At the heart of HR transformation lies the integration of new ideas, technologies and practices that enhance the efficiency and effectiveness of human resources management, Burcu Boyali, Global Senior Director, HR Process at JLL said to The HR Observer.

Boyali believes that HR leaders play a central role in driving this innovation by staying ahead of industry trends and embracing technological advancements that optimise HR practices.

Among these advancements is artificial intelligence (AI) which has emerged as a key enabler, streamlining processes, providing data-driven insights, and revolutionsing employee engagement. 

Yet, the implementation of AI within HR comes with its own set of challenges, from data privacy concerns to resistance to change. In this interview, we explore how AI is transforming HR processes, the hurdles organisations face, and the steps HR professionals can take to harness its full potential for the future.

What is innovation within the HR Industry? 

Innovation within the HR industry involves the introduction and implementation of new ideas, technologies, and practices that enhance the efficiency, effectiveness, and overall experience of human resources management.

The responsibility for driving innovation within the HR industry lies with HR leaders and professionals who are keen on staying ahead of industry trends and leveraging technology to improve HR practices. Witnessing the unfolding of this innovation requires an organisation-wide effort, with active participation from executives, managers, and employees.

To stay up-to-date with the market, an organisation needs to regularly assess industry trends, benchmark against competitors, and embrace technological advancements. Adopting a proactive approach, continuous learning, and investing in research and development initiatives help keep an organisation abreast of market expectations and evolving needs.

Given your background in HR transformation and process improvement, how do you see AI contributing to the evolution of HR practices?

AI can significantly contribute to HR practices by automating repetitive tasks, providing data-driven insights, streamlining recruitment processes, enhancing employee engagement, and enabling predictive analytics for effective decision-making. While it is not a necessity for all organisations, implementing AI can undoubtedly boost competitiveness, unlock efficiencies, and improve overall HR outcomes.

Similar to HR systems, AI can act as a catalyst for transformation in HR processes and systems. It has the potential to revolutionise how HR professionals engage with employees, analyse large volumes of data, personalise the employee experience, and identify patterns and trends. By leveraging AI, HR professionals can unlock new opportunities and drive strategic decision-making across the organisation.

What are the biggest challenges you have encountered or foresee in implementing AI technologies within HR processes? 

Implementing AI technologies in HR processes can pose challenges such as resistance to change, data privacy and security concerns, integration with existing systems, and ensuring ethical use of AI. Organisations can overcome these challenges by clearly communicating the benefits of AI, providing adequate training and support, addressing employee concerns, establishing robust data governance protocols, and staying aligned with legal and regulatory frameworks.

AI can be leveraged to enhance the employee experience and engagement by automating routine tasks, delivering personalised recommendations, enabling self-service options, and providing real-time feedback. 

Additionally, AI-powered chatbots and virtual assistants can offer instant support, helping employees with queries and simplifying HR processes. By integrating AI, organisations can create a more responsive and engaging workplace environment.

How do you integrate AI into the broader HR strategy at JLL? Can you share any specific examples where AI has significantly improved HR outcomes?

At JLL, we have started to integrate AI into our broader HR strategy by leveraging AI-powered tools and technologies across various HR functions at a wide spectrum from talent acquisition to time and absence management.

These systems not only eliminate manual data entry and administrative burdens but also provide real-time insights, enabling us to effectively manage workforce planning and optimise our processes.

Additionally, AI has enabled us to enhance employee satisfaction and engagement by simplifying processes, and providing employees with further self-service capabilities for managing their HR-related needs.

Based on your experience and insights, what are the emerging trends in AI for HR that you believe will shape the future of the industry?

I believe that emerging trends in AI for HR include natural language processing, predictive analytics, machine learning algorithms for talent management, automated resume screening, sentiment analysis for employee feedback, and chatbots for personalised employee support.

Additionally, I think that virtual reality and augmented reality technologies are also emerging and hold the potential to transform HR training and development programs.

How can HR professionals develop the necessary skills and knowledge to effectively leverage AI in their roles?

HR professionals can develop the necessary skills and knowledge to effectively leverage AI by engaging in continuous learning and development programs focused on AI technologies, data analytics, and HR automation.

Creating cross-functional teams with data scientists and technology experts can promote knowledge sharing and collaboration.

Additionally, staying updated with industry publications, attending conferences, and participating in AI-focused communities can provide valuable insights and networking opportunities.