According to Anphabe Company, human resources and talent management in the AI era, leaders and managers need to change their ability assessment according to 3 orientations:
- Evaluate the process, not just the results: Don't just look at beautiful PDFs. Ask employees about the logic behind the numbers. Ask staff to present backup options that AI does not propose.
- Encourage "Thinking errors": A slightly crude but deeply personal and realistic observation idea is sometimes more valuable than a perfect plan compiled by AI from old data.
- Redefining "Good capacity": A good human resource today is someone who knows how to use AI to increase productivity 10 times, but at the same time is also qualified enough to recognize where AI is "lieing" or making empty suggestions.
Anphabe recommends the "tool mastery" formula for GPT to light up the brain instead of replacing it. Human resources can apply the following 3 steps:
Step 1: Looking under the lens of reality
After receiving feedback from AI, ask the question: "Is this applicable to the current resources of your company?". Cut out the "big shots", empty words and add "bloody" details that only insiders understand.
Step 2: Add to "private view
You are paid by businesses for your own perspective, for your accumulated experience, and for your ability to connect people with people. Don't mediate messages between AI and your boss. Turn AI data into information, and turn that information into your own knowledge.
Step 3: Deep thinking about "why
Use the time that AI has saved for you (instead of doing repetitive work) to sit down and think more deeply about long-term strategies. If technology helps you finish work in 1 hour instead of 8 hours, use the remaining 7 hours to learn, be creative and optimize the process.
