The Role Of Generative AI and Large Language Models in HR | Josh Bersin

This new article by Josh Bersin shares seven use cases for how generative AI tools have the potential to revolutionize HR and various talent practices. Generative AI (e.g., ChatGPT) and Large Language Models can index, categorize, and cluster billions of “tokens,” which include words, phrases, numbers, and even code, to find patterns and predictions you can query. These capabilities provide a way to analyze, summarize, and infer meaning from various sources of information. A few HR use cases include 1) creating content for job descriptions, competency guides, learning outlines, and onboarding and transition tools, 2) creating skills models, experience models, and candidate profiles for recruiting, and 3) analyzing and improving pay, salary benchmarks, and rewards. I believe performance management (PM) and feedback are a use case with much potential. Generative AI can scrape vast amounts of information—performance goals, development objectives, feedback surveys, etc.—and take a first pass at organizing information for managers and workers to reflect on. These tools aren’t intended to replace managers’ and employees’ roles in PM but to help augment human capability in delivering more effective PM. And since PM is a core talent practice used across the entire organization, this use case—when used correctly (i.e., must be done ethically, provide proper guidance, manage risks, etc.)—can lead to greater effectiveness and efficiency and unlock capacity. What use cases will you begin to test and experiment with as part of your HR strategy? As a bonus, here is a new article from Boston Consulting Group, The CEO’s Guide to the Generative AI Revolution, which addresses short and long-term considerations for generative AI.