Nowadays, HR at most companies is working on creating noise, not value! Why I'm telling this offensive statement? As a programmer and an IT person, my first and most important rule is to keep things simple!
From an HR perspective, I have simple management rules! If a colleague works well, I will pay them properly, without retaining their salaries portion! Why are we keeping our bonus system live with all the performance management meetings?
Because we have the assumption that somebody is not working, and we want to ensure we have a proper tool to manage it. Still, the whole organization suffers for this goal, especially those who work over 120% performance level!
From this perspective, these activities are considerable noise for the whole organization. It is the same from my perspective in career planning! People usually want career planning for salary increases, but what if they get it based on their value creation possibilities?
We are trying to solve a sign of a problem instead of the root cause!
After this strong introduction phase, I would go to the topic related to the article's title!
HR's #1 priority should be learning AI's societal effects! Just if we check the latest WEF publication about jobs that will be replaced by AI within the next five years, they must understand how it affects the existing workforce.
If I take the other article I read about the typical Hungarian house savings where 80% does not have any, it is a more severe problem.
We can start thinking about this problem from several points of view. If our company operates as a machine with rules and is profit-oriented, it is a simple decision, once the staff is not feasible for our work, we replace them as simply as a bulb.