THE END OF HUMAN INTUITION? REIMAGINING HR DECISION MAKING IN THE AGE OF AI AND GEN Z

Human intuition has dominated human resources for most of the history of modern business.  Executives took pride in being able to read individuals, feel cultural fit and make talent choices  from experience. The stereotypical recruiter's catchphrase "I just get a good feeling about this  guy" used to be a badge of experience. But in the modern workplace, that instinct-led approach  is being disrupted by two forces: artificial intelligence (AI) and Generation Z. Both are  transforming HR decision making, and a question arises: Are we seeing the end of human  intuition in HR? 

Intuition has been a double edged sword long enough. On one hand, experienced HR  practitioners acquired some kind of sixth sense regarding candidates and employees, usually  being able to see potential within people that others would not have. On the other hand, gut  based decision making has always been susceptible to unconscious bias. Age, gender, ethnicity  or education based decisions have maintained inequity in organizations for decades. Now, with  data driven HR practices on the increase, comes a move towards what is popularly termed  evidence based HR. With AI applications, recruiters and managers can now evaluate candidates  and staff based on measurable indicators instead of just gut feel. Rather than acting on an  intuition, HR experts can now refer to predictive models, psychometric tests and performance  records. Not only does this change enhance efficiency, it also offers greater fairness and  consistency. 

Artificial intelligence has already found its way into almost every aspect of HR. In hiring, AI  is able to sift through thousands of CVs in minutes and pick out those candidates with the best  chances of success. Machine learning algorithms decode employee behaviour to determine who  could be the most likely to quit. Chat-bots respond to standard HR inquiries, freeing up  administrative time. AI-based platforms even suggest customized learning trails based on the  skills and aspirations of an employee. The advantages are beyond dispute. AI brings speed,  accuracy and scalability that human instinct alone could never hope to achieve. A data-driven  hiring manager can make faster, more assured decisions. An HR leader examining predictive  turnover models can act ahead of the game on retention issues. For pressured organizations  needing to evolve swiftly, AI is a valuable ally.

There are dangers, though. AI is not agnostic. It is trained on past information and if this  information is biased like the majority of organizational records, AI is able to mirror and even  escalate inequalities. There have even been instances where AI-based recruitment software  preferred candidates who were men compared to women because the training data was skewed  towards a male dominated staff. Additionally, excessive dependence on algorithms threatens  to remove the human touch from HR, whereas figures can inform us who possess the  appropriate skills, they are unable to convey something as nuanced as resilience, empathy or  creativity. 

If AI is the technology driving change in HR, Generation Z is the social force. Born between  1997 and 2012, Gen Z is the first entirely digitally-native generation. They have always had  smartphones, social media and instant access to information. No surprise there, as they expect  their workplaces to be as quick, transparent and tech-enabled as the world around them. Gen Z  also introduces new values to the workplace. They are extremely sensitive to diversity, equity  and inclusion issues. They are responsive to calling out discrimination and holding  organizations accountable. When HR makes hiring, promotion, or performance review  decisions that seem opaque or unfair, Gen Z workers want answers. 

Well-being, mental health and work-life balance are also on the agenda. Unlike past  generations, who had tended to view these as individual responsibilities, employers must now  actively facilitate them. This is a deeply challenging set of implications for HR. Decision  making is not any more solely about performance and skill, it needs to incorporate employee  experience, belonging and purpose too. The intersection of Gen Z and AI presents a paradox.  On one hand, AI allows HR to break free from intuitive subjectivity. On the other hand, Gen  Z's call for fairness and transparency means HR cannot make decisions blindly relying on  algorithms. Instead, companies need to build HR systems that couple the accuracy of AI with  the compassion of human judgment. 

To illustrate, a recruitment application powered by AI can reduce a list of candidates to the top  five. However, the ultimate decision must not be automated. HR leaders need to assess those  candidates in their entirety, in terms of cultural contribution, growth potential and team fit,  things AI cannot capture. Similarly, if AI indicates an employee is likely to leave, the HR  professional needs to decode that message and hold a meaningful, human-oriented  conversation with them. This blended approach sees HR stay data-driven but also human centric. It stops the limitations of pure intuition while side-stepping the traps of excessive  automation. 

So, are we really seeing the death of human intuition in HR? Not at all. Intuition is not going  to vanish, it will modify. In the days ahead, HR intuition will be data-driven and seasoned with  ethical consideration. Rather than posing the question, "What does my gut suggest?" HR  leaders will pose the question, "What does the data indicate, and how do I use it with  compassion and equity? AI will continue to expand in power, but it must play the role of  advisor, not replacement, to human judgment. 

At the same time, Gen Z will hold HR accountable, insisting on transparency, fairness and  humanity in every choice. Alongside, these forces will propel a new HR model - one that is  wiser, more equitable and more consistent with the values of today's workforce. The instinct  age of HR is giving rise to an algorithm and value age. Artificial intelligence brings speed and  precision and Generation Z demands fairness, inclusion and staff well-being. But there is still  a role for intuition, when empowered by empathy and informed by data. The HR leaders'  dilemma is not to do away with human judgment, but to redefine it - merging technology and  humanity, exactness and empathy. 

Ultimately, the future of HR will not be about the demise of intuition undefined. It will be about  the evolution of intuition into something smarter, fairer and more productive in the age of AI  and Gen Z.