In a World Where Machines Act Like Employees, Where Does HR Fit In?
The world of AI is evolving rapidly, moving from passive tools to dynamic, “agentic” AI – technology that can operate autonomously, making decisions, interacting with employees, and handling tasks like a true virtual team member. While this shift brings exciting opportunities for efficiency it also brings new challenges for oversight, ethics, and integration into workplace culture. HR stands at the heart of this, ensuring that these “virtual employees” align with company values, policies, and workforce goals.
What Is It?
Agentic AI refers to a type of artificial intelligence that acts more like an independent team member than a traditional tool. Unlike static automation, which follows predefined rules, Agentic AI can make decisions within set boundaries, adapt to changing contexts, and even interface with human employees. Think of them as virtual employees who execute tasks with minimal human intervention, yet need oversight and guidance – much like a human team member would.
So, why should HR be involved? As the custodian of organisational culture, ethics, and policies, HR has a vital role in overseeing how Agentic AI aligns with the organisation. These virtual agents need guidelines, evaluations, and a framework for collaboration, just as any employee would. HR should be helping develop (owning?) “onboarding” processes for AI agents, defining policies, and working with other departments to make sure these agents contribute positively to the company culture and operations.
What Does It Mean from a Business Perspective?
In a business world where Agentic AI operates as virtual employees, HR’s role could expand significantly. HR becomes a key player in setting up governance frameworks, policy development, and even the performance standards for AI agents.
For example:
- HR may establish policies around information handling, such as requiring that no data or insights generated by AI agents leave the organisation without passing through a human quality assurance check. This policy helps prevent unintended data leaks and ensures that sensitive information stays within the organisation’s bounds.
- Another potential role for HR is in defining the “working boundaries” for these AI agents, deciding what types of decisions they can make autonomously and where human oversight is required.
- HR may establish protocols for “AI ethics reviews” or “AI performance appraisals,” ensuring that the AI remains aligned with both regulatory requirements and the company’s ethical standards.
What Do I Do with It?
As HR professionals, there are steps you can take now to prepare for this future:
- Understand the Basics of Agentic AI – Familiarise yourself with the basics of Agentic AI and its applications in business settings. Knowing the capabilities and limitations of these virtual employees will help you create informed policies.
- Collaborate Cross-Functionally – Engage with IT, legal, and management teams to start conversations on how your organisation can leverage Agentic AI responsibly.
- Define AI Agent Onboarding and Governance Protocols – Just as HR creates onboarding processes for human employees, consider similar frameworks for AI agents. Define how these agents are introduced into workflows, monitored, and evaluated to make sure they align with the company’s standards and objectives.
- Prepare for the Ethical and Compliance Dimensions – Research existing frameworks for AI ethics and consider how these might apply within your organisation.
By taking proactive steps, HR can become critical to Agentic AI usage, helping to balance technological innovation with organisational integrity and human values, guiding these virtual employees into a collaborative and ethical future.
Further Reading
How HR teams can save time and help employees with Agentic AI
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