HR & AI – My Personal Take
When AI tools like ChatGPT first became popular, I’ll admit that coming from old school I was quite curious but still cautious.
As an HR professional, a big part of my day goes into drafting policies, writing emails, preparing presentations, and structuring documents. The first time I used AI for a policy draft, I was impressed. It gave me a clean structure in minutes, something that would normally take much longer to format.
But here’s what I also learned.
The draft was good BUT generic. It lacked our company values, culture, may be a detailed local compliance nuances, and the tone we stand for. That’s when it struck me: AI can give you a framework, but it cannot give you judgment.
Now, I use AI differently. I don’t ask it to “create everything.” I share my framework, my thoughts, my objective and then ask it to refine, rephrase, or strengthen it with research.
The good: saves time on transactional work, helps overcome writer’s block, improves structure and clarity, and frees me to focus on core HR priorities—people, culture & strategy.
For me, AI is not replacing HR fundamentals. It is shifting how we spend our time. Less on basic chores, more on meaningful impact.