Three HR Strategies for Managing AI Disruption

This is a template to help editors create library articles. Detailed instructions for using this template can be found at library_template. The impact of AI on jobs and the workforce is more varied – and less certain –than the press coverage would have us believe.

1. Despite automation’s much-ballyhooed benefits, such as increased productivity and the end of workplace ennui, not all employees loathe routine work, nor do they all care to awaken their inner Picassos as AI automates mundane tasks.
2. It will fall to HR to match the strengths and weaknesses of human employees with the machines they work alongside. This begins with HR awakening employees to not only the qualities that make them distinctly human (think empathy and critical reasoning) but to recognizing the ways that these qualities can complement and draw greater value from AI.
3. As AI becomes more integrated into everyday work, HR leaders should serve as advocates for employees. On one hand, HR must shift from treating AI as a bolt-on technology to viewing it as a member of the workforce with the power to redefine responsibilities, influence co-workers, and change the nature of work.

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