Artificial intelligence is often discussed in HR as a new set of tools: tools for recruiting, learning, talent management, workforce planning or employee services.
That is important, but in the age of AI it does not go far enough.
The fundamental question is how HR itself needs to change when AI becomes part of how organizations work.
Organizations need to consider consequences for people, fairness, transparency, privacy, legitimacy and accountability.
The fact that an AI system can make a decision does not automatically mean that it should.
The challenge for HR is therefore not merely to adapt to the Age of AI. It is to help shape it.