AI or KO: Is HR ever going to use intelligent technology?

ChatGPT was publicly launched almost 3 years ago. OpenAI turns 10 years old this year. GPT-1 and GPT-2 went largely unnoticed in the HR field. Fast forward to now: HR is scrambling for defining great use cases, finding high-value items to build, and cashing in on the promises we believed to be true, when we first saw generative AI tools. There is one major reason for this problem. We, as HR professionals, never actually left “consumption mode”. We are still hoping for someone to show us the light. But generative AI is a general purpose technology. We, in HR, need to be the one’s finding the light by understanding the technology, really understanding the employees’ pain points with our processes and offerings, and then crafting solutions that are tailored to these pain points.

And here’s the clou: HR can leverage ChatGPT as a key to more general AI competence. But only, if we start experimenting and applying the technology proactively.

I will share how I have done that.