Everyone at the office says the same exact thing about HR and AI.

If you want to trim away the useless, then start with HR. Just keep the bare bones skeleton crew, let the HR chatbot and AI do the rest of that work. If Citi AI can’t handle the mundane low hanging fruit HR work, then it has no place trying to be wedged into anything more complex or technical.

If it can’t be developed enough, tested enough and rock solid enough to handle the HR work load, then you have business trying to make it do anything more complex. It’s like trying to use a calculator that can’t add or subtract to perform advanced algebra. Use the HR role as your live test bed. Once you get that part down, you can then showcase what a success it is in all you little ppt slides and THEN move on to something more complex.

#AI #Automation #BusinessTransformation #HR #Performance

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Not to worry HR, Citi will provide you with resources to help you transition away from Citi and into unemployment.

OP has a good point.
I’m sorry HR is reading this and starts sweating but…..welcome to the same risk as everyone else HR.

@bk+1
I agree to disagree. I can’t think of a single person who has tried to converse with HR about a problem who was not told to reference the HR FAQ which by the way did not solve the problem OR “go use the HR chatbot”. So these HR conversations that take place certainly don’t take place with the employees.

Even so, the OP has a point, if AI can’t handle the HR role, then it can’t handle the complexity of the tech that is in Citi.

@OP HR is a big umbrella with many departments under it. Not all HR matters are so black and white where AI can be the decision maker. For instance, workplace accommodations. There are different nuances, business aspects to investigate and dialogues to have before a decision can be made. We tend to think HR is just a pencil pusher that adds no value and forget their role in risk reduction=less liability=money not spent in lawsuits.

🔴 Existential Threat
Operations, Compliance, Tech Support, HR Admin, DCM/ECM Documentation, Data/ETL Engineers, Test Engineers
🟠 High Risk
Equity Research, Internal Audit, Credit Analysis, L&D, Tech BA, BI/Report Developers
🟡 Moderate Risk
Junior M&A, Risk, Vanilla Sales, Junior HR, Security Ops, Application Developers, Front-End Engineers
🟢 Lower Risk
Senior M&A, Coverage, Structuring, Senior Risk, Infrastructure Tech, Senior HR, Quant/Algo Engineers, Security Architects

Meta is running software teams on AI. To me I'd be more worried if I was a junior tech person than anyone else. We will only need senior devs to quality check work.

Teams that need people interaction like HR or Sales will still be impacted but not as much.

@an please it's a serious situation, don't make comedy with the term of HR empathy to carry out inhuman tasks..HR should be termed as HP - higher management puppet..and they're anyway do their part as a robot only ..taking instructions from higher management and execute

LLMs (AI) typically have guardrails and are trained to behave empathetically and politely. Therefore, LLMs cannot do work of HRs, who are selected specifically for little empathy they have to cary out the most inhumane parts of corporate affairs. (I'm being only half sarcastic.)

The OP makes a good point though. If AI can’t handle the HR work flow, how can it handle things more complex. The HR role does make for a solid test bed.

AI in HR screens resumes and would handle severance packages. Careful what you wish for. This mantra of "cut them not me" is not helpful. We're all people trying to make a living in a horrible company. BTW, I'm not in HR,I was cut from risk 2 weeks ago. But the impact is the same no matter where you work.

Thread regarding Citigroup Inc. / Citibank / Citi layoffs

Everyone at the office says the same exact thing about HR and AI.

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