How to use AI to automate HR
function
Let’s say you are responsible to draft a report for a disciplinary inquiry.
There was an employee who was claiming unauthorised reimbursements
for the past 5 months.
This came to notice when a colleague from another department reported
this to the HR as a Code of Conduct violation through an email complaint.
What was done next?
1. You conduct a preliminary inquiry
2. Take formal evidence
3. You must provide the other side an opportunity to respond
4. You pass daily orders for each day of hearing which are
countersigned
5. You must write a reasoned decision
You checked with accounts, and this allegation was found to be correct.
So you issue a show cause notice seeking an explanation for it.
The employee claims ignorance of the travel and expense policy, and
believes that he/she is authorised to claim reimbursement.
Maybe he obtained a reimbursement earlier.
What do you do next?
You will take evidence.
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Let’s say you take an opinion from the relevant HRBP or his reporting
manager which showcases that Mr. Sharma was duly oriented at the time of
his joining and all the company policies were shared with him over email,
and that he consented to their receipt.
You must write the final conclusion.
We will show you in the bootcamp, how to do it with ChatGPT at the
bootcamp.
Now, you can ALSO take advantage of AI to produce work that people
with years of experience can - because lots of knowledge is no longer
a differentiator!
Many people are worried about the implications of AI - will AI take up jobs
that were performed by humans?
Well, AI still needs humans to run and operate it. If we use it right, it can
increase our efficiency by 1000x, but it cannot do work by itself.
Those who learn how to use AI will have a massive advantage over those
who do not use AI to do better at their jobs.
However, those who do not learn how to use AI-based software are
highly likely to become redundant and lose their jobs to those who
can use these softwares.
Remember that there are things AI cannot do. Those are matters of
human judgement, sensibilities, connections, reputation, trust,
aesthetics.
Learning how to use AI could also be your unfair advantage that enables
you to stand out and beat the competition, even the old guard who rest on
their decades of experience and believe that they are immune from
competition or market changes.
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If you ask better questions, AI will give better answers. If you give
better instructions, AI will produce higher quality output.
You can even write an HR Handbook just as someone with 10 years of HR
experience would do. Perhaps even better, if your first principles thinking is
strong.
You can even create an operational handbook as well as a six sigma black
belt in operational excellence would perhaps do, and you will do it faster
using AI. The black belt guy will struggle to justify why he should be paid for
10 hours when ChatGPT can do 90 percent of his job in 53 seconds!
In order to use AI effectively, it is important to know the first principles of the
work that you are doing.
What are the first principles for disciplinary proceedings?
1. Taking all relevant evidence
2. Taking relevant policies and employment contract provisions into
account
3. Providing an opportunity to the other side to explain themselves
4. Recording daily order sheets (obtaining counter-sign from the other
delinquent where it mentions their statement)
5. Drafting a well-reasoned order
6. Awarding a punishment which is “proportionate” to the misconduct
If you do not know how to do this, you will make mistakes.
Like this, you can use ChatGPT, once you know the first principles and the
relevant statute of any country, you can do the following:
1. Draft employment contracts, consultant contracts, HR handbook and
organisational policies
2. Draft customised clauses to protect your employer’s interest like the
clawback clause, specialised non-competes, loyalty bonus clauses,
etc.
3. Draft ESOP Plans, letters of allotment
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4. Implement exit documentation
5. Create PPTs from text for onboarding and other training for data
protection, POSH sensitisation, etc. - you can use Gamma to do this
6. Create quizzes to test employees from training materials to test their
retention
7. Use video editing tools like Descript to implement onboarding
programs and trainings from your computer/phone that you can edit
like word documents
8. Use AI to build your brand or build your website as an HR consultant
Your HR implementation could go at lightning speed!
Imagine if you could do this for your current employer or a prospective
employer, and you send them a very good pitch.
Would they be interested in giving you an interview opportunity, or in taking
you on board at least for a probation?
If you are already working somewhere, you can do this and get out of turn
promotions and increments!
Most people take years to implement what you could do in a few months!
This is how you can actually accelerate your journey of becoming a CHRO
or HR director!
Of course, if you are a junior person, fresher or a student, there is still no
limitation in doing this!
Seniors have not met someone who can get such valuable things done.
If your organisation does not recognise you, you will have a pool of options
to choose from, because of your skills, your past samples and because of
your personal brand.
If you know labour laws, you can transform everything that an organisation
does, because labour laws affect everything:
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1. Hiring
2. Performance management (disciplinary proceedings, incentivisation)
3. Trainings
4. CSR
5. Compliance
6. Exits and f-n-f
7. Bonus: Data Protection
Are you feeling excited about this?
Do you want to learn more?
Join our free, 3-day bootcamp to get detailed guidance.
Register Now if you Haven’t already
Here is your registration link:
https://lawsikho.com/labourlawforhrbootcamp?p_source=skillstack
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Any unauthorized use, circulation or reproduction
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