Overview

ChatGPT can help HR practitioners to be more knowledgeable and to be more nimble.  It provides an opportunity if we can use ChatGPT in a way that helps the company be more successful but does not cause employee relations issues.

ChatGPT is a generative AI chatbots that can help HR professionals with many tasks, from writing job descriptions to sourcing vendors to conducting market research on compensation. 

It does have its drawbacks, however and the challenge to HR is to not only be aware of it but make sure our management understands it as well.

ChatGPT generates content by “scraping” the internet, so responses can be littered with errors just as many sites on the internet can be faulty. Yet those mistakes are still delivered in a confident format by the program and unlike a Google search, it doesn't show you the source of the information.

On the plus side, ChatGPT or any generative AI can be used for a variety of HR functions including:

• Compose and respond to emails.
• Handle most employee queries through a virtual digital assistant and deal with HR-related questions & answers in an interactive manner.
• Write job descriptions and policy manuals, and update them.
• Use AI chatbot-driven recruiting and applicant tracking systems (ATS) to scan resumes for keywords, manage recruitment communication, screen candidates and prepare a shortlist, interview candidates, conduct assessments, and answer questions. Similarly for job applicants, ChatGPT can write cover letters, materials, and other tasks related to job applications.
• Augment employee onboarding.
• Draft training manuals.
• Provide just-in-time interactive training.
• Preparing instructional materials (cases, assessments, questions).
• Document workflow processes.

On the negative side, however, there are several issues that must be addressed as part of our usage. These include:

• Lack of accuracy and lack of source material.
• Algorithms contain human biases including cognitive, database and societal biases. 
• No links or references to the sources of materials.
• Privacy and transparency concerns, especially in EU countries that have adopted the General Data Protection Regulation.
• It is not clear but there will be an impact on jobs. When you change the tools, you change the job.

These topics will be reviewed as part of this webinar.

Why you should Attend

For the last five years or so, human resource executives have been gradually coming to terms with the rapid growth of AI for critical tasks like evaluating job applicants or developing chatbots to answer basic employee questions.

But HR strategists experimenting with the much-hyped ChatGPT-the new AI search tool that can answer complex questions with instant, easily understandable responses-say people managers have no idea what’s about to hit them. And they need to get ready quickly.

How is ChatGPT different from the AI-powered tools HR has started growing accustomed to using? For one, it’s been trained with an extensive data set and has the ability to produce detailed, human-like responses—influenced by its recall of the entire conversation-to both simple and complex requests.

Indeed, there’s no major HR function that early ChatGPT adopters don’t expect to be radically affected by the new technology. For example:

• Recruiting: Sackett says the speed at which the tool can read and evaluate content will help talent acquisition teams more quickly and fairly evaluate an entire batch of job applicants-and thus identify top candidates whom human evaluators might have missed because of bias or other factors.
• Compensation and pay equity: ChatGPT is going to be leveraged for its predictive power when it comes to the impact of pay practices on the business. Explains Sackett: “The moment someone puts in a pay increase or makes an offer, this will say, ‘This is going to cause pay equity issues down the road.’
• Employee wellness and safety: Sackett envisions a scenario in which ChatGPT could assess a worker seeking assistance for personal problems, and discern from that employee’s emails or online searches whether they actually pose an even greater risk of harm to themselves or to others.

But strategists insist the long-term reality will prove more complicated. Just like with earlier disruptive technologies—such as the internet—the new technology may create at least as many jobs as are abolished, and possibly more.

This webinar will examine how HR can use AI effectively while also being careful with inappropriate or inaccurate use.

Areas Covered in the Session

• What is ChatGP and Artificial Intelligence?
• What are the risks of ChatGPT?
• ChatGPT tools you can use right now.
• AI tools for the future.
• How to adapt ChatGPT to your HRIS 

Who Will Benefit

• Human Resource Managers
• HR Leaders at all levels
• Operational managers who have HR responsibilities
• Senior level Human Resource leaders