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There’s no doubt that generative AI technology has exploded since the debut of the generative AI tool, ChatGPT, in 2022. ChatGPT now has over 100 million monthly users, including employees at more than 92% of Fortune 500 companies, and provides the operational foundation for many niche AI solutions.
In fact, more than half of all Americans have used generative AI tools, for everything from planning trips to summarizing text to generating images. Increasingly, people are growing more comfortable with the new technology, and are using it to optimize productivity across many areas of their lives.
As an HR practitioner, you’ve likely used ChatGPT and other gen AI tools in your day to day life—but have you explored the ways that gen AI can enhance your team’s work performance?
Most likely not: To date, just 3 percent of organizations say they’re using generative AI in HR. That means there’s huge untapped potential for your enterprise to benefit from productivity gains and develop insights that will help you stay a step ahead of your competition.
Let’s learn more about some of the most innovative ways to use generative AI in the HR space.
What Is Generative AI in HR?
Defining Generative AI
Generative AI refers to artificial intelligence technology that can be used to create new content, rather than simply analyzing existing content. It can be used to develop images, videos, music, code, and written content, which may be indistinguishable from content produced by humans. Generative AI systems are trained on huge quantities of existing data: ChatGPT was trained on 45 terabytes of text data, which would take up nearly a million feet of bookshelf space.
How Generative AI Applies to Human Resources
When applying generative AI to HR, you can employ its analytical and generative capabilities across many common functions, including recruiting, onboarding, payroll and benefits administration, employee engagement, and workforce planning. Generative AI can help you to automate manual functions to boost efficiency; provide detailed analysis of your data; and create or optimize content to support different use cases, including job descriptions, interview questions, performance reviews, and policy manuals. You can make use of technology like chatbots to reduce your hands-on support time, helping employees get answers faster.
Generative AI gives your HR team the tools to build a more efficient process, empowering you to focus on higher-level strategic initiatives.
Benefits of Generative AI in HR
Why is it worth bringing generative AI into your HR practice? This technology can help you realize several key goals that will benefit your HR team members, your employees, and your numbers-driven corporate board.
Improved Efficiency and Productivity
One recent study analysis found that using generative AI in business increased employees’ productivity by 66 percent. For instance, business professionals who used AI to draft company documents were able to write 59 percent more documents per hour. In HR, this can be applied to everything from writing job descriptions to company handbooks to training manuals.
Enhanced Employee Experience
Generative AI tools can be used in HR to streamline common processes related to employee onboarding, benefits administration, and other workflows. You can provide personalized onboarding and training resources specific to each team member, and provide them with access to a self-service chatbot that empowers them to complete tasks and answer questions more quickly. For example, TeamSense’s Policy Assistant lets your frontline workers ask questions about company policies and benefits, providing instant answers drawn from your brand’s policy handbook and other documents and presented in conversational language.
Cost Savings
By driving greater efficiency and reducing manual labor, businesses are able to save costs on operations. Half of HR teams reported that use of generative AI had led to cost reductions, with 33 percent additionally saying that its use had led to new revenue generation opportunities.

Top Use Cases of Generative AI in HR
How can you realize those benefits in your own practice? Let’s take a look at some of the most effective AI use cases in HR.
Recruitment and Talent Acquisition
When hiring for open roles, you can streamline processes and shorten time-to-hire with generative AI tools for HR. For example, recruiting tech solutions can help you generate customized job listings, develop interview questions and skills tests, and conduct analysis of each candidate’s interview responses and test assignments to help you narrow down your pool more quickly.
Employee Onboarding
Once you’ve brought on a new hire, they’ll need to ensure they’ve filled out all the right forms to be approved in your system for payroll and benefits, and will likely have to complete mandatory training before beginning work. By using chatbots, like TeamSense’s Policy Assistant, your new hires can ask questions through an online portal and instantly get access to the information they need. You can also set up personalized onboarding workflows and training programs for each employee, specific to their job function and other relevant criteria. By using gen AI technology, they can get up to speed and start driving value for the business faster.
Workforce Analytics and Planning
Need to know what new positions you need to fill, or get better insights on which team members are most likely to resign? Generative AI tools can help you build detailed analytics reports from your data, showcasing key metrics that help you make better business decisions around hiring, engagement, and workforce management.
Employee Engagement and Retention
More than half of all employees are open to leaving their roles—but 42 percent of employees who voluntarily left their organizations say that they would have been open to staying if the workplace had done more to engage them. Gen AI HR tools can help you boost engagement and reduce turnover, with analytics solutions that pinpoint primary indicators of likely turnover and provide recommendations for re-engagement.
Learning and Development
Gen AI-supported L&D initiatives can take your employee skills training program to the next level. Gen AI tools can help you quickly produce new content, including slide presentations, videos, text, and images, that support your training messaging. You can easily personalize L&D programs for each role, ensuring each team member gets the right content for their needs. Such tools can help you track how much of the content each team member has consumed, with skills assessment tests to see how well they’ve retained the knowledge.
Administrative Efficiency
Look for opportunities to save time and money with gen AI-enhanced workflows. For example, by implementing a chatbot, such as TeamSense’s Policy Assistant, you’ll be able to reduce time spent answering questions about onboarding and benefits, and facilitate a seamless self-service onboarding process for new hires.

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Steps to Implement Generative AI in HR
Now that we’ve covered some common use cases for generative AI in HR, it’s time to think about how to integrate these solutions into your processes. Here’s a guide to getting started.
Identifying Key Areas for AI Integration
Start by auditing all of your HR team’s processes and tasks. Talk to them about their challenges and strategic priorities. How much time does each HR pro spend on manual work that could be automated? What insights do they need access to from your business data? Map out a priority list of how generative AI could fit into different workflows and functions.
Choosing the Right Tools and Vendors
Next, once you understand the capabilities you need, focus on finding the right tools to address your pain points. You may find one solution that can cover all of your areas of need, or elect to choose a variety of more specialized solutions. Review their case studies and reviews, and ensure that they can easily integrate with your existing HR tech stack for seamless onboarding.
Training Your HR Team
To successfully onboard your team in a new technology, you’ll need to set up a change management program. Start by educating your HR team about the new initiative and how it will help them perform their jobs more efficiently, answering any questions they might have about how their roles will change. Develop new policy documents about how and when to use the new technology, and enable your team members to try out the software on small projects before expanding into daily use.
Monitoring and Refining AI Applications
After implementing your generative AI tools, it’s important to closely monitor them to ensure that both how they’re being used and the results they’re producing are in line with your brand’s policies. Regularly review usage data to see how they’re supporting different workflows across the HR function, and pay attention to metrics around efficiency and productivity gains.
It’s also important to implement a manual review process for the content being created or recommendations being made by the AI tool. While you might rely on a generative AI tool to create a rough draft of a policy document, for instance, you should always provide editorial oversight to ensure that it’s factually accurate and meets your brand’s needs.
If you find that your tool’s output isn’t meeting your needs, it’s important to update and refine your prompts. With a regular review process, you can build iterations into your processes that will help you get better quality and more reliable results from your AI tools.
Challenges and Ethical Considerations of Using Generative AI in HR
While generative AI holds great promise for the HR industry, it can also hold substantial risk if it’s not applied with care. Let’s evaluate some key challenges in using generative AI in HR, and how you can combat them.
Addressing Bias in AI Models
AI algorithms are only as good as the data they’re trained on—so if there’s bias in the training data, you’ll see the same bias come through when using the tool, which can lead to discriminatory hiring practices. To avoid bias, you should set up DE&I benchmarks to ensure that you are building a diverse candidate pool, and use skills-based candidate assessment tools to support your hiring strategy. Some AI HR tools, such as Textio, can support a more inclusive hiring strategy by helping you eliminate biased language in your job listings.
Data Privacy and Security
When using AI tools, it’s important to ensure that sensitive data, including candidate and employee personal information, remains protected. Set up strict permission controls that ensure your AI tools don’t collect any more data than what’s needed to perform their functions, and carefully review every vendor’s security certificates and privacy standards to verify their commitment to protecting your data.
Balancing Automation and the Human Touch
As the business world rapidly embraces AI, many employees are worried about the risk of losing their jobs to machine learning tools. As an HR leader, you can empower and reassure your team by expanding their job roles: With the support of automation, they’ll be able to delegate time to more high-touch initiatives that require sensitivity and intuition. It’s also important to dedicate employee time to auditing your HR AI tools, reviewing their output in line with your company’s goals and benchmarks of success. AI requires oversight, but by setting up a hybrid system that combines automation with human review and strategy, you’ll be able to enhance the value your team brings to the table.

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Future Trends in Generative AI for HR
Modern HR teams are likely to see generative AI enhance their roles in many ways, with optimized workflows, expedited content creation, and access to new data insights. Here are a few key trends that will impact the world of HR:
Expanded use of AI agents
An AI agent is a software program that autonomously completes tasks based on user commands or questions, analyzing the data available within its environment to generate the correct response to the question or situation. A chatbot, which relies on user queries and access to a business’ knowledge base and other approved data sources to answer questions and complete tasks, is one form of AI agent; a candidate-screening app that scores job candidate data against job criteria to recommend the best fits is another such example. Deloitte predicts that 25% of companies that use generative AI will deploy AI agents in the coming year, growing to 50% by 2027.Increased employee self-service
Generative AI’s personalization capabilities lead to a better experience with employee self-service for many HR functions, which is likely to lead to faster adoption of the technology. For instance, tools like TeamSense’s Policy Assistant can empower employees to get quick access to answers around signing up for benefits and workplace protocols, freeing up HR pros’ time for more specialized skills.Enhanced data-driven decision making
Using generative AI in HR makes it easy to dig into your data to uncover hidden trends and answer key questions—with your solution providing detailed explanations of why it provided the recommendations it did. As such, HR pros are gaining more trust in using AI for major decisions, with 79% of recruiters believing that AI will soon be advanced enough to make hiring and firing decisions.Recruitment automation
Recruitment is being transformed by generative AI and other machine learning tools: 73% of companies are now investing in recruitment automation technologies, with an average cost-per-hire reduction of 30% thanks to efficiency gains from the technology. We can expect to see the rate of organizations investing in recruitment technology increase, guided by personalized workflows that make use of generative AI capabilities.
As HR pros learn more about the potential of generative AI technology, they’ll continue to find innovative ways to enhance their capabilities and productivity with the support of best-in-class machine learning solutions.
Final Thoughts
Generative AI is a powerful new force in the business world, and by harnessing its power, HR professionals can transform their job functions. Using gen AI tools in HR can help you elevate your role with enhanced productivity and access to deep insights that support recruiting, engagement, retention, and workforce planning.
By adopting self-service gen AI tools like TeamSense’s Policy Assistant, you can use automation to free up time that you can dedicate to high-touch interactions for the team members who need the most support, while ensuring all employees get the answers they need, when they need them. And by tracking attendance metrics for your frontline workers in TeamSense, you’ll be armed with data insights that can help you identify trends in absenteeism and warning signs for turnover, empowering you to make the right planning moves to build a strong and sustainable workforce.
Ready to learn how TeamSense can help you harness the power of generative AI? Sign up for a demo.
About the Author

Jackie Jones, Employee Relations & AI for HR Specialist
Jackie Jones brings a wealth of knowledge in fostering positive workplace environments and streamlining attendance management, with specialized expertise in AI applications for human resources. With a passion for helping businesses create efficient and supportive workplaces, she focuses on developing strategies that leverage AI to enhance employee satisfaction and operational efficiency. Jackie's combined expertise in employee relations and AI-driven solutions provides a deep understanding of the unique challenges faced by hourly workers and their employers, making her insights invaluable for organizations seeking to improve their attendance processes and embrace innovative HR technology.