Olga started her HR career back in 2002 at Administrator level and worked her way up to Human Resources Manager responsible for managing the entire HR life-cycle in a fast-paced tech environment. Olga has presented at many tech events and has conducted TV and radio interviews as well as producing internal and external promotional videos to promote the employer brand.
After leaving the software sector Olga worked in the public sector in an interim Employee Relations position before moving to Phoenix Natural Gas as Human Resources Manager responsible for both HR and payroll. Here Olga digitised the recruitment process and created a health and wellbeing strategy among other things.
Still within the utilities sector, Olga moved to firmus energy as HR Manager in August 2019 where she focuses on employee engagement through an array of engagement interventions.
Olga has a BA Hons in Sociology and a Post Graduate level Diploma in Human Resource Management. She also holds a NEBOSH certificate in Health & Safety Management and is a member of the CIPD.
Olga strives to add value to any organisation she works in with the genuine belief that employers have a duty to create an environment where people want to come to work every day and contribute to the success of the organisation; just like the janitor in NASA!
Artificial intelligence, or AI is it is best known is everywhere at the minute, yet up until I wrote this article, I have to admit I knew very little about it and held misconceptions such as the risk of AI making jobs obsolete and how it was probably just a passing phase. I even wondered at some points whether robots would take over the world and enslave human beings.
AI, quite simply, relates to the intelligence of machines or software as opposed to the intelligence of humans. AI can often perform tasks better than humans such as analysing large amounts of data and populating relevant fields with very little error, yet in reality, AI does not possess human-like thinking or emotional intelligence. It is based on algorithms and statistical analysis rather than genuine reasoning and understanding which are fundamental characteristics of human behaviour.
The power of AI is exciting as we consider its ability to automate certain tasks and transform industries, much in the same way that Henry Ford’s manufacturing production line transformed the automobile industry in the early 1900s.
Instead of replacing humans however, AI is more likely to focus on lower-level tasks allowing people to spend time on activities involving social interaction and analytical thinking. The view that AI is unethical or biased does not hold much weight given that AI is only ever as powerful as those that develop and deploy it.
The potential benefits that AI can bring to the field of HR are huge, such as significantly broadening the reach of potential candidates to a global scale. It also has the potential to rectify human errors in the hiring process that otherwise may have been overlooked. Again, AI offers the opportunity to enhance more manual tasks, freeing up HR’s time to dedicate to building effective relationships or improving ways to better engage workforces.
But how close are we to fully embracing AI given current levels of scepticism and misconceptions that prevail? I guess there is no definitive answer to this currently. However, it is worth remembering that when the telephone was first introduced, many older people refused to even touch one for fear of electric shock. And even mobile phones were associated with ‘yuppies’ before they became mainstream, but if you pause for a moment and imagine a world without either landlines or mobiles, it is pretty impossible.
I wonder if in the next 10 years from now, will we read back on this article and think how ludicrous it was to imagine a world without AI. I suspect, only time will tell! So let’s embrace it, or risk getting left behind.
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