There is no getting around it: ChatGPT is the talk of the tech world. And that includes HR.
But it’s not just business leaders exploring its potential—workers are as well.
A recent Monster survey found that 49% of workers have used ChatGPT or a different AI generator for work. And while half used it for basic tasks like writing emails or scheduling, 33% have used it for advanced or specialty tasks like writing code, financial forecasting or data analysis, and another 30% have used it for creative purposes like generating graphics, plans or campaigns. But they’re unsure how (or if) they should be using AI at work: About 29% think their manager would praise them for their use of the technology, but about one-quarter worry they would “look down” on them for taking a shortcut, 20% predict they could have their work replaced by AI and 17% worry they would get fired.
Yet while many workers have used AI at work, 68% still think they can perform core tasks of their job better than an AI generator. And nearly 40% are worried that an AI generator could replace their role at work or eliminate their position entirely.
While they’re using it on the job, more than one-third have also used ChatGPT or an AI solution to help with job hunting, such as writing resumes and cover letters.
Allyn Bailey, executive director, Hiring Success at SmartRecruiters, says that the Monster survey sheds light on the immense impact of AI tools like ChatGPT—and that HR needs to get familiar with that potential so that the function emerges as a leader on the quickly evolving issue.
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“With nearly half of the workers surveyed already utilizing AI generators for various tasks, it is evident that AI has the potential to become an integral part of our professional lives,” says Bailey, who served for more than a decade as an HR recruitment executive at Intel. “It is crucial for HR leaders to recognize the value of these tools in enhancing employee productivity, improving efficiency and allowing them to focus on higher-value tasks that require human intuition and empathy.”
Bailey calls embracing AI in the workplace a “win-win situation” for employees and organizations. Most of all, by leveraging the power of AI tools like ChatGPT, employees can become more efficient, while managers can tap into the benefits of a highly skilled and self-sufficient workforce.
“The focus should be on fostering a culture of collaboration between humans and AI, thus maximizing the potential of both parties in achieving organizational success,” she says.
Bailey explains that while concerns regarding AI replacing human jobs are understandable, these tools can help employees perform at a higher level when used effectively—and it’s up to HR to educate both managers and employees about that.
“HR leaders should work toward … promoting the responsible use of AI tools while providing training to help employees harness the full potential of these technologies,” she says.
As HR works to educate the workforce about the potential impact of ChatGPT, the function also needs to look internally at how it can leverage the technology.
Andrew Higashi, CEO and co-founder of ChangeEngine, which helps employers execute employee-facing tech initiatives, says ChatGPT will impact the HR sector by “democratizing the language” used across standard policies and procedures.
“For instance, I see ChatGPT as being a value-add in writing multiple HR policy variations and choosing the best one per company,” he says. However, he cautions, HR needs to recognize that ChatGPT will fall short in other areas.
“There’s a human element needed to workshop cultural values into the equation, and many other HR programs where soft skills and consensus across multiple stakeholders is needed,” Higashi notes.