People In HR Are Sharing 35 Weird And Creepy Things They've Seen On The Job

The key to understanding the role of a Human Resource specialist is in their title. Businesses want to look at their employees as more than just that, they want to look at them as… a human. Can you believe it? But in all seriousness, it means looking at the people in their employment (or potential employment) as a resource worth investing in.

Until we’re all replaced with robots that never get tired, demotivated, or run into arguments and strife with their co-workers, looking after the humans, uh- people in the workplace is essential to a healthy and productive environment.

Interestingly, the roles of an HR specialist will be supplemented (but not replaced) by Artificial Intelligence more often in the future. Some examples include learning-AI’s to track employee performance or assist with the hiring process. According to Gartner’s 2019 research and projections in the workplace, approximately 17% of their respondents already use AI to support their HR department, and these numbers are expected to increase to 30% by 2022.

The reasons for doing this are the same for any kind of automation process. If there’s a way to complete manual and repetitive tasks in a better way, it should be done. These productivity tools can help businesses to save time, and in effect, money too.

The reasons for doing this are the same for any kind of automation process. If there’s a way to complete manual and repetitive tasks in a better way, it should be done. And as soon as possible because these productivity tools can help businesses to save time, and in effect, money too.

And another part of this involves decision-making. When comparing candidates for a job or trying to choosing the best course of action for a business, it’s always easier to let someone else do it. Using statistics and making a pragmatic decision is simple for a computer, and it’ll only take them a few moments to make their calculations compared to an HR specialist who already has a lot on their mind. 

However, nothing can take the human element out of choosing the best person for the job. A lot of it depends on the character that a potential candidate may bring to the team, and their chemistry within it. Sherrie Haynie, the director of The Myer’s Briggs Company (based on the personality-type testing framework of the same name), said that there’s more to a candidate’s personality than just getting along well with others. 

She told Forbes about her belief in using personality tests to support the hiring process. She said, “Personality is made up of psychological preferences, temperaments, and predispositions. And while many factors influence us (including social and cultural pressures), personality is a major force behind our habits, behaviors, and attitudes. So it’s not surprising that some personality assessments can be a strong predictor of job performance.”

But at the end of the day, it’s all down to an HR specialist to decide whether or not a candidate is a great fit for the company. Knowing a person well enough also makes it easier to tackle any issues they might have at work too. Although you can never tell exactly what you’re getting yourself into, based on the stories that we see here.