The key function of the traditional Human Resources (HR) Department has centered on the human element and to deal with the needs of both the organization and the people behind the scenes who help keep it running, namely, the workers. However, in an “Age of Technology” the customary “emotional” side of operations better known as Emotional Intelligence (EI) has evolved. Understanding the EI element helps us to understand, manage, and recognize not only one’s emotions, but those of others. Nonetheless, beneath the chaos of the Covid-19 Pandemic, a slow-moving technological wonder rose to the top of everyone’s vocabulary, known as Artificial Intelligence (AI). AI served the conducive way to link a better linchpin to bring together another form of intelligence which has been perceived as more human-like, such as intuitive thinking of thought patterns composed of massive amounts of machine language (data) to help improve learning, problem-solving, and reasoning. However, there are differences and similarities between these two types of intelligences, which HR managers are learning how to blend the two into the workplace and learning without fighting to defend one over another. Consequently, the current learning and work paradigms seen in both the business and educational environments have conflicted with some of the newer technology. Nonetheless, several of the best practices and lessons learned by many in all sectors of the work and education fields have centered on the use of technology. The dilemma lies in EI’s focus on the human touch versus the AI’s non-human machine mind. Thus, this raises the challenge for HR managers and educator as to how to change the current paradigms and blend the best of these two worlds, or “two intelligences”, to groom, nurture, and empower a stronger set of recruits for the workforce of today and tomorrow. While traditional HR Generalists may argue that the human touch is the best way to gain “trust” from the workforce, the various generational segments of the workplace have raised issue that HR managers, leaders, and educators need to change with the times to compete in an ever-changing marketplace, as well as strive for the most qualified workers in a shrinking workforce that has been downsized due to “The Great Resignation” of the Baby Boomer generation. Finally, these two types of intelligences are also intersected by a third type of intelligence which all stakeholders need to keep in focus with their daily tasks, known as competitive intelligence. Thus, this leads to the broader question whether the emotion side of EI, along with the technological applications of AI can work together or against each other in the field of HR and Management? Further, can these two types of intelligence help the HR’s use of competitive intelligence towards improving their department’s use of competitive intelligences in recruiting and selecting qualified workers for their current and future workforce?

Keywords: Emotional Intelligence, Artificial Intelligence, Competitive Intelligence, Human Resource Management.