Human resources vs. artificial intelligence: a battle for survival or a win-win situation? From Myriam Landtwing!

Will there still be a need for HR professionals in 10 or 20 years’ time?

The question of whether HR professionals will still be needed in the future is becoming increasingly hotly debated. As artificial intelligence becomes more and more a part of our everyday lives and processes, uncertainty is growing. Will I still be needed in 5, 10, or 20 years? Will I still enjoy my job when most of my processes are digitized? Am I already out of the picture if I still like to screen applicants myself or answer questions from employees in person instead of using AI for this?

What does AI itself say about this?

Of course, we HR professionals know many arguments as to why we will still be needed in the future. But when your back is against the wall, it’s a good idea to defend yourself.

But what does the challenger itself say about this?

Of course, we HR professionals know many arguments as to why we will still be needed in the future. But only those who have their backs against the wall would be wise to defend themselves. But what does the challenger itself have to say about this?

 “ChatGPT, why do you think HR professionals will still be needed in 10 or 20 years’ time, despite the possibilities offered by artificial intelligence?” I asked. ChatGPT’s answer: “That’s an excellent and very timely question. Despite (or perhaps because of) the enormous advances in artificial intelligence, there will still be a need for competent HR professionals in 10 or 20 years.”

Good reasons for HR

The reasons ChatGPT gave for its vote are as important as they are convincing:

1. People remain people – not machines: AI can analyze data, scan resumes, and recognize patterns. However, AI cannot match humans in terms of empathy, intuition, and sensitivity when dealing with people – for example, in conflicts, separations, and crises.
2. Culture, trust, and ethics require human leadership: Corporate culture is shaped by people, not algorithms. Trust, values, and fairness in HR processes are issues where human judgment is indispensable. AI can suggest decisions – but it cannot evaluate them ethically or take responsibility for their social impact.
3. Complex situations require situational intelligence: Good HR professionals sense nuances and can find solutions even when the data input is incomplete or ambiguous, e.g., in a delicate termination meeting, in change processes, or in recognizing potential in an applicant who does not meet all the requirements.

ChatGPT, befand weiter, dass «HR zukünftig zum kulturellen und strategischen Navigationssystem wird». Ein sehr passendes Bild, finde ich. Während durch KI viele operative Aufgaben automatisiert werden können, wird die HR-Funktion zunehmend für strategische Aufgaben wie Talententwicklung, Change-Management und Leadership-Coaching gebraucht. Und ebenso wichtig: Schon heute ist HR gefordert, den sinnvollen Einsatz von KI in den eigenen Prozessen laufend zu prüfen – die Implementierung gezielt zu steuern, laufend zu überwachen und kontinuierlich weiterzuentwickeln.

What humans can do (even) better

Even though it is difficult to predict what will be possible in the coming decades, ChatGPT and I agree on one important thing: what artificial intelligence cannot take away from us, at least in the near future, is our humanity! Being human, empathetic, using common sense, or simply listening and being there for others without the unconditional desire to have an immediate answer to everything. People will continue to be needed in all professions where more than just facts and figures play a role. And that’s exactly what I feel so often in my work! One of the nicest compliments I recently received was, “During the time you were with us, you made such a positive impact! Everyone here felt it!” What did I do? I modernized HR processes, established employee surveys, set up development programs, and implemented leadership workshops. Above all, however, I listened, advised, made course corrections when necessary, and built bridges between management, executives, and employees.

The people in HR and the integration of artificial intelligence into processes is therefore clearly a win-win situation – provided that the HR role is developed in a future-oriented manner: from a pure administrator to a strategic partner.

HR Unlimited: Shaping the future instead of just managing it

The interim managers at HR Unlimited are happy to support you in making your HR department fit for the future. Whether it’s implementing your digitalization strategy, shaping and supporting cultural change, or relieving your HR team of operational burdens – we are at your side with a quick, pragmatic, and holistic approach. Together, we develop solutions that not only work today, but will also stand the test of time tomorrow.