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Business leaders identify HR as ripe for disruption by AI
Business leaders identify HR as ripe for disruption by AI
Amidst tough economic conditions, business leaders see the potential for AI and automation to revolutionise HR and make businesses more efficient. But leaders will only be successful if they keep HR’s human touch. That’s according to new research from Personio, which surveyed 500 C-suite level executives and 1000 HR decision makers at SMEs in the UK and Ireland. The data reveals that with nearly three quarters (74%) of business leaders reporting there is a need for their business to become more efficient and productive, two thirds (66%) believe AI and automation have a lot of potential to deliver this within the HR department.
Three in five (60%) business leaders intend to incorporate more AI and automation into their HR department in the next 5 years. And, in light of recent technological advances with generative AI, like Chat GPT, a similar number (61%) even believe HR will be taken over by AI in the future.
However, these sweeping statements about the future of HR may be a symptom of a basic misunderstanding of the value that HR teams deliver to organisations. In fact the survey uncovered a clear knowledge gap, with two thirds (67%) of business leaders admitting they’d like to have a better understanding about what their HR team does.
Ross Seychell, Chief People Officer at Personio, comments: “Emerging technologies such as generative AI tools, like Chat GPT, have the potential to revolutionise workplaces, and the HR department is no exception. But will HR be ‘replaced’ one day by AI? I certainly don’t believe so, and the business leaders that say it is possible are short sighted and worryingly misinformed about the role that effective HR plays in businesses. Instead we can expect to see AI make HR more important, by allowing a hard-pressed department to focus more on business critical issues like building a great culture or solving retention challenges, while new technology will make admin tasks more efficient.”
It’s not just business leaders that predict the growth of AI and automation in the HR department. HR managers themselves can also see an increasing role for digital tools like AI and automation to change the HR function, and many feel uncertain about what this means for the future. Two fifths (43%) say they’re worried they’ll lose their job as more of the HR function is automated.
The good news is that nearly three quarters (73%) of business leaders say HR will be more important to the business in the future. And there is a clear opportunity for HR departments to harness AI and automation to free up time to focus on supporting businesses with long term goals – something that is recognised by almost two thirds (64%) of HR managers.
Seychell continues: “Business leaders tell us that HR is only set to become more important in the future, not less. But despite this, and the importance of the function over recent turbulent years, they also admit they don’t fully understand where the role begins and ends. This challenge needs to be met head-on. HR teams will only be able to unlock their full potential if they continue to work with business leaders directly to show them the value they can bring. Meanwhile, leaders must focus their time on understanding the true value of great HR teams – after all, people are the most important, and often most invested, asset in an organisation.”
ScottishPower reveals new ‘BOOMERANG’ employment trend with former employees enticed back by green jobs
ScottishPower reveals new ‘BOOMERANG’ employment trend with former employees enticed back by green jobs
New research from ScottishPower identifies a trend of ‘boomerang employees’ returning to previous jobs as the UK labour market stabilises – with half (47%) of people considering returning to a past role.
The research conducted by YouGov suggests that the grass isn’t always greener when it comes to changing jobs, with two-thirds (63%) of those who regret leaving a job confessing their new role isn’t what they expected it to be. A third (34%) miss the people they worked with.
ScottishPower is welcoming former employees back as part of its biggest ever recruitment drive, with up to 1,000 green jobs on offer as part of the company’s record £10billion investment into the UK. The roles range from accountants and project managers to ecologists and engineers. They are all key to meeting the nation’s ambitious climate goals and are open to previous employees as well as new recruits.
Sarah McNulty, HR Director at ScottishPower, said: “These new findings show there’s no issue in making a comeback at an old employer. A surprising number of people are returning to their former workplace, either slotting back into their old job or using the skills they’ve picked up in the time since leaving to take on a new challenge.
“In the last three years the workplace has changed fundamentally. We now have greater flexibility in how and where we work, so it makes sense that people are looking back at old jobs with a fresh perspective.
“Priorities have also shifted, with more and more employees now seeking out roles that let them make a difference. As the first integrated energy company to move to 100% renewable energy, ScottishPower is at the forefront of the UK’s race to net zero and we’re actively recruiting for the right people to join us on that journey.
“We have roles available for candidates at all stages of their career – we want to hear from anyone who is passionate about creating a better future, quicker, for everyone.”
One ‘boomerang employee’ who left ScottishPower to try out pastures new before deciding to return is former graduate trainee Lesley Henderson, who recently re-joined ScottishPower as a Senior Manager after taking 12 years away from the business.
Lesley said: “It’s natural to want to try something new, particularly in the early stages of your career when you’re keen to see what else is out there.
“I left my previous role in ScottishPower’s Internal Audit team over a decade ago. Since then, I’ve worked for a range of organisations, lived overseas and even went back to university to get my MBA.
“All of this experience allowed me to build up a range of different skills and I recently decided to put them into practice, making the move back to ScottishPower in a new strategy position.
“The team welcomed me with open arms when I decided to return, so to anyone considering going back to a previous employer, I’d say go for it.”
With a shift in attitudes to employment since the pandemic, one in four (23%) people have changed jobs in that last three years. Almost a third (28%) reveal they were looking for a new challenge as only half (52%) of Brits feel like they’re making a difference in their current job.
Phoenix Group trio named as DE&I champions on Empower Role Model lists
Phoenix Group trio named as DE&I champions on Empower Role Model lists
Rakesh Thakrar, the Chief Financial Officer for Phoenix Group, has been named on the Empower Top 100 Executives Role Model list for his work in promoting social mobility, diversity, equity, and inclusion (DEI) in the workplace. In addition to Rakesh’s inclusion on the Executives Role Models list, Client Relationship Consultant, Rabya Aktar, and Business Development Manager, Imran Khan, were named on the Top 100 Future Talent list in recognition of their work in as co-founders ofPhoenix Group’s network for ethnically diverse colleagues, Mosaic, and their work to drive DE&I both in and outside the company, including work with Scottish government.
The 2023 Empower Role Model Lists, supported by YouTube, represents the wide range of impactful and innovative work being done by organizations across different countries and industry sectors supporting inclusion in the workplace. This recognition celebrates the diverse range of inspiring individuals who have made it their personal mission to removing barriers for ethnically diverse employees to help them on the pathway to success.
Phoenix has made great strides in the field of DE&I in recent years, it published its first Ethnicity Pay Gap report in April and is on course to achieve its targets to increase the percentage of staff who come from a black, Asian or ethnic minority background to 13% in 2023. It is also committed to increasing the number of women who hold senior positions in the business.
In addition Phoenix is committed to delivering change through its social mobility strategy and as a result of the work it has done to date has risen from number 41 to number 23 in the Social Mobility Index between 2021 and 2022.
The company’s social mobility strategy takes an intersectional approach across all disadvantaged groups, work includes ensuring recruitment adverts are free from bias, working with job centres to attract people from groups that are often excluded from employment, creating a programme to recruit over 50s from lower socio-economic backgrounds, supporting the 10,000 black interns initiative and, underpinning all the initiatives, having a data analysis programme to capture and assess diversity data.
Phoenix’s commitment to foster a diverse, inclusive, and equitable workplace includes a broad range of ongoing and emerging programs designed to attract, retain, and support talent at every stage of their career.
As part of the group commitment to specifically improving racial/ethnic diversity, equity and inclusion – we have created a DEI Project Lead – Race & Ethnicity role to bring a critical focus in ensuring the whole business can move the dial holistically in this space
“Embedding genuine diversity into an organisation is the right thing to do,” said Rakesh Thakrar (pictured), Chief Financial Officer of Phoenix Group, “However, it also makes good business sense by enabling businesses to improve their decision making processes, expand their understanding of their customer base and improve staff retention.
“Our commitment is to make Phoenix Group the best place anyone has ever worked and making DE&I a natural part of our day to day business will help make that a reality for all of our staff.
“We know we have more to do on this journey, but we are pleased with the progress we have made in the last year and I am proud to have been selected for inclusion in the Empower Role Models list for the work I have done to promote and expand DE&I at Phoenix.”
HR People Manager – Salary circa £50K p.a – EDINBURGH
HR People Manager – Salary circa £50k p.a. EDINBURGH
We are looking for an experienced HR professional to join our busy People Function.
You’ll be an experienced manager with a strong generalist HR background. As our HR People Manager, you’ll be responsible for managing a small HR team who provide professional advice, guidance and HR support to over 2,500 colleagues across multiple sites within Edinburgh and the Lothians. You’ll also provide advice and guidance directly to managers on the more complex HR matters that come up.
As our HR People Manager, you’ll have the opportunity to influence how we do things on a day-to-day basis while playing a pivotal role in shaping the HR services we provide to our colleagues and the wider business in general.
This role is ideally suited to someone who enjoys rolling their sleeves up and getting involved in all things HR related. You’ll have experience of advising on complex and/or protracted ER cases and experience of working in a unionised environment would also be helpful.
On a personal level you’ll be approachable, friendly and able to build sustainable working relationships. You’ll be CIPD qualified and take steps to keep yourself up to date with changes in employment law and good working practices.
If all this sounds like you then we’d love to hear from you!
Closing date – Sunday 21st May 2023 (Interviews anticipated week commencing 29th May 2023)
OUT TODAY – MAY 2023 Issue of Hr NETWORK Magazine
OUT TODAY – MAY 2023 Issue of Hr NETWORK Magazine
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
The Everyone Economy: One for all and all for one
Are your people policies fully inclusive so everyone can contribute to the success of the UK economy and your organisation? The Everyone Economy report by the CMI (Chartered Management Institute) underlines the importance of HR fielding and mentoring a fully diverse team to achieve these objectives. Andy Moore takes a closer look…
Also in the latest issue:
- The regular sections of the magazine include: Stats, EXTRA and The Bookshop
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Foreign Workers; Ex-offenders; Mergers & Acquisitions; New Technology
Click the front cover below to read the latest issue:
NEW VACANCY: Director of Human Resources and Organisational Development
Director of Human Resources and Organisational Development
About the Organisation:
National Services Scotland (NSS) is a national NHS Board operating right at the heart of NHSScotland providing invaluable support and advice at a strategic and operational level. NSS supports our stakeholders to deliver their services more efficiently and effectively and we offer shared services on a national scale using best-in-class systems and standards. Our priority is always the same – to improve the health and well-being of the people of Scotland. We do this by working in partnership with colleagues across Health and Social Care to deliver fit for purpose solutions and systems, delivering high quality services that help our stakeholders to free up resources so they can be re-invested into essential services.
The Post:
In this post you will lead, direct and inform the strategic direction for NSS from a workforce perspective, through developing and implementing a workforce strategy that will deliver the NSS strategy, vision and purpose. You will also provide executive and strategic consultancy to the Chief Executive of Public Health Scotland and ensure the provision of professional people and HR services to NSS and shared services stakeholders.
This role is instrumental in assisting the Board to make strategic workforce decisions, understanding its appetite for staff risk and influence the key drivers of improving people performance and key points of decision making.
In addition, this role provides executive leadership, strategic thinking, direction and interventions to NSS Board and Directors and to external stakeholders of HR, enabling a culture where employees are valued and have a voice, where talent is developed and where leadership is visible and inspirational.
The Candidate:
We are looking for an inspiring individual and strategic thinker with the drive, understanding, vision, experience and political awareness to provide clear and dynamic leadership. You will be able to communicate effectively with a range of audiences and have the ability to build and maintain effective relationships with staff, stakeholders and trade union colleagues.
You should hold a degree in a relevant discipline and post-graduate qualification or equivalent demonstrable experience, as well as be a Chartered Member of CIPD. You should also have evidence of continuing professional/personal development, including management and leadership development.
Location and Working Pattern:
While we currently operate a hybrid working model, the base for this role will be flexible, within central Scotland.
The working hours for this role is Monday to Friday, 37.5 hours per week.
It is a condition of this employment that you must live and remain a resident within the UK for the post in which you will be employed with NSS.
Benefits:
Our benefits package includes pension scheme, comprehensive range of work life balance policies, occupational health services, learning resource centres and discounted leisure, financial and shopping benefits
Further information:
For an informal discussion on the post, please contact Mary Morgan, NSS Chief Executive at Mary.Morgan@nhs.scot
Closing date for completed applications is 14 May 2023
Further information on NSS is available from: www.nhsnss.org
Please note that the majority of correspondence is sent by e-mail only, so please check your e-mail regularly (including junk folders).
NHS National Services Scotland is an equal opportunities employer and as committed participant in the disability confident scheme, guarantees to interview all disabled applicants who meet the minimum criteria for our vacancies.
NHS Scotland is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination. The aim is for our workforce to be truly representative and for each employee to feel respected and able to give their best. To this end, NHS Scotland welcomes applications from all sections of society.
