*Marios Papaefstathiou
The digital world is galloping and evolving, bringing constant changes to the way we work, communicate, interfere with and eventually live. At the center of this revolution is Artificial Intelligence (AI), a technological achievement with many aspects - full of unprecedented possibilities, but also dangers we need to know and evaluate. The future that once seemed distant is already present.
The application of artificial intelligence to the human resources department is not just an innovation; it is a strategy of transformation. From staffing and talent management to improving internal communication and maintaining labor, AI acts as an invisible time -saving partner, reduces costs and enhances efficiency.
In staffing, smart algorithms filter applications, identify talented candidates and reduce prejudice, offering more objective and efficient choices. Traditional recruitment models are replaced by biographical platforms, evaluate skills through simulations and predict the possibility of a candidate success in the company's culture.
Artificial intelligence also contributes to maintaining employee loyalty. Through data analysis - such as work satisfaction, participation in educational programs or even the use of internal communication - can detect signs of disconnection or dissatisfaction long before they become obvious. Thus, the human resources department can act in time, proposing solutions that boost the bonding of employees with the company.
At Back Office, AI's contribution is equally decisive: Automation of daily and time -consuming processes such as licensing, performance ratings, and staff updating, lead to huge time and resource savings. This allows HR managers to devote more time to strategic activities.
Like any technological achievement, however, artificial intelligence is not unambiguous. We have to be fully informed, understanding both its unparalleled potential and the risks it holds. Its proper use is key to an unknown future, which has already begun to shape in front of our eyes.
Tradition is the whole of the successful innovations of a society and to rely on tradition is a great progressive. The same goes for artificial intelligence: it is not a denial of the past, but to the natural continuation of a man's perpetual attempt to improve his life.
As Dostoevsky used to say, "living without hope means stopping to live." Artificial intelligence, if used correctly, can become a lighthouse of hope - a tool that will not only upgrade human resources, but will provide new meaning to work, creativity and professional development.
The basic strategy to change the world is optimism. If you do not believe that the future can be really better, you will never take responsibility to get forward to making it. If you think there is no hope, you ensure that there is really no. You need to believe that there is a human instinct to participate in the struggle for a better world.
In this context, the Department of Human Resources is called upon to lead. Embraced artificial intelligence, without fear but with critical thinking, we can create a working world that respects the past, recognize the present and envision a better, more just future.
Lastly, TNN exploitation greatly helps the negotiating process in human resources, saves time, prevents communicative and strategic mistakes and requires the human factor to achieve the desired results. TN should be an assistant and not a human replacement ”and of course communication & self -management skills in combination with design & innovation & collaborative work can help young people not only be effective technology users, but also make active creators and understanding voices in the digital world
Professor of Economics & Contemporary Technology in innovation, artificial intelligence and digital transformation
https: mariospapaefstathiou.gr
