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Through this article, Kennedy emphasizes that while technology, including AI, enhances HR processes by automating tasks and providing data-driven insights, the human role remains essential for strategic decision-making, employee engagement, and relationship management.
Bill Kennedy, Head Of E-Learning And Technology, Sinarmas Land
According to Gartner’s research (2024), HR leaders have five priorities in 2025: leader and manager development, organizational culture, strategic workforce planning, change management, and HR technology. All five are crucial for HR Leaders. The development of HR technology is inevitable, and we need to adapt to these changes. But the question is, will the role of HR be replaced by Technology, such as AI and systems? Based on the University of Massachusetts, let’s deep-dive into the basic role of HR.
1. Recruiting, Hiring And Retaining Talent
Technology plays a role in helping HR recruit, hire, and retain talent. Through AI, initial screening of resume scans can be done quickly, identifying candidates who meet specific qualifications based on keywords set by recruiters and analyzing past behaviors and qualifications to estimate their potential success. However, recruitment and retention processes rely heavily on human interaction, empathy, and relationship-building, which AI cannot fully replicate.
2. Employee engagement
While technology transforms how organizations engage their employees, HR remains essential. HR professionals will continue to be pivotal in interpreting data, facilitating communication, nurturing relationships, and maintaining a strong organizational culture. Embracing technology while retaining the human element will lead to more effective and sustainable employee engagement strategies. Employee engagement is fundamentally a human-centric area. HR professionals bring the empathy, understanding, and interpersonal skills necessary to create a genuine connection with employees.
3. Performance Management
Automated systems can facilitate scheduling, documentation, and follow-up for performance reviews, reducing administrative burdens for HR and managers. Technology also can analyze performance data to identify trends, strengths, and areas for improvement, providing HR with actionable insights that inform decisionmaking. On the other hand, Performance management often requires nuanced judgment that considers context, workplace relationships, and individual circumstances where human input is crucial.
“HR Professionals Will Continue To Be Pivotal In Interpreting Data, Facilitating Communication, Nurturing Relationships, And Maintaining A Strong”
4. Compensation And Benefits
Technology will not replace HR roles in compensation and benefits but will transform them by automating routine tasks, enhancing data analysis, and enabling more strategic decision-making. Technology provides real-time insights into compensation and benefits data, helping HR professionals to make more informed decisions. While AI may automate specific tasks, it also elevates the role of HR professionals by allowing them to focus on strategic initiatives and employee outcomes.make more informed decisions. While AI may automate specific tasks, it also elevates the role of HR professionals by allowing them to focus on strategic initiatives and employee outcomes.
5. Development And Training
Technology, including AI, virtual reality (VR), and augmented reality (AR), enhances training by providing personalized learning experiences. AI-driven platforms tailor training paths to individual needs, reducing irrelevant content and increasing engagement. Technology also provides real-time data on training effectiveness, enabling HR professionals to assess knowledge retention and job application more accurately. This data helps refine training strategies and improve outcomes. Technology will play a significant role in Development and training. However, the human touch on the “heart” of the training participants still needs a Human role.
6. Risk Management
Technology will not replace HR in risk management but will *reshape* the role to be more strategic and human-centric. Technology can handle repetitive tasks like compliance tracking, employee data management, and policy updates. Automated systems can also enhance data security, reducing risks related to data breaches. But the role of HR is more than just predictive and risk evade; it involves strategic decision-making and Complex Negotiations and Crisis Management. Situations like layoffs, disputes, or legal risks need human communication and negotiation skills.
7. Audits And Legal Compliance
Automated systems can handle repetitive tasks like payroll audits, benefits administration checks, and policy compliance verification. As AI tools can continuously monitor for legal and regulatory changes, alerting HR when updates are needed. Nowadays, Predictive analytics can also identify potential compliance risks, such as patterns indicating discrimination or wage disputes. However, HR professionals craft company-specific policies that align with legal requirements and organizational culture. Unique cases also require ethical considerations or exceptions that algorithms can’t fully address.
In summary, the development of technology may reshape how HR professionals work. It can enhance the decisionmaking process and provide a wide range of data analytics, providing better options for HR professionals to execute the process. Technology will also help with daily routine tasks, leaving the human with a more strategic role. The HR role will not be replaced by technology, as human interaction and decision-making still need to be done by Humans.
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