"Don’t be afraid of the AI+HR era" [ER Interview]
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작성일 25-03-21 14:37 노출일자 25-03-20
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With the rise of generative AI, the HR industry is undergoing a major transformation. The convergence of cloud technologies and AI—accelerated by the pandemic—is reshaping how we work and is now making a disruptive impact on the HR field as well.
While these changes bring inevitable growing pains, particularly for a traditionally structured domain like HR, some fear that the sudden shift toward “AI+HR” could create industry-wide confusion.
Although keeping up with the times is essential, the journey may feel overwhelming and even frightening.
However, Baek Seung-a, Vice President of Human Consulting Group (HCG), offers a different perspective. He argues that while the “AI+HR” era is certainly
approaching, it's not yet time to panic. Instead, there’s still room to adapt. Although AI may appear to bring instant change, the reality is more gradual. By leveraging this time gap strategically, organizations can ease growing pains and drive meaningful transformation.
Human Consulting Group (HCG), established in 2001, positions itself as a Total Solution Provider, offering integrated services across all areas of human resources and organizational management. Recognized as Korea's sole HR specialist firm, HCG delivers a comprehensive range of services, from implementing and operating e-HR solutions—known as human resource management systems—to payroll outsourcing. Over the past five years, HCG's HR solutions have achieved an average annual sales growth rate of 20–60% across various service sectors, expanding their clientele to approximately 900 companies.
Baek Seung-a, after majoring in Business Administration at Seoul National University, joined HCG in 2002 as an HR and organizational consultant. He advanced through roles such as Consulting Business Leader and Software as a Service (SaaS) Business Leader. Currently, she serves as the Chief Product Officer (CPO), overseeing service portfolio strategy and research and development.
How HR Is Responding to the AI Wave
What impact is AI having on HR? Before addressing this question, Vice President Seung-Ah Baek suggests reflecting on the history of HR in Korea—a perspective informed by HCG's 24 years traversing the Korean HR industry.
Vice President Baek stated, "The field of HR in Korea has undergone highly dynamic changes," noting that "distinct trends have emerged in different periods."
In the early 2000s, Vice President Baek defined that period as the era of 'global standards'.
He stated, "After the financial crisis, companies prioritized management efficiency and enhancing competitiveness. Consequently, HR adopted global corporate standards. With the implementation of Enterprise Resource Planning (ERP) systems, processes were restructured, and HR began to be recognized as a department contributing to corporate management beyond simple administrative tasks."
The mid-2000s marked the rapid rise of talent management. Vice President Baek noted, "During that period, companies began enhancing performance evaluation systems and implementing various HR programs, including nurturing key talent, leadership development, and strengthening organizational capabilities." He added, "As talent emerged as a core competitive advantage for companies, dedicated HR solutions began to appear."
In 2006, HCG launched 'hunel'. Subsequently, in the 2010s, employee experience and corporate culture became pivotal elements in HR. Vice President Baek observed, "With the emergence of innovative and big tech companies, there was a strong trend of benchmarking new corporate cultures, leading to various investments aimed at enhancing employee satisfaction." He further noted, "The spread of flexible working arrangements, the emphasis on work-life balance, and the influx of the MZ generation into the workforce prompted companies to refine their strategies for attracting and retaining talent."
In the 2020s, we are witnessing an era characterized by digital transformation and artificial intelligence (AI). Vice President Baek Seung-ah asserts that a data-centric scientific approach is expanding across all areas of Human Resources (HR), and the HR technology ecosystem is rapidly advancing.
He noted, "It's important to observe that most companies have recently established Digital Transformation (DX) or AI Transformation (AX) teams," highlighting the blurring boundaries between IT and AI functions.
The same applies to HR. He emphasized, "The traditional distinction where HR was responsible for system design and operations, and IT handled technology and tools, is gradually fading. AI not only automates specific HR tasks but also brings various changes, such as analyzing talent data and managing user experiences, which were previously challenging to access."
Given that HR relies on vast amounts of data, the adoption of AI technology is inevitable. This process involves simultaneous overlaps and connections, making it unclear where the leadership lies. This indicates that HR's paradigm is entering an evolutionary spiral due to technological advancements.
However, there is a perception that immediately introducing AI into HR, which deals with sensitive human affairs, can be risky. Vice President Baek also stated, "HR is fundamentally a people-centric field, and incorrect information or inferences can harm individuals and companies, potentially leading to legal and ethical issues.".....(Continuted...)
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