Stacia Garr - HR Tech 2024 - Can AI Deliver on Its Promises for HR?
HR Data Labs podcast
Deep Dive
Why are recent HR technology acquisitions more about data than technology?
Recent HR technology acquisitions are more about data because the current focus is on the data gold rush, especially with the rise of generative AI. Vendors are looking to access and leverage large datasets to train and refine their models, which public datasets often cannot provide adequately.
Why might benchmarking in HR become less relevant?
Benchmarking in HR is becoming less relevant because modern analytics provide more detailed and specific insights for individual clients. These insights are often more actionable and tailored to a company's unique needs, reducing the reliance on broad, industry-wide benchmarks.
Why is there a disconnect between vendor and customer expectations for AI in HR technology?
There is a disconnect between vendor and customer expectations for AI in HR technology because vendors often overpromise the capabilities of their AI solutions, while customers find that the technology does not deliver as expected after deployment. This leads to a drop in perceived value and satisfaction over time.
Why might 2025 be the year HR embraces AI, but only in limited areas?
2025 could be the year HR embraces AI, but only in limited and low-risk areas due to ongoing concerns and the need for cautious adoption. HR is likely to adopt AI in specific, well-defined tasks where the technology can provide clear benefits without significant risks.
Why might agentic AI be a promising area for HR technology in the near future?
Agentic AI is promising for HR technology because it can handle repetitive and mundane tasks efficiently, reducing the workload on employees and improving accuracy. These agents can be specific to a given task and can work together to handle more complex processes, potentially leading to significant productivity gains.
Why are large action models the next big leap in AI for HR technology?
Large action models are the next big leap in AI for HR technology because they can reason and make decisions more autonomously. Unlike agents that perform single, pre-trained tasks, large action models can adapt to a broader range of scenarios, potentially revolutionizing how HR processes are managed and optimized.
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