“If the goal is to keep everyone employed digging dirt, should we hand out teaspoons instead of shovels?”
That sharp question, asked by an onlooker in 1901 Philadelphia, silenced two well-meaning laborers who complained that a steam shovel was “taking bread out of a hundred men’s mouths.” The remark still stings today, especially for HR leaders standing on the sidelines of AI adoption.
Just like those laborers, many HR professionals see AI as a threat. We tell ourselves we’re being cautious, claim we’re protecting employees, and insist AI “must be people-driven.” But here’s the truth: we’re not even in the cab yet. We’re on the curb, arms crossed, watching the machine do the work while we romanticize teaspoons.
It’s time to put down the teaspoon.
Why Artificial Intelligence Belongs in the HR Toolbox
Let’s stop pretending that sticking to manual processes honors human dignity. It doesn’t. It wastes time, increases risk, and holds back strategic HR.
AI isn’t about removing people — it’s about removing the wrong work so people can focus on the right work.
Here’s how AI in HR can create immediate impact:
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Resume screening: AI can analyze patterns and surface high-potential candidates in seconds, freeing HR to focus on interviews and hiring decisions.
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Compensation cycles: Instead of rekeying data into spreadsheets, AI-enabled platforms like SimplyMerit streamline inputs, approvals, and governance.
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Employee engagement: Predictive AI replaces outdated annual surveys with real-time insight into morale and retention risks.
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Content creation: Generative AI drafts job descriptions, internal comms, and development plans — so you start with a better first draft.
Bold HR teams don’t fear the machine. They learn to drive it.
The Real HR Risk Isn’t AI — It’s Inaction
When HR avoids AI, we aren’t protecting jobs — we’re preserving inefficiencies.
Let’s call it what it is:
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Avoiding AI is a delay in delivering strategic impact.
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Avoiding AI is a failure to meet leadership’s expectations for insight and agility.
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Avoiding AI makes it harder to retain employees who expect modern tools.
As one HR tech leader recently wrote, “The greatest HR risk in 2025 is clinging to outdated processes out of fear.” (HBR, 2025)
By refusing to evolve HR, we aren’t defending humans — we’re holding them back.
A Simple Framework for Smart AI Adoption in HR
Here’s a decision framework HR teams can use today:
ASK: Where are our current HR processes slow, error-prone, or manual?
IDENTIFY: What tasks could artificial intelligence reduce, assist, or automate without losing human judgment?
ALIGN: How does artificial intelligence adoption support business strategy and employee experience?
GUIDE: Who governs AI tools and ensures compliance, privacy, and fairness?
ITERATE: What will we learn, measure, and improve after initial rollout?
Use this to start small, but start now.
Be the Person Who Says, “The Scoop’s the Thing.”
The laborers in that 1901 story eventually laughed, realizing the truth: if we care about impact, we adopt the better tool.
Let’s not be the last function to pick up the scoop.
Let’s be:
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The ones who guide AI to reflect our values.
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The ones who govern data responsibly.
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The ones who grow HR into a force multiplier for business, not just an administrator of policy.
It’s not about being first. It’s about not being too late.
Key Takeaways
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AI in HR is a force multiplier, not a job replacer.
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Refusing to adopt AI doesn’t protect jobs — it prolongs inefficiency.
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Start small with AI tools that reduce manual work (e.g., resume screening, compensation planning).
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Use a simple decision framework: Ask, Identify, Align, Guide, Iterate.
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HR leaders should shape AI use with intention, insight, and strategy.
Quick Implementation Checklist
- Identify 2–3 HR processes that require manual effort
- Evaluate one AI-enabled tool (e.g., SimplyMerit for comp planning)
- Meet with IT to review data privacy/security standards
- Communicate with your team about why and how AI is being introduced
- Pilot with a low-risk function (e.g., internal communications drafting)
Call to Action
Don’t let HR be the last to evolve. Schedule a conversation with MorganHR to explore how SimplyMerit and our advisory services can help your team go beyond the teaspoon and lead with strategy.
👉 Explore SimplyMerit Today