While I have been away from this site, the internet has exploded with the advent of Artificial Intelligence (AI) tools such as ChatGPT from Open.ai. I have read that there are several other AI tools, but this is the one I have heard being spoken about more. The first time I heard it connected to someone I knew, was a teacher who found out that students frequently used AI to complete their assignment. Isn’t that cheating? Well, it depends. That debate is for another time.
I took the plunge and signed up for a ChatGPT account last week. This was after I watched Alicia Lyttle walking viewers through a step by step process to create a journal using ChatGPT and Canva. I was curious. So I read a few articles about how AI can be used in Human Resource Management & Development and did an experiment.
We know that Onboarding is a key part of the Employee Experience (Ex), so I sought some ideas from ChatGPT for a well designed Onboarding process. Here was the prompt I asked it “I am an HR Manager and I would like to plan a great onboarding programme that makes new hires love the company and have a great employee experience.” Here are some of the results it spit out……in seconds! (I am happy to state that most of these are included in my programmes.)
Clear Onboarding Plan: Develop a comprehensive onboarding plan that outlines the activities, timeline, and resources for new hires to follow. This structured approach sets expectations, reduces uncertainty, and ensures a smooth transition into the company.
Welcoming Environment: Create a warm and welcoming environment for new hires from day one. Arrange a personalized welcome message, provide a designated workspace, and introduce them to their colleagues, making them feel valued and part of the team.
Company Overview: Offer an overview of the company’s history, mission, values, and culture. This helps new hires understand the organization’s purpose and establishes a sense of belonging.
Job Training and Shadowing: Provide comprehensive job training to equip new hires with the necessary skills and knowledge to excel in their roles. Encourage shadowing opportunities, allowing them to observe experienced employees in action and learn from their expertise.
Buddy System: Assign a buddy or mentor to new hires, someone who can provide guidance, answer questions, and offer support during the initial onboarding period. This fosters a sense of camaraderie and helps new hires navigate the company culture.
Employee Introductions: Facilitate introductions between new hires and key individuals or teams they will frequently interact with. This enables networking, builds relationships, and promotes collaboration from the start.
Set Clear Expectations: Clearly communicate performance expectations, goals, and responsibilities to new hires. This ensures they understand what is expected of them and can align their efforts accordingly.
Feedback and Check-ins: Schedule regular check-ins and provide constructive feedback to new hires. This allows for ongoing communication, identifies areas for improvement, and reinforces their development within the company.
Celebration of Milestones: Recognize and celebrate important milestones during the onboarding process, such as the completion of training modules or the first successful project. This acknowledges their progress and makes them feel valued and appreciated.
Continuous Learning Opportunities: Offer opportunities for continuous learning and professional development. This can include workshops, webinars, or access to online learning platforms, helping new hires enhance their skills and knowledge.
Company Culture Events: Organize company culture events or team-building activities that allow new hires to interact with their colleagues in a relaxed and social setting. This fosters connections, strengthens relationships, and promotes a positive company culture.
Employee Feedback: Seek feedback from new hires about their onboarding experience. This demonstrates that their input is valued and helps identify areas for improvement in the onboarding process.
Is that cheating? Or is it enhancing work already being done and also helping to increase employee engagement? AI software can be used by the HR Manager to upgrade current programmes, procedures and policies. I suppose it will be able to write just about anything you want. Have you tried using AI tools such as ChatGPT in your work as an HR Manager as part of your Onboarding strategies? I would love to hear about your experience.
Now it’s on to the next “ChatGPT in HR” experiment!
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