AI in HR: Beyond the Hype to Human-Centered Strategy
- Dr. Brittany Castonguay
- 4 days ago
- 2 min read
Updated: 2 days ago
By: Dr. Brittany Castonguay Jan 2026 #AI
Buzzwords abound: AI this, generative that. But in HR circles, a reality check is happening: AI hasn’t yet lived up to the early hype. Organizations are beginning to move beyond excitement and toward pragmatic application— and that shift has significant implications for leaders. In a 2025 survey from the Society for Human Resources Management (SHRM), only 17% of HR professionals have successfully implemented AI into their organizations.
What the Hype Got Right (and Wrong)
When AI first surged into HR strategy discussions, the promise was bold: automate recruiting, personalize employee experiences, forecast workforce needs, and turbocharge productivity. Yet recent findings show that many companies have yet to see dramatic returns on these investments.
The challenge is not just about access to tools, it’s about how they’re used. Too many implementations stop at the technology itself, rather than integrating AI with human judgment and organizational needs. Without purpose and structure, AI risks becoming a buzzword rather than a business driver.
Consider AI hallucinations. AI often hallucinates when unsure of the correct answer and will autopopulate what it believes is the correct answer. Hallucinates water down data integrity and credibility. Without a crucial human eye, pitfalls like AI hallucinations can be a major risk for business operations. AI without human judgment is a risk that deters successful AI implementation.
Why HR Should Care
AI adoption isn’t about replacing people; it’s about augmenting how humans work. Leaders who expect quick fixes will be disappointed. Those who treat AI as part of a broader change in culture, skills, and process will be better positioned to capture real value.
AI is continuously evolving and advancing its capabilities. The reality is that proper augmentation is years away. However, AI can be and should be a true assistant for HR professionals. Begin by integrating AI into HR programs by using it to capture, track, and analyze metrics for HR programs like recruitment and onboarding, employee satisfaction, training, or upskilling programs. Apply data integrity standards to AI-assisted programs and assign professionals who can audit the data for validity.
HR professionals need leadership support to ensure the successful implementation of AI. When successfully supported, chaired, and implemented, HR is well positioned to lean positively into AI integration through measurable outcomes, enhanced cross-functional collaboration, and cultural transformation.
Pragmatic Paths Forward
Here are four strategic shifts HR leaders should consider:
Define clear business outcomes first. Too many projects start with the tool instead of the problem.
Invest in human skills alongside technology. AI literacy, ethical awareness, and analytical thinking are essential.
Embed governance and transparency. Guardrails ensure AI contributes responsibly to decisions.
Experiment at scale but evaluate rigorously. Pilot projects help determine what actually works, not just what sounds exciting.
AI’s potential remains significant, but the future belongs to leaders who balance technology with human intelligence. The real revolution isn’t AI alone, it’s how organizations work alongside it.
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