last two years has started enhancing business productivity at an unprecedented scale. This massive transformative impact demands that companies and HR departments reconsider their current strategy. Thus, it is pivotal to foresee and develop preparedness for such a deep effect that AGI technology encompasses.

Recently, our company CEO held a presentation for Panasonic HR executives and associated teams, where he illustrated how AI technology shifts the paradigm in HR. He showcased our newly developed AI HR Agent product, which represents a significant advancement in the field. This product aims to provide practical skills and real business applications to HR departments rather than just theoretical knowledge.

During the presentation, the CEO emphasized the future trend of AI evolving from AI Copilot to AI Autopilot. He highlighted how StrategyBrain’s AI products are providing robust support to help clients integrate their organizations, processes, and technologies with AI Autopilot capabilities. This approach is solidified with two years of experience in creating AI tools and revolutionizing the AI workflow in HR departments of various global businesses.

Current use of AI in HR demonstrates how these innovations are already contributing to more efficient and effective human resource management. StrategyBrain is committed to continuing this trajectory, ensuring that our clients are prepared for the future of AI in HR.

AI is not the distant future; actually, it is already here, and it is a part of our daily routine. Numerous HR departments have already started implementing AI in HR for various assignments, from recruiting people to keeping the workers engaged with their jobs. The essential part of our CEO’s presentation was how deeply we need to comprehend AI’s presence in various HR assignments and why we need to do this.

AI Future Development

The tendencies in AI transition in HR will definitely lead to more advanced applications. For instance, they will no longer be limited to such a simple chatbot as our AI agent. Obviously, AI HR applications will mostly be gradually substituted by more advanced chatbots, but they will be assembled in the form of larger AI systems similarly to AI Copilot or AI Autopilot. These more advanced tools will massively contribute to the efficiency of HR. They will be able to solve a variety of disturbances in HR assignment at a quicker pace and provide more advanced solutions than the traditional ones.

There will always be the tendency towards a more advanced role of AI in HR development. Some will criticize its use in HR because it will make such professions irrelevant as IT developers or programmers. Thus, it was the final part of the AI presentation, where the real and practical demonstrations were made. This is how you speed up the tasks’ procession and increase the productivity. There are real HR agents, an AI agent, which processes orders faster and can take complicated task autonomously, like a real human assistant.

The last part of the presentation was the most practical one, where our CEO demonstrated the real-life demos on how AI could be applied in tasks’ procession. There were real HR agents and an AI agent that was able to process tasks faster and take complicated assignments similarly to real human assistant, but mor reliably and faster.

Adapting to Rapid Technological Changes

An important piece of information provided in the presentation is that HR departments should adapt quickly. In addition, the presentation provided some practical recommendations of how to develop a solid plan for the integration of AI in HR and recruiting departments. The fact that the CEO of our company is a software engineer and entrepreneur with experience in AI and global HR management is crucial. From his rigorous ventures in AI and HR, including StrategyBrain, we have learned that he specializes in overcoming the language, time zone, culture, and information barriers throughout the world. That is why his approach to our agency – to focus on practical implementations and uses of AI – is built on the expertise in this sphere. There are some concrete data that underscore the impact of AI on our lives. For example:

•  AI is expected to provide a $2.6-$4.4 trillion annual addition to the global economy,
•  by 2025, we should expect that around 90% of online content will be generated by AI,
• by the end of 2023, approximately 65% of businesses had experimented with AI content generation tools.

AI is adopted much quicker than the internet or mobile tech have been, which also dramatizes that the rate of uptake of AI is four times faster compared to those two trends. The way AI agents work have also been described during the presentation – perception and data capture is run to inform data processing, which further leads to actions. Some of the examples that we watched together showed us how simple, practical tasks can be run by AI agents. Custom AI agents can also be created fur such activities as bamboo cutting – dicing, julienn, and slicing. Of cooking’s examples given were sushi-making tasks for cusotm AI agents.

WHY AI in HR

Currently, humanity’s development is so fast, and the evolution is so great that the HR departments have both completely new opportunities and unprecedented problems. AI integration is not just a trend but a must-have. The article is dedicated to the impact of AI, namely of digital agents, on various HR functions. The paper will demonstrate how such AI applications can make workloads more efficient and quick-on-the-uptake, as well as improve the employees’ satisfaction.

24/7 Digital Agents Speaking Multiple Languages and Understanding All HR Domains

Just think about having a digital employee who is multi-domain and working 24/7. What is even more amazing, as your new agent is multi-lingual and works with HR to ensure the very and efficient performance of your HR department? It is feasible and is the near future. It can make the work of HR specialists so much easier since they can now focus on more strategic tasks and leave current daily tasks and complex activities to AI.

Match the Right Candidates Automatically

Recruit effectively and efficiently only if you understand your recruitment prerequisites in the right way.

Automated Matching: It allows you to automatically find the candidates who perfectly match your prerequisites in terms of qualification, experience, and skills.

• Smart Parameter Adjustment: As the efficiency of the process goes up, your needs evolve, and the intelligent system keeps up adjusting the approach.
• Efficient Targeting: Do better recruitments and hire faster. Proper help in selecting the target candidate pool to save you time.
• 360-Degree Fit Evaluation: Make sure your new hires fit your organization in different dimensions.

Build Candidate Profiles and Understand How to Make Effective Connections

Build a complete picture of your new candidates and find the best way for making your connections with them as effective as possible.

How to choose the right candidate and attract them to the business? The process of Turning Them On will be effective after finding potential candidates. The following strategies will help:

• Automatic analysis of communication goals: once you know the features and preferences of your communication target, automatic analysis determines the best communication methods
• Smart strategy matching: refers to selecting the best methods to keep a candidate interested.
• Sustained interaction: it is provided by various interactions within a long time to ensure a strong relationship.
• Rapid trust creation: Emotional trust doubles.Customization of the digital agent

In addition to these strategies, HR can also enjoy the cost efficiency of digital HR agents, as they boost productivity and cut overall costs. Why:

Fraction of the cost for better performance

Starting with industry knowledge, speed, and benefits, using HR agents will significantly reduce HR operation costs and costs. Only humans have devotion and empathy that can not be reproduced; digital agents are also useful by solving repetitive tasks to release human resources to pursue strategic objectives

Total: $6600 vs. $9.9

While the human resources sector naturally involves a large amount of empathy and dedication, the agents can handle the routine, thereby costing only a fraction of the salary spent and releasing more resources to strategy.

Integrating AI in the HR routine

To achieve this goal, the human resources operations and responsibilities are no longer kept in the back end, but the human HR must do its best together with the AI ​​agent while digital. It should therefore be the main supporter determining standard operating procedures. آنزلی

• Abstraction from standard daily operations. Start with a daily agent for HR agents and create SOP that agents automatically follow.
• Giving them knowledge base and training materials
• Monitor and adjust. Also make sure to closely monitor each task performed by AI and continuously adjust them to get the best results
• In the future, we believe that, in addition to their HR directors, training agents, management agents, compliance agents, etc., at various specialized agencies., work regularly together to ensure the best coordination of the agents in finalizing the agencies in various cities where they are.

 Case Study: Strategy Brain’s AI Integration

At Strategy Brain, we have a long track record of effectively using AI in different projects for our clients. We have already made true our promises on the transforming roles of recruiting assistants, sales representatives, and market research specialists. It has become evident that we have embraced the power of AI integration, and we understand how to do it across various sectors. Our goals are not generic, and thus, we adjust the strategy on the course of the organization. Our knowledge is based on the experience. Even though AI can seem to complicate organizational life, the ultimate value exceeds this drawback, since it contributes to effective processes, better decisions, and maximized efficiency. As a result, organizations are more productive and can succeed in specific fields. Therefore, we are constantly studying, learning and improving to become the best in it.

Organizational Adjustments to Integrate AI in HR

Adopted Roles and Responsibilities for AI and Humans

To effectively integrate HR operations into AI, the organization should adjust the roles and responsibilities within the institution. Human employees should shift their focus on strategy development, creativity, analysis, and empathy, where human inputs are needed. AI agents can be used for managing massive amounts of data and repetitive, non-creative tasks. Therefore, AI can be used only after an analysis of job requirements and developments of the best possible application of its power. In addition, the organization should also communicate to their employees, what the new roles are, how to adjust to changes, and how they can affect organizational life.

Learning and Development

• AI drastically changes the way employees work and the skills that they need.

Learning and development activities are necessary for the successful adoption of AI. First, employees need to be proficient at working side-by-side with AI. They need to be able to understand AI’s capabilities, how AI-generated insights are generated, validated, and the context in which they should be applied. Secondly, training should continue as AI technology evolves to stay relevant. Technical training on AI-related software is not the only kind needed. AI-trained workers will need to be aware of what fairness in data collection or data interpretation is. Sensitivities relating to the use of AI should also be raised with staff including, for example, questioning the inclusivity or ethics of the AI that is used in the department. III. Data and Security

• AI depends on data accuracy, relevance, and timeliness to function properly.

There is a need for increased investment in data management to ensure that the data fed to AI agents is good. Appropriate measures should also be applied to safeguard this data from unauthorized access. Organizations also need to be transparent on how the data is used. They should provide employees with all this information and encourage employees to ask questions and monitor how the data is used. III. Change Management and Leadership

• AI adoption will require change management implications and leadership buy-in.

AI technology is a big investment in terms of commitment of resources and hence, individuals should buy-into the idea. It is essential that stakeholders are engaging early enough in the process to ensure they raise concerns at an early stage. Therefore adopting AI agents will ensure that learning and activity monitoring processes will be essential for this process. This will involve the ability to monitor the effectiveness of AI activities and get feedback through help desks or informal mentors.

Conlusion

As this paper has shown, the opportunity to integrate AI into the HR environment is not a faraway possibility that some future companies will explore; instead, it is a strategic possibility that more and more forward-thinking organizations are using today. In particular, these are the organizations that emphasize redefining roles and do so new roles are defined as a comprehensive combination of the traditional responsibilities that AI technologies cannot handle by themselves. Also, such companies heavily invest in training, know how to manage data and act as drivers of change. Continuous insight and foresight-to-action focus can open new horizons and empower HR departments with the ability to lead change instead of being a passive instrument of leadership plans. In other words, the organizations implement a set of practices that cover the whole process and ensure that the transition is not only smooth but strategically sound and beneficial for the growth and development of the company.