Ep 127: How AI is Impacting All Aspects of HR
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In today’s rapidly evolving business landscape, artificial intelligence (AI) is transforming every aspect of our lives, including the way we work. With AI’s influence on human resources becoming increasingly apparent, decision-makers and business owners need to stay ahead of the curve to harness its potential. In this article, we will explore the profound impact of AI on HR departments and discuss practical use cases that can drive efficiency, productivity, and workforce optimization.
The AI Revolution in HR:
AI has the power to revolutionize HR departments, enabling them to become more data-driven, strategic, and agile. By leveraging AI tools, HR professionals can automate administrative tasks, analyze complex data sets, and make insightful decisions that drive organizational growth.
Streamlining Recruitment and Talent Management:
Recruitment is a critical function of HR, and AI can streamline the process in remarkable ways. AI-powered algorithms can quickly sift through hundreds of resumes to identify the most promising candidates, saving valuable time and resources. Machine learning algorithms also enable HR professionals to predict future hiring needs and identify potential gaps in their talent pipeline.
Enhancing Employee Engagement and Retention:
Employee engagement and retention are vital for any organization’s success. AI-powered sentiment analysis tools can gauge employee satisfaction by analyzing their inputs, surveys, feedback, and even social media posts. This valuable insight can help HR departments identify issues and implement proactive measures to improve employee experience, boost morale, and enhance retention rates.
Empowering HR Leaders as Change Agents:
HR leaders play a pivotal role in driving organizational change and adoption of AI technologies. It is essential for decision-makers to foster a culture of innovation and actively champion the benefits of AI. By showcasing success stories, providing adequate training and resources, and addressing any concerns or misconceptions, HR leaders can inspire their teams to embrace AI as a valuable tool for progress and efficiency.
Navigating Legal and Ethical Considerations:
As with any transformative technology, incorporating AI into HR practices requires careful consideration of legal and ethical boundaries. HR departments must ensure privacy regulations are upheld when handling sensitive employee data. Thoughtful implementation of AI tools should be done in tandem with human expertise, recognizing that AI can augment human capabilities but should not replace them entirely.
The Future is AI-Enabled HR:
As AI continues to evolve, its impact on HR departments will only become more significant. Platforms like Workday are already integrating AI technologies to provide rich analytics, predictive capabilities, and creative off-the-shelf solutions. Embracing AI in HR is no longer an option but a necessity to stay relevant and competitive in the ever-changing business landscape.
Integrating AI technologies into HR departments holds immense promise for businesses across industries. By harnessing the power of AI in recruitment, talent management, employee engagement, and skills development, organizations can drive efficiency, productivity, and innovation. HR leaders must step into the role of change agents, effectively communicating the value of AI, training their teams, and navigating legal considerations to maximize the potential of this transformative technology. Embracing AI in HR is not just about staying ahead; it is about reshaping the future of work.
Topics Covered in This Episode
1. Exploring the Role of HR and AI
2. AI for HR Analytics and Documents
3. HR as Change Agents for AI Adoption
4. Implementing AI in HR
Jordan Wilson [00:00:18]:
How is AI going to change the human resources department? You you know, we kind of talk about this on the show, at different times and, you know, what even HR’s role should be, or Should human resources be the ones pushing, for AI to be used? Should they be pushing against it? And how might artificial intelligence even change the role of HR in an organization. So if you care about that, if you wanna know about that, today’s show is for you. So welcome to Everyday AI. My name is Jordan Wilson, and I am the host. This is your daily livestream, podcast, and And free daily newsletter helping everyday people like you and me not just understand AI, but how we can keep up with it. Right? So it’s not just about using all of these tools and all of these techniques, but it’s asking the big questions like, hey. How might AI affect My my department. How might HR change in the future? So very excited for our guests, today.
Daily AI news
Jordan Wilson [00:01:21]:
But before we get into that, Let’s first do what we always do and talk about the AI news. Alright. So there is a rising threat That terrorists may use AI in new ways according to intelligence leaders at a recent recent conference. So the chiefs of the BI and Britain’s MI five expressed concerns about the threat of AI and terrorist activities at a Five Eyes Alliance techno, technology conference in California. So, obviously, AI technology adds a new level of threat to terrorist activities as seen in the use of AI to amplify propaganda and find, vulnerabilities in and Infrastructure security. Right? So, just kind of, new development and, you you know, people aren’t really talking about this a lot, but I think that’s An important one. So, make sure to check out more in the newsletter about that as well. Alright.
Jordan Wilson [00:02:11]:
Next piece of AI news. So and Popular talk show host, Jon Stewart, is apparently out, of his show because of comments and disagreements about AI. So this, was on the Apple, streaming platform, and Apple has reportedly canceled, the show, which is called the problem with Jon Stewart. It’s kind of funny that that’s the name of the show, and now there’s a problem with Jon Stewart. But this announcement came, as Apparently, there were creative disagreements over a planned episode, about AI and China. And, Apple reportedly had concerns about the show’s guests And discussions on artificial intelligence in China ultimately resulting in the show being halted. Alright. Last but not least In AI news.
Jordan Wilson [00:02:54]:
So, IBM is reportedly stepping up its chip game. Right? We always talk about chips here on the show because it’s actually very important. You know, we have these, these GPU chips that are not just powering generative AI, but kind of responsible For the US economy in ways. But, IBM has developed a brain inspired computer chip called North Pole That integrates processing and memory leading to faster and more efficient AI. So not a brain chip, but a brain inspired, computer chip. So the chip has 256 computing course with their own memory and is wired in a network similar to the human brain. So I don’t speak chips. I don’t know if 256 computing course I mean, that sounds like a lot, but, regardless, you know, NVIDIA has been really running away, in in this GPU, chip race, so to speak.
About Thiébaud Groner and Braxton International
Jordan Wilson [00:03:46]:
So IBM is is reportedly, you know, making some splashes, today with this new announcement. And, again, Even even you know, a lot of the generative AI that we’re using right now is because of advancements in these chips. So you gotta keep an eye. You gotta keep an eye on it, but you didn’t come here to talk about chips with me. Maybe you did. But thank you for everyone joining us live. But we are here to talk about how AI is impacting All aspects of HR. So, please help me help me welcome to the show our guest today.
Jordan Wilson [00:04:16]:
So Please, give a warm everyday AI. Welcome to Thiébaud Groner. He is the senior manager of HR mergers and acquisitions at Baxter International. So, Thiébaud, thank you so much for joining.
Thiébaud Groner [00:04:29]:
Thank you, Jordan, for having me. First of all, thank you for everybody, and, yeah, looking forward to discuss AI with you today, Jordan.
Jordan Wilson [00:04:35]:
Absolutely. Hey. And as a reminder, thank you. Thank you, everyone, for joining us. You know, this is a live show. People people sometimes don’t realize that, but, you know, Brian saying good morning From Minneapolis, Mike saying good morning, community. Thank you everyone for for joining. And Ben, big blue.
Jordan Wilson [00:04:52]:
Alright. Cool. So What questions do you have about AI and HR? If you’re joining us live, make sure to get those questions in. If you’re listening on the podcast, always make sure to check the show notes, come back and, You know, ask questions later. But, Thiébaud, just just real quick, tell everyone a little bit of about what you do kind of, working in HR In m and a at Baxter.
Thiébaud Groner [00:05:15]:
Yeah. Sure. So, I’m Thiébaud Groner. I’m French. I’m based in in Chicago. So I’m an HR professional, of course, of I worked in HR for more than than 10 years. I’ve had multiple roles in HR from HR business partner to project manager in different country, France, Belgium and no deal in the US, and I’m currently specialized, in m and a transaction, working acquisition, spin off, divestiture. And I’m basically the HR guy working those deal from an HR standpoint, making sure that we analyze the soft parts of the team, leadership, culture, and HR aspect.
Thiébaud Groner [00:05:50]:
And, of course, as you can imagine, I’m a deep believer into AI, Into in into intelligence artificial. And that’s why I’m here today with you, Jordan, to deep dive into it and how how we can understand the impact that AI will have in HR and in companies in general.
AI’s impact on HR
Jordan Wilson [00:06:05]:
Well, let’s I mean, let’s just start there. Let’s let’s start at the end maybe. So, you know, if we’re talking big picture, TMO, like, what is the, impact that you think AI will have on HR? Like, are are we talking maybe smaller HR departments in the future. Are we talking maybe HR departments that stay the same and just handle more because of generative AI? I guess, You know, in in what direction, you know, might this take, in the grand landscape of of things in HR?
Thiébaud Groner [00:06:35]:
Yeah. That that’s a great question. So it will impact The complete HR landscape. And not only the not only HR, but the complete company here. Because, of course, if we if we focus within the HR department, there is several use cases that will be that will be, use. And the main thing here, it’s about the productivity. We will have AI as a kind of supercharge assistant helping us to be to be better professional On on our daily task. So AI can help us on brainstorming aspect in HR, can help us on transactional activity.
Thiébaud Groner [00:07:05]:
So it will it will really be helping the full HR department on plenty of task. And we can deep dive on those use cases. Right, Jovan? But, It’s not really a quick chance. It would be a complete transformation of the landscape in the upcoming months years, thanks to AI.
Jordan Wilson [00:07:21]:
Yeah. Yeah. And and and let’s let’s do that. Let’s talk about some of these, you know, business use cases because, you know, again, I’ve I’ve never worked in HR, but, you know, my my thought, anyways, Thabo, of of HR is it’s a group of people who are just, You know, drowning in in documents. Right? Just, you know, reading through all these policies, creating new policies, job descriptions. But it seems like, for the most part, that so much of the role of of people who work in HR is is reading documents and writing and updating documents. Is that you you know, for those of us that aren’t really familiar with how HR departments work, Is that, you know, is that a big bulk of of what people in HR are doing?
Thiébaud Groner [00:08:05]:
I mean, it depends. Of course, in HR, you have a lot of function, but We don’t just read document as you can imagine in HR. There’s a lot with HR. We are change of expert, project managers. So it’s not not just about the document part, the compliance part. And usually people do think about HR, about compliance part, reading document, hire, or fire. But, no, it’s not only that. It’s about managing project, Changing behavior, being changed agent within within the, within the company.
Use cases for AI in HR
Thiébaud Groner [00:08:32]:
So it’s not just about that, but let me provide you some quick example I like that I’m actually Am I not using or some HR colleagues of mine, in my network are using with AI? So one cool very concrete example we can use is, for example, the employee survey. So, of course, as HR, as you know, we do need to take a pulse of how employee are feeling, how employee are engaged within the company. You know? That’s something you want to know as HR, And we do have tools for that, providing us feedback, asking question to employee. But sometime, you need to go in-depth. You know? You need to go deeper into data, and you end up Not necessarily using the tool you have, but simply downloading the next set. Right? And you want to really deep dive into this this data. That could take you hours If you want to specific package specific groups or specific function. So what you could do here, you could simply use generative AI.
Thiébaud Groner [00:09:21]:
You could use Chargebee team To simply do the analysis for you. I know a funny story that one of my friend was telling me, yeah, but on You can’t just copy past the Excel in there. Actually, you can. You can just copy past the table, and that’s it. And it will do the analysis for you. Of course, you should not take the final. You should make it yours. You should fine tune it.
Thiébaud Groner [00:09:42]:
Right? But, you know, it’s very interesting, especially for large organization. For employee engagement survey, we have feedback from US, from Japan, from Germany, from Mexico, in different language. Will you do the translation? I I don’t think you want to do that. Right? So you’re using the tool. It will provide you the full analysis in few minutes Instead of few hours. And what’s interesting part, you can also ask for solution. Okay? So, basically, it’s doing it it’s doing the analysis for you. That’s great.
Thiébaud Groner [00:10:12]:
But then say, hey. Can you draft me an action plan on that? And you will get an action plan right after it. So that that’s you even get the solution. Once again, you should make it yours. Right? You should Adjust it as per an organization, but you’ll get you’re gaining a huge amount of time, and that will spike the quality productivity of HR people within companies. That’s one example, employee survey. Another example I like, this one is a bit more transactional. It’s about HR policies.
Thiébaud Groner [00:10:38]:
You you name it. And, let’s imagine that let’s take an example. We are back in 2020. Right? COVID is there, and you Jordan, as HR, you need to implement a daily working policy in your company. You can once again use not to do all the work for you, but to lay out the foundation. Right? To start the policy because you have it here on your mind, but you need to put put it on the paper. You can use strategy. Doing a prompt, Starting the document right this and and and gaining time once again.
Thiébaud Groner [00:11:08]:
So that’s how my friend or my my tech colleagues are using ChatpPT usually, In HR. So that’s 2 example using ChartGPT. Mhmm.
Jordan Wilson [00:11:17]:
Thiébaud Groner [00:11:17]:
have a third one, which is not used to not linked to ChartGPT. It’s about predictive analytics. And I really love this one. So, basically, you know, in HR, we’re using a lot of data to, for example, understand the risk resignation rates. You want to know If your employee are retained with your company or or while they are leaving, and, oh, you may have a 10% resignation rate in your company per year. But when you have a lot of data and you put those data into a data lake, right, you can you can use predictive Analytics, predictive data. And those data will provide you future trends. And they they they might tell you, hey, Jada.
Thiébaud Groner [00:11:55]:
Today, you have 10% recognition rate. But in the coming months, it will spike. It will go up to 18. What do you do? And in this case, you can anticipate. Right? Because if you know the information in advance, You can prepare accordingly. You can choose to hire temps, or you can choose maybe to focus on the existing employee and do some retention action to make sure they are staying in place. So at least maybe your turnover will not go will not go to 18 as mentioned by AI, but may stay to 10. So you you will you will be able to impact in a way the future Thanks to those predictive analytics.
Thiébaud Groner [00:12:28]:
And once again, in HR, for me, the best example is those estimation rates. Because you know that some people will leave because they want to take a job elsewhere. What can you do? And at least you know it in advance, thanks to AI. So, yeah, that’s few example here, Jordan, I could I could provide.
Jordan Wilson [00:12:43]:
Thibault, so many so many good examples there. So I I I do wanna follow-up on a couple of them. But as a reminder, if you’re just joining us now, in the middle, we have, Thiébaud Grenier who who’s the senior manager of HR mergers and acquisition at Baxter International. So speaking of that, like, This is something I guess I’ve I’ve never thought of, Tebow, but it it makes perfect sense. The international aspect of, you know, HR departments. Right? So, if you are working at a multinational, corporation, you know, the HR documentation, I I I guess, has to be, perfect. Right? Because, you know, even, kind of nuances in language at the HR level for an international company Can cause some problems. Right? So so maybe let’s let’s dive a little bit more into that, Tivo.
Jordan Wilson [00:13:31]:
Like, even just for the the translations And,
Thiébaud Groner [00:13:36]:
Jordan Wilson [00:13:36]:
know, setting those policy in different countries. I guess, number 1, how how is that done now? And number 2, By kind of, quote, unquote, handing that over to generative AI, is is that something that it’s kind of like, oh, yep. We can move forward with that, or are there kind of like risks, that you kinda have to keep in mind.
Thiébaud Groner [00:13:57]:
Yeah. That that’s a great question. So, basically, first of all, disclaimer. You need to make sure that before using AI, need to make sure that it’s okay internally from a from a legal standpoint, from a privacy standpoint to use AI, you know, in term of firewalls and and data privacy standpoint. So That’s the first thing to check, especially in big corporation, as you can imagine. But when this is okay, so, of course, this is depending by country. Those document may be different in Germany, especially in Western Europe. You know, the the law are very strict when it’s come to HR policies.
Thiébaud Groner [00:14:27]:
You don’t want to do any mistake When it’s coming to European laws. So first of all, HR is very deeply involved in the documents. So that’s why you you can’t and Fully delegated to AI, but you should still use AI to start the work with you, to drop the foundation of this work. So you may have some documents you want to to to change or to improve. I would use AI. I would use generative AI to do that. But once again, make sure that There is some firewalls when you use AI from a privacy standpoint, do not have any data leaks, and you should not Use it as a final document. Of course, p c a I as your assistant working on you, drafting something.
Thiébaud Groner [00:15:06]:
And then on this draft on this improved draft, You can build upon it, and then you can add your HR knowledge, your, labeler knowledge based on your country. And that’s how you use AI really as a and assistant to help you to draft better documents if you’re if you’re if you need to do that, but it’s not providing you providing you any final product. Right. So that’s really the the main difference from draft versus final product.
Jordan Wilson [00:15:32]:
Thiébaud Groner [00:15:33]:
course. So you should not delegate it completely. Right?
Ways AI can personalize employee experiences
Jordan Wilson [00:15:36]:
Of course. Of course. Yeah. That makes perfect sense. And it’s it is, interesting to hear, you know, from from the viewpoint of someone that is working at At an international company, you know, how transformative generative AI can be, to help solve some of those solutions. So I actually have a a great great question, here, from Ben. So, Ben, thank you for joining us and for this question. We actually have multiple questions from Ben.
Jordan Wilson [00:16:02]:
So, Ben m here. So, so Ben asking, how do you see AI helping provide more personal experience for employee experience? Because I I feel that’s always something that HR departments, you know, they have to keep kind of upping their game. You know? What’s the employee experience? What’s the onboarding experience? So, you know, how can generative AI help in in that aspect?
Thiébaud Groner [00:16:24]:
Yeah. That’s that’s a thank thanks for the question, Ben. So there there is many point where HR can help here, But let me provide you, a very common one. So as as a newcomer in the company, you may need to look for a lot of information. Right? You ask either asking your manager or asking your HR department about something. And in some case, they know where the information is, sometime not. So this is what edge HR can help you into into the personal experience. Let’s imagine that tomorrow, you you implement a chatbot within your company.
Thiébaud Groner [00:16:54]:
This chatbot could help you to find information very quickly in a very pleasant way. Right? You are looking for that document. It it will completely Provide you these documents, first of all, so you will you will get it. And then based on your on what you’re asking, the same chatbot can also propose you some other Suggestion. Right? So they can kind of anticipate what you are what you will need in the future. You made a. You might need this. You might need this training.
Thiébaud Groner [00:17:18]:
Right? So thanks to AI in the company, it can both answer your need and also suggest you what you what you could do. Right? Hey. You just come here. It’s been 3 months in the company. Welcome. Maybe we it would be great great for you to do this leadership training online. Right? AI can serve suggest it to you. So that’s why we should we should use AI typically for for chatbots in this case and and also generativity in general, chativity.
Thiébaud Groner [00:17:44]:
But this is how it can help you, and for me, it’s more about the anticipation and the suggestion to new employees about, hey. Just came here. We would suggest you to do that, to do this. Oh, that’s a great idea, and you do it. So that’s how I I I would see it, from a personalized Experience way is more about the the suggestion that you could you should receive from, from AI tools.
Jordan Wilson [00:18:06]:
I love that. Yeah. It’s it That is something that, I don’t I I don’t know, Thabo, if if if people, you know, truly tap into generative AI for those types of use cases where, you know, I think people are always like, oh, we can create more documents. We can create more content, which is great. But the ability to personalize things at scale, I believe is such an untapped, use case for generative AI. Another another great question. We have we have so so many great questions here, Thiébaud. So let’s get to another one.
Using AI to flag issues
Jordan Wilson [00:18:37]:
So Ben asking, you know, are you using AI to flag and help leaders address corporate culture or fit issues? So so maybe let’s just talk about this big picture in general. So, you You know, because I know all HR departments are a little different, but is this a a a use case for HR departments to flag and help leaders address corporate culture or fit issues?
Thiébaud Groner [00:18:57]:
Yeah. Completely. Completely. And, and I can provide you the 2 2 2 complete example you can use on the on the corporate world. And, actually, I I I love those examples. So you may you may have, you know, a fit issue in the department or a performance issue in the department. Right? Or maybe You believe that this department could do better in term of productivity. What you could do here is that you could try to equip The employee of this specific department with AI and train them with AI, and then you could see basically the the the the results, the outcome in term of productivity.
Thiébaud Groner [00:19:29]:
And I would say most likely that productivity may spike because of AI. So that could be a way of using AI and and seeing rigid of AI within within your company. Another example I like, especially in the corporate world today, is that you may you may want, for example, to hire someone from outside. Right? You may want to hire someone. Today’s market, it it may it could be very difficult to find the right talent. You may be looking for someone for 5 months, 6 months and not being able to find the right fit. So what do you do? There is another way to tackle this problem. You can basically invest on the existing employees, Equipping them with AI.
Thiébaud Groner [00:20:06]:
Once again, training them training them with AI, and then, potentially, their productivity could spike. That productivity could increase so much that you may not need you may not need this external balance by investing in AI internally. So you’re actually the problem. So that’s a way how you could use AI to to address an issue you might have in the in the corporate in the corporate world. So, yeah, That’s typically what I would do. And in term of culture as well, it’s very important to as HR to act as a change agent. Right? Because You are you’re you’re saying, Ben, a corporate culture issue. You want to make sure that as a HR, AI is embraced internally.
Thiébaud Groner [00:20:45]:
Right? And to embrace AI internally, you have to provide some success story. You have to inspire people. So to address this issue, you have to come up Some success story could be within HR. It could be marketing, but you have to provide the store those the stories. Right? Then when you do that, people will grasp why AI is important. They will grasp why there’s another value of using AI. So that’s why it’s extremely important to provide visibility on those success story. And that’s all step by step.
Thiébaud Groner [00:21:14]:
You will be able to address some potential future issue you have internally.
Jordan Wilson [00:21:18]:
I love it. I love it. Hey. So many good questions. We got more. Here we go. So, Josh, I love the questions today, y’all. So Josh is asking, how will HR systems like, SAP SuccessFactors, Microsoft, VIVEA.
Will AI applications get an AI update?
Jordan Wilson [00:21:32]:
Sorry if I’m, if if I’m not getting these names right. In Workday, impact the way AI shows up for corporations. You know, Josh, I love this question because, you know, Thiébaud, like, there’s all of these AI systems built for specific departments. Right? Like, Gen AI systems for marketing, Gen AI systems and legal. So are we going to see, kind of these, systems or these, large, kind of HR, applications, adapt AI in a big way. And if so, how will it how will it impact, AI or HR operations?
Thiébaud Groner [00:22:04]:
Yeah. Thanks a lot, Josh, for the for this question. And, let me provide you a very concrete one on the Workday aspect. Just a bit earlier, I talked about and Predictive analytics. Right? Today, if you want to do predictive analytics, you have to do you have to build an enterprise data hub, which is very expensive. Right? You have to have a data lake Well, you load all your internal data, financial data, HR data, simulation, and so on. So that could be very expensive. But thanks to AI, and if if you take the example of Workday, you might not have to invest in a complete enterprise of the hub.
Thiébaud Groner [00:22:35]:
Workday will provide you, thanks to AI, and Some creative analytics of of the shelf. Right? So that’s how you that’s how you can be impacted. If you use Workday today, And, of course, if you build share the right model for it, it can simply provide you rich analytics like this, which was not possible in Workday few years Before. You know? So so that’s how AI will directly impact the landscape. All of those module, all of this company, they will have to have this AI module. What they’re doing today? And you know what they are doing in terms of predictive analytics is impressive. Once again, some example I provide you, but they they will be able to tell you, hey. Your your resignation rate We’ll we’ll go up in the coming months.
Thiébaud Groner [00:23:13]:
Prepare accordingly. And before, only the large corporation with huge investment Could have that. You know? No. It will be as long as we have Workday, you will have you will be able to get this information. So it’s basically opening the the scope for everybody, In order to use AI. And, of course, you you talk about me for stuff, and I’m I’m sure you know it better than me, Jordan, but you there is copilot, right, coming coming soon. So When it comes to the PowerPoint, right, that will that will be a huge impact especially in the corporate world. When you have to do your truncation, instead of taking maybe 1 hour or 30 minutes might be 5 or 7.
Thiébaud Groner [00:23:46]:
Right? So that’s so HR will be impacted as well. But, yeah, on the on the world example, It will basically h, AI will be available for everybody in the upcoming months. Where in the past, It was more an elite thing. You know? So that’s how HR system will be impacted, especially for corporation.
More business use cases for AI in HR
Jordan Wilson [00:24:05]:
Thiébaud, I’m I’m glad you brought up Microsoft Copilot. You know, I’ve I’ve been dorking out and counting down the days. You know, I think, November 1st is when it’s, going to start to be rolling out. I’ve been telling people like, hey. If, like, if y’all thought chat gpt, like, you know, made a difference or if you’re impressed by its capabilities, it’s like, alright. Well, wait until Microsoft Copilot comes out. You know, people, like, if we can’t, I wanna kinda get back to the beginning and and kinda go full circle here. So, you know, talking about, in the beginning how, AI can can change HI departments, but but maybe let this go over maybe 1 or 2 more practical business use cases of, AI just kind of like not like easy wins, so to speak, but if if, like, if we have other HR leaders tuning into this, and they’re like, okay.
Jordan Wilson [00:24:52]:
This seems like something we can get going in our organization. What are those easier, you know, use cases where we’re going to get, a big return on our investment, a big time savings. What would those, you know, maybe, you know, 1 or 2 things be?
Thiébaud Groner [00:25:07]:
Yeah. That’s, Yeah. That that’s a great one. And On easy use cases. And that’s not necessarily not necessarily HR. It’s it’s spanning the full company here. It’s really about the daily operation. Right? You know, as HR, but also as marketing employee, as as as IT, finance, you have to do a lot of communication.
Thiébaud Groner [00:25:24]:
Right? You have send emails. You have to send communication. You have to do announcement. Right? And and those make them. Those take time to to write. Very use simple use cases is to train people on how how to do a prompt, right, in. But when I say a prompt, how to do it correctly? Because it’s easy to do To ask something to. Right? But you want to use the best of it, to take the best of it.
Thiébaud Groner [00:25:47]:
Right? So how to do a prompt? So What could be a good investment? Right? It could be about having your training on prompt engineering, how to use Chatterjee correctly, how to train it. And and then You will simply do a lot of communication things with your email, your announcement, and that will be that’s a very easy use case. Right? Very easy, but You will get a lot of time because you as you can imagine, announcement, communication, plantation, you’re spending a lot of time with that. If you know how to use Chativity, but, of course, you need to be trained. You need to know how to do a prompt properly, right, using the right guidance to the tool. So that would be a very u easy use case, right, And hope to do hope to do something.
Jordan Wilson [00:26:28]:
Love it. Hey. I I I feel I have to do this. Like, we have a free class that does this anyways, you know, our our prime prop polish. So, You know, if you are listening, if if you heard what Thiebaud said, it’s like, yeah. I need to learn how to prop properly. Just, you know, email email us, check your show notes, leave a Comment here, PPP. I’ll send you the information.
Thiébaud Groner’s advice on AI in HR
Jordan Wilson [00:26:46]:
So, Thiébaud, so we’ve we’ve we’ve talked about a lot here. We’ve talked about, you know, how AI can can help with your day to day business operations, how you can use, kind of, predictive data to tackle resignation rates, in and International HR. Right? So we cover so much, but maybe, you know, as we wrap up here, maybe what is that 1, piece or that one takeaway message that you hope that people, can can take away from our time here to really help them, use and and leverage, AR to to maybe change or, you know, improve their their HR operations.
Thiébaud Groner [00:27:24]:
Yep. Yeah. No. That that’s a that’s a great one. And what I would like to say here, it’s For HR, but also for leaders, you might you we might have today in the chat. Please, be the ambassador of AI in your company. And, of course, I I I I’m a deep believer at HR. These are the center of the of the organization, so that’s why they are well placed to do that.
Thiébaud Groner [00:27:43]:
But But it’s not only about using AI for the sake of using AI. It’s about changing the behavior. Right? Mhmm. And when you start providing success story on AI, When you say when when you showcase the added value of it, people will adopt it. Right? And when you adopt AI on a daily basis, you start to grasp more of it, and then it start to change your behavior. So I would I would really encourage my HR colleagues to be the change agent of AI, providing success story, but also Providing, let’s say, training training tools to the to the to the employee. For example, it could be about AI information, AI literacy, encouraging people to read, To inform themselves, to go in your on your podcast, for example, Jordan, you know, to to learn more about AI. That’s one thing.
Thiébaud Groner [00:28:23]:
The other thing is to use AI once again on a daily basis. Try to use on everything you do. Sometime it may be applicable, sometime not, but you use it on daily basis. Then you will grasp more about AI and to see more how you can use it. And once again, it’s not about using AI necessarily. It’s about the behavior. Mhmm. Then you will get you will get to a organization Knowing how to use AI.
Thiébaud Groner [00:28:47]:
And you might take the lead on the competitors. Right? Because I’m hearing some company that will implement a charge dbt version internally in 1 year from now. K. Great. But 1 year is a lot. Right? If you have another company implementing today, to imagine the the difference between this this company doing it today And you’re the 1 in 1 year. 1 year is 12 months is a lot. You want to do it today.
Thiébaud Groner [00:29:08]:
You want to change the behavior today. So please, as HR, as leader, Try to do the best as you can in AI to implement whether it’s or predictive analytics because you want your employee To be savvy in AI. You want your organization to be agile and efficient. So that’s that’s my key takeaway. And as HR, we need to be the chain judgment. We are the center of the of the company. Right? So we have to spread the word. We have to provide success story.
Thiébaud Groner [00:29:33]:
We have to inspire people of AI. And, of course, it’s not on HR. It’s together with the management, The CEO with IT, but at least we should influence. HR should influence, definitely.
Jordan Wilson [00:29:45]:
Write write that one down. My gosh. I love it saying, you gotta get after it today if you wait a year. It’s That’s that that’s too long. Right? I I love this, Thiébaud. Thank you so much for for joining us and and going over how AI is impacting all aspects of HR. We super appreciate your time.
Thiébaud Groner [00:30:03]:
Thank you, everyone. Thank you, Jordan. Thanks for having me.
Jordan Wilson [00:30:06]:
Alright. And, hey, as a reminder, everyone, There was a lot there. We always go over a lot. We bring on great guests like Thabo so we can go deep into all of these aspects affecting our daily lives. So make sure If you didn’t catch it all, don’t worry. Go to your everyday AI .com. Sign up for the free daily newsletter. We always recap, our like, what we talk about the topic for the day as well as everything else that’s going on in the world of artificial intelligence that affects you.
Jordan Wilson [00:30:31]:
So thank you for joining us, and we hope to see you back for another Everyday AI. Thanks, y’all.