The future of Artificial Intelligence in Human Resource Management is just beginning.
“AI will augment HR and give HR time to work on more strategic business issues. The opportunity is to use AI to streamline HR manual processes and provide a more consumer grade service to employees.”
– Jeanne Meister, Co-author
Human Resource has been experiencing significant changes because of the evolution of information technologies in the last two decades.
The rise of Artificial Intelligence (AI) has been nothing short of phenomenal in recent years. AI applications are evolving quickly and becoming ever-more sophisticated. AI is reshaping fundamental aspects of society and opening up a variety of possibilities within the tech sector. AI, the evolving technology is not here to replace humans but to give organizations and individuals the freedom to allocate their resources to more valuable work. AI provides a way to augment, rather than replace the importance of decision making.
Here are the three areas where AI can act as a partner in the recruitment process:
The Behaviour and Trends of Job Seekers
AI has the ability to track, learn this pattern and target the person with relevant roles in that industry.
Candidate Search Process
AI in the candidate search process will act purely on the candidate’s expertise, experience, and skills ensuring the most talented applications shine though – not the ones that recruiters are naturally drawn.
Company Culture
AI technologies can be great for weeding out those completely unsuitable for a role, helping to narrow down what is often a long list of candidates, but at the end of the day, the recruitment process still needs the human, personal and emotional elements to make the final call.
Human Resources should be on the front lines of this revolution, helping employees acquire the skills that will be needed to thrive in the workplace of the future. It has the ability to mimic human capabilities such as learning, problem-solving, and perception. For Human Resources, this is the application of artificial intelligence to the function in order to streamline or automate some parts of the workflow.
Artificial Intelligence (AI) is becoming one of the most important business disruptors of our times. Today, AI is reshaping the way companies manage their work and make HR plans, which increases productivity and employee engagement in general. AI can efficiently handle all facets of the Human Resource workflow. Recruitment and productivity improvements, as well as retention of employees, can be tackled faster than ever before.
Today, most businesses have undergone some degree of digital transformation, and rely on this type of technology.
Here are four ways AI has the potential to have an enormous impact on Human Resources.
Personalization
It’s not new that people have very different styles of learning, and, with many generations now filling the workforce, embracing modern training practices has never been more important. AI is helping to personalize corporate learning, by capturing meaningful employee data relating to a wide range of learning experiences and behaviors.
Workflow Automation
AI is poised to be a game-changer when it comes to workflow problems.
Improved Recruitment
It’s very difficult to get base-level data on individual people – enough to run an analysis on – especially when hiring. The software driving natural language processes and predictive language analysis will help speed up recruitment by allowing to weed people out faster, and fewer mistakes.
Better Prediction Models
AI will get to know your company almost better than you do. whether it’s predicting future turnover rates, reduced or increase employee engagement levels, concerns about internal employee communications, project completion problems, and other unexpected hidden issues that would usually take years to surface, artificial intelligence will most likely be one step ahead.
“AI is an enabler. As a luxury hotel brand, we are not going to have robots but we will use the technology behind the scenes to enable our employees to do better.”
– Eugenio Pirri, VP People, and OD
AI will have a significant impact on the essence of HR, especially in the areas of growth of your best employee or recruiting fair talent. The major driver of AI’s impact in the HR industry is the enormous blooming of big data. This could help companies immeasurably by improving diversity and inclusion. AI uses massive datasets in order to identify subtle patterns indicating the precise areas where bias crops up in the hiring process or any people-related decision making.
AI has already made inroads into various functions within enterprises such as sales, marketing, and management. Additionally, it has impacted human resource management or human capital management as it is sometimes called. AI handles HR functions that are ordinary, but important, and time-consuming if done manually.
Benefits of Artificial Intelligence for HR
AI technology can enhance any department’s ability to gather and process data and make preliminary forecasts based on changing candidates.
- Empowering faster decisions at the right times to generate business opportunities.
- Getting accurate information quickly
- Facilitating pattern recognition to spot trends
- Accelerating all company processes
- Learning from past mistakes and successes
The reality is that HR may be the next frontier for AI systems that are transforming business at a rapid pace. HR teams need to play an active role in embracing new technology and it turns it to their advantage.
AI has the power to take your HR experience to a higher level. Here exactly how AI is doing that.
Talent Acquisition
HR is drastically increasing the quality of hiring decisions. It allows recruiters to spend more time analyzing and evaluating only a smaller group of eligible candidates.
Onboarding
Hiring the most promising talents is not the only concern of HR departments, once the candidate’s joins they have to go through the company orientation program lead by HR. AI can provide information and resources for the new candidates.
Employee Training
With so many technological changes it is crucial for all employees to keep learning and improving professional skills. AI provides the desired training and path information to each and every employee being a mentor.
Performance Analysis
Engagement and productivity are essential qualities for successful professionals. However, most companies are struggling to find individuals who have those traits. Using AI tools, managers are enabled to set concrete objectives and let all units work in smaller increments.
ERM (Employee Relationship Management)
As much as it is difficult to hire talented employees, it is difficult to keep them in the team. AI has the ability to analyze and predict the needs of staff members. Such analysis gives room to HR professionals to be proactive and solve the problem even before it occurs.
“There are many people whose jobs are to drive. I think it might be the single largest employer or people. So we need to figure out new roles for what those people do, but it will be very disruptive and very quick.”
– Elon Musk, CEO, Tesla
Artificial Intelligence in the HR industry is in charge of many functions for growing companies especially in recruiting, hiring, and benefits management. HR would be well advised to adopt the use of digital technologies such as data analysis and artificial intelligence in the processes at all levels of its organization and in the HR function itself. AI tools compliment HR capabilities but do not design the structure like that will require strategic human planning and vision.
AI has a direct tangible impact on productivity by making HR processes agiler & proficient whereas it has an indirect intangible impact on morale, motivation, and degree engagement for Human Resources.
The heart of AI in HR is better-informed people’s decisions. AI in HR will be able to use unbiased data in hiring, promoting and paying people on a more fair and unbiased basis.
Artificial Intelligence-based human resources management is becoming increasingly everywhere in major corporations, which need collated analysis of massive amounts of data pertaining to human behavior and learning. Organizations have to engage the workforce, not only the competition but also compatible individuals.
