Elevate Your AIQ

Sarah Katherine Schmidt and Bob Pulver explore the intersection of AI and HR, focusing on performance management, trust in AI tools, and the evolving expectations of a multi-generational workforce. They discuss the importance of continuous feedback, continued human involvement in recruitment, and the need for data-driven insights to enhance talent management and workforce planning. The conversation emphasizes the potential of AI to improve employee experiences while maintaining a focus on human agency and trust. Sarah Katherine and Bob discuss the importance of hiring practices that focus on objective criteria rather than personal biases, the challenges of organizational transformation, and the emotional responses individuals have to change. They emphasize the need for AI literacy and responsible use of AI tools, highlighting the importance of training and policies to mitigate bias. The conversation also touches on the interplay between data literacy and AI literacy, advocating for continuous education and critical thinking in the use of AI technologies.

Keywords

AI, HR, performance management, customer experience, workforce planning, talent development, employee engagement, generational differences, data-driven insights, trust in AI, AI, hiring, transformation, emotional response, AI literacy, responsible AI, data literacy, change management, bias training, organizational change

Takeaways

• AI enhances performance management by promoting agile processes.


• Trust in AI tools is essential for successful HR integration.


• Feedback frequency is shifting towards continuous rather than annual reviews.


• The candidate experience is crucial for attracting talent.


• Generational differences impact employee expectations and experiences.


• AI can help reduce biases in performance evaluations.


• Investing in talent development is key for organizational success.


• AI tools can streamline HR processes and improve efficiency.


• The future of workforce planning relies on comprehensive data integration.


• Emotional responses to change can impact engagement.


• Organizations must foster AI literacy among employees.


• Bias training must evolve to include AI considerations.


• Policies on AI use are essential for responsible implementation.


• Continuous evaluation of AI tools is necessary.


• Data literacy is foundational for effective AI use.


• Curiosity and education about AI should be ongoing.

Sound Bites

• "Trust in HR around AI still needs to be built"


• "Candidates desire feedback, not ghosting"


• "Understand the emotional response to change."


• "We need a whole new lens on bias training."


• "Responsibility by design is crucial."


• "You can't just grab any shiny object."


• "Let's not set the bar at just good enough."

Chapters

00:00 - Introduction to AI in HR

02:48 - The Evolution of Performance Management

05:47 - Building Trust in AI Tools

08:53 - The Human Touch in Recruitment

12:07 - Navigating Generational Differences in the Workforce

15:02 - Data-Driven Insights for Talent Management

17:55 - The Future of Workforce Planning

20:51 - Leveraging AI for Talent Development

25:52 - Hiring Beyond Bias: The Need for Objective Criteria

27:06 - Navigating Transformation: Challenges and Opportunities

29:51 - Understanding Emotional Responses to Change

33:30 - AI Literacy: Empowering Organizations and Individuals

35:49 - Responsible AI: Training and Policies for Ethical Use

38:53 - Evaluating AI Tools: The Importance of Critical Thinking

46:52 - The Interplay of Data Literacy and AI Literacy

Sarah Katherine Schmidt: https://www.linkedin.com/in/sarahkatherineschmidt

PeopleLogic: https://peoplelogic.ai

For advisory work and marketing inquiries:

Bob Pulver: https://linkedin.com/in/bobpulver

Elevate Your AIQ: https://elevateyouraiq.com

Thanks to Warden AI (https://warden-ai.com) for their sponsorship and support of the show! Warden is an AI assurance platform for HR technology to demonstrate AI-powered solutions are fair, compliant and trustworthy.