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If you Iook under the hood of ChatGPT, it is technically called a Large Language Model or LLM and is a sophisticated form of autocomplete.
What makes it phenomenal is that when you ask it a question, it has the capacity to form an answer from all of the information on the internet. A simple example is the autocomplete used in email or on smartphones.
However, it should be noted that ChatGPT’s knowledge base does have limitations and can potentially give outdated responses until updates of the system are performed. It also tends to fill in gaps in information with potentially inaccurate data. This requires human resource employees to critically evaluate the information.
Another caution is that it does not understand the nuances of company culture, once again requiring human input.
In this webinar you’ll get “under the hood” information.
Why should you Attend:
We invite you to attend this webinar and overcome fears of how AI and specifically ChatGPT will revolutionize productivity in HR departments as up to 80% of the US workforce will have at least 10% of their rote and routine tasks impacted.
It is true that just as with the Industrial Revolution and arrival of the Internet, some jobs were lost but many more were created, the same is predicted for ChatGPT.
While AI can streamline processes, is it not capable of exhibiting the empathy and compassion that are required into day’s world of emphasis on well-being, employee engagement and a people-focused organization.
The vision of the impact of AI tools on the work done in Human Resources is not about replacing employees but rather using AI to complement and improve human work in our fast-paced work environment. As this occurs, ChatGPT’s capabilities will give HR employees time to tackle more complex work and to focus on higher-level tasks.
Areas Covered in the Session:
AI can’t replace the HUMAN in Human Resources, but you will not want to miss the information in this webinar that tells you the benefits ChatGPT offers the HR department including:
- Improving the quality and experience of work rather than replace employees
- Streamlining recruiting and onboarding processes
- Writing job advertisements with keywords and candidate outreach copy
- Drafting interview questions
- Providing real-time guidance when onboarding new hires and automate tasks such as scheduling meetings or sending reminders to complete tasks
- Upgrading training and development programs in a minimum of time
- Drafting performance reviews for customization, saving the manager time
- Saving employees time and effort spent on routine and rote work enabling them to devote time to higher-level tasks
- Writing professional goals
A discussion on ChatGPT would not be complete without insight on what can go wrong with the system. Educating employees will be critical as we go forward with the intention of responsible and ethical AI. In this webinar you’ll learn what:
Who Will Benefit:
- Responsibilities should NOT be turned over to AI
- Cautions to take when uploading content to ChatGPT
- Ethical concerns need to be monitored
All employees in the HR department including:
- Chief Human Resources Officer
- Human Resources Generalist
- HR Business Partner
- Director of Human Resources
- VP of Human Resources
Other titles under the auspices of Human Resources such as:
- rganizational Development
- Learning and Development
Karla Brandau is a thought leader in management and team building techniques. She trains managers to improve their relationship with the employees to earn their gift of discretionary effort. She specializes in personalities, communication skills, leadership principles.
She is the CEO of Workplace Power Institute and has educated mangers with her proven leadership principles in companies such as Motorola, Coca-Cola Enterprises, Panasonic, and BYD America.
She has a degree in education and is a Certified Speaking Professional, an earned designation given by National Speakers Association.
Karla’s book, How to Earn the Gift of Discretionary Effort, teaches managers how to be the leader people CHOOSE to follow, not have to follow because of their position on the organizational chart.