One practical application of AI is in the digitalization of HR processes. Tasks such as document management and onboarding can be streamlined, reducing errors and saving time.
When considering artificial intelligence it’s tempting to focus on the technology itself – its speed, its scale, its promise. But what if the real story isn’t about machines, but about people?
That was the premise behind a recent conversation led by Ewelina Jaworska-Bień, Health & Benefits GrECo Group Practice Leader, with Dominika Frydlewicz-Barańska HR Director at Cedo Sp. z o.o. and an independent expert in people management and organisational effectiveness. They discussed how AI is reshaping the workplace – and what that means for the humans within it.
The Emotional Impact of AI
Jaworska-Bień opened the discussion by acknowledging the emotional charge that the topic of AI brings to the table. “This is actually a topic that arouses a lot of emotions. not only among employees, but also employers and HR leaders” she said. “It certainly changes the way we already work, how we learn, and how we care for employees and the well-being of teams.” She emphasised that the conversation would touch on various aspects such as efficiency, safety, employee development, employers’ social responsibility, and transparency in the implementation of new technologies.
AI: A Challenge and an Opportunity
Frydlewicz-Barańska views AI as both a challenge and an opportunity. “Technology is created by man for man,” she stated. “This is not a technology that is happening alongside us. We created it and we use it, and we are fully responsible for its development and what this world looks like as a result of it.” She highlighted the importance of adapting to technological advancements wisely and transparently. “To truly benefit from technological advancements, we must embrace change with wisdom and transparency, evolving not just how we work, but also why we work.”
Automation vs AI
The conversation delved into the distinction between automation and AI. Frydlewicz-Barańska pointed out that automation and robotic process automation (RPA) replace repetitive, schematic work with robots, but AI goes a step further. “AI is one of the functions of new technologies, but we often confuse it with automation and robotisation,” she explained. “AI involves research, algorithms, and deep learning.”
Jaworska-Bień agreed, noting that AI’s integration into the workplace is inevitable. “In a moment, the use of AI will be as popular as the use of email,” she predicted. She also stressed the importance of defining AI clearly to avoid confusion and ensure that businesses are ready for its implementation.
AI’s Impact on the Workforce
The discussion then explored further the impact of AI on the workforce. Jaworska-Bień raised concerns about the ageing population in Europe and the potential shortage of workers in the future. “AI can really influence this by automating processes and digitising tasks,” she said. Frydlewicz-Barańska concurred, adding that technology redefines work and fills demographic gaps. “Robotisation fills the gap of the most difficult tasks so that humans do not have to perform them,” she said.
Enhancing Production Efficiency
Beyond demographic challenges, AI also enhances production efficiency by automating physically demanding or repetitive tasks. This not only improves ergonomics but also streamlines operations. As Frydlewicz-Barańska again noted, involving employees in these transitions and clearly communicating the benefits is essential for success.
Preparing Employees for AI
The conversation also touched on the importance of preparing employees for the changes brought by AI. “The key to successful technological transitions is to include employees in the process, clearly communicate the benefits, and ensure they understand how these changes will improve their work environment and make their jobs easier” said Jaworska-Bień. Frydlewicz-Barańska agreed and went on to emphasise the need for continuous improvement and training. “We have to prepare people of all ages for the fact that work will change,” she said. The point hammered home was that a business being ready for AI implementation is not just about ensuring the physical work environment is adapted properly; it’s equally, and arguably more important, to ensure employees understand the transition to AI, are ready for it and know how to use it.
The Role of HR in AI Transition
One practical application of AI is in the digitalization of HR processes. Tasks such as document management and onboarding can be streamlined, reducing errors and saving time. Both experts agreed a gradual rollout helps employees adapt and appreciate the advantages of the technological changes happening around them.
The role of HR in managing these changes was another key topic. HR departments play a pivotal role in bridging the gap between management and employees, facilitating effective communication and smooth transitions. Frydlewicz-Barańska highlighted that HR is the essential link, helping people prepare for change and guiding them throughout the process. “It’s crucial to see the HR role as one which helps people to be ready for change and guide them through the process” she said.The future belongs to leaders who innovate responsibly. By prioritising cognitive health, simplifying complexity, and investing in digital fitness, businesses can enhance performance and demonstrate true leadership in the age of digital transition.
AI and Virtual Reality in Training
Jaworska-Bień and Frydlewicz-Barańska also discussed how AI and virtual reality are transforming training and development. Frydlewicz-Barańska explained the organisation she supports implemented VR training modules on communication and feedback, allowing employees to choose when to participate and receive immediate, personalised feedback. The training included simulated conversations with virtual employees, helping staff practice real scenarios and improve their skills in a flexible, engaging way. “This innovative use of technology made learning more interactive and tailored to individual needs, fostering both professional growth and enthusiasm for development,” she said.
Building Awareness and Education
The conversation concluded with a discussion on the importance of building awareness and educating employees about the responsible use of AI. “We should build a work environment that is not supposed to work against us,” Frydlewicz-Barańska said. “Technology should make the world more orderly and simpler.” Jaworska-Bień summed up the discussion by emphasising the need for a balanced approach to AI implementation. “The goal is not to make our lives worse or harder, but to work smarter and more efficiently,” she said.
Employees at the Heart of AI Transformation
Overall, the key takeaway from the discussion between Jaworska-Bień and Frydlewicz-Barańska is that we must not forget the human factor in the age of AI. While technology in the workplace continues to evolve, it is essential to remember it is the people who create, implement, and are ultimately affected by these advancements. The key to successful AI integration therefore lies in transparency, continuous learning, and a focus on the well-being of employees. By fostering an environment of open communication, ongoing education, and empathetic leadership, businesses can ensure that AI serves as a tool for enhancing, rather than overshadowing, the human experience. In doing so, we can create a future where technology and humanity coexist harmoniously, driving progress while preserving the core essence of what makes us human.
About Dominika Frydlewicz-Barańska
Dominika Frydlewicz-Barańska is an HR Director acting as a strategic partner for businesses supporting organisations in achieving growth and transformation, known for her innovative and strategic approach to human resources. With a background in administrative law and postgraduate studies in coaching and business communication, she specialises in cultural transformation, restructuring, and digital HR solutions, helping organisations adapt to dynamic market changes.
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Ewelina Jaworska-Bien
Group Practice Leader
Health & Benefits
T +48 504 178 064
Dominika Frydlewicz-Barańska
HR Director
Cedo Sp. z o.o
