Brian Calley President and Chief Executive Officer at Small Business Association of Michigan | Official website
Brian Calley President and Chief Executive Officer at Small Business Association of Michigan | Official website
HR technology is undergoing rapid evolution, with 2025 poised as a pivotal year, thanks to the emergence of generative and agentic AI. The term "agentic" comes from the concept of an independent "agent." In the HR context, it means AI can autonomously manage tasks and make decisions, similar to a capable assistant.
Agentic AI leverages Generative AI, Natural Language Processing (NLP), and Large Language Models (LLMs) to collaborate with human employees. "Conversational agents handle initial candidate screenings," enabling recruiters to focus on strategic work. Other functions include "functional agents managing benefits enrollment" and "supervisory agents (that) help managers monitor performance." Utility agents, meanwhile, tailor learning paths based on personal goals.
According to Mercer’s digital article, "Heads up, HR: 2025 is the Year of Agentic AI," implementing this AI type involves significant organizational risks. Although agentic AI can independently optimize operations, it might also make unintended decisions. Safeguards are essential to minimize these risks, with human oversight remaining crucial. The article highlights that these tools could inadvertently harm trust and productivity due to stress and uncertainty they introduce.
Although AI automates routine HR tasks, it allows HR teams to concentrate on areas like talent strategy and organizational development. The focus is on augmenting the workforce, not replacing it. HR staff are freed to engage in high-impact work that adds organizational value. However, "organizations need to lead with a clear understanding of the problems they are trying to solve," while prioritizing user experience.
Kevin Marrs comments that HR is ideally suited to ensure agentic AI is deployed in a way that remains innovative and human-centered. Successful adoption requires fluency in AI, data governance, and ethical risk management. Importantly, HR professionals must also act as change agents, guiding organizations in understanding the benefits and risks involved.
The article emphasizes the need for HR to consistently focus on human workforce aspects even as technology advances.
By Kevin Marrs, courtesy of SBAM-approved partner, ASE.
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