In our third and final blog in our AI in HR technology blog series, we speak with Alex Miklin, Senior Vice President of Industry and Technology Solutions, about the role HR professionals can play in an AI-engaged world and how they can prepare for the future.

The Role of HR Professionals in a Tech-Enhanced HR Environment

HR professionals remain integral to the daily operations of companies. Their human-centric skills, like empathy, relationship-building, and nuanced decision-making, remain indispensable. In many cases, AI proves to enhance the decision-making process, especially as it relates to compensation lifecycle management, providing a clearer picture of data insights and visualization to enact changes that positively impact the organization.

“As [AI] relates to compensation, I think likely one of the things that I would expect to happen is around data visualization,” Miklin says. “If you’re a comp analyst, you want to be able to see how your data is being built into certain graphs and charts to understand how you’re paying your employees.”

Miklin adds this might look like pay-for-performance data that includes points such as:

  • Quarterly performance ratings vs internal/external benchmark data attributes
  • Business unite and organization KPI achievement
  • Skills/competency data vs job level and DE&I evaluation components 

With AI, these comparisons can easily be tracked and demonstrated, something that isn’t readily available with out-of-the-box reporting currently. “Where I see AI playing a big role in the compensation space is being able to normalize this data and provide visual recommendations to drive business outcomes.”

Preparing for the Future

“AI gives us the ability to introduce efficiency into existing business processes. AI should (likely) never be viewed as a replacement for a system or group of people but really something that can be used to augment or re-invent a current business process,” Miklin says.

At present, HRSoft is actively engaged in product research with a number of different AI technologies. Their focus is on exploring innovative applications for AI, particularly in automating the onboarding process and developing sophisticated data visualization tools. “We’re taking a very methodical approach,” Miklin says. “To ensure that our customer’s data is secure and the outcomes that we provide are truly useful and not just powered by AI without much of a strong value proposition.”

Undoubtedly, HR departments will increasingly harness AI for automation, analytics, and other regimented tasks. However, throughout this process, it’s important to emphasize secure AI deployment, transparency, and upskilling AI tool capabilities, as these will be pivotal for success in this evolving landscape.

AI’s role in HR, highlighted by Alex Miklin, enriches decision-making, especially in compensation management. HRSoft’s careful AI exploration prioritizes security and value. “Embrace AI, embrace with caution, and embrace with purpose, ” Miklin says. Delve deeper into HRSoft’s opinion of AI’s impact on HR software.