But, there is an other side of the coin:
So, what’s true? Most of the people are confused about the role of AI or cognitive computing the HR domain. Human resources, organizational leaders and executives have faith that merging artificial intelligence (AI) into various functions of HR like administration and onboarding can and will improve the overall employee experience.
These intelligent utilities can perform various types of complex tasks such as voice recognition, reasoning, learning, sensory perception, problem solving, among others. This evolution in the Artificial Intelligence is greatly transforming human resources. Although human resources are considered reactionary and not strategic, the importance of Artificial Intelligence in HR is crucial and cannot be ignored.
In this article, we have found some examples of how firms are investing into cognitive computing and AI for their HR workflows. Let’s first look at the definition of Artificial Intelligence.
Artificial Intelligence: An Overview:
Artificial Intelligence is the ability of any machine to perform various cognitive tasks that generally need human intelligence or intervention. These cognitive abilities and tasks include learning, learning, decision making, speech recognition, visual perception, among others. Simply put, artificial intelligence is the intelligence shown by various machines. Artificially intelligent machines or tools allow machines to mimic various cognitive processes or tasks, including the capability to learn about their own aspects of human working or thinking.
What Can AI Do For Human Resource?
Artificial Intelligence is expanding with a rapid pace and finding its way to various industries by simplifying laborious tasks to obtain preciseness and better results. Organizations are investing in Artificial Intelligence in the HR domain, and there are a plethora of reasons why AI should be used in the HR works. The clearest advantages include better efficiency & accuracy, greater revenue generation, and significant time savings. Some other benefits include less stress and more creativity for human resources professionals.
In this world of Big Data and IoT, Artificial Intelligence is becoming increasingly crucial. Increases in the amount of data and information in human resources involve more time devoted to the precise data analysis. Fortunately, progress in AI has seen the building of software that can recognize patterns in crucial data and perform various data intensive tasks. At present, computers can be used to easily identify important information, errors and inconsistencies more promptly than human resources professionals.
Income generation and maximum RoI is one of the top priorities for any business. Organizations that invest on artificial intelligence and collaboration between machines and employees generate more revenue. With artificial intelligence, processes take “forever” to complete manually and are completed in seconds. In a fraction of time, an AI enabled system can analyze a large amount of information that it would take a human resource expert days or even weeks & years to complete.
An AI system can also analyze documents like contracts for inconsistent information, missing information and other errors. Consequently, the time saved translates into a greater profit margin. By automating various tasks and processes, Artificial Intelligent provides human resources staff more time to focus on others to deal with more complicated tasks that require considerable human interaction, such as professional development and creating a more engaged workplace.
Here are some more benefits of implementing AI in HR processes:
1. Candidates Sourcing
Platforms that use AI to obtain the best available talent in the market for several firms are dominating this field of human resources. All the recruitment officers must analyze large number of data to identify precisely the best recruit consistently; It is crucial to find weak points in the firm that would benefit from the new workforce and then match the right skills to the right designation in the right organization. Data analysis comprising of the supply of candidates can be a very tedious task. This may include the combination through internal & external databases, recruitment websites, and linked profiles in an effort to search for manpower in a literal sea of data from various sources. In short, hiring can be tediously long process, and this is where artificial intelligence has entered.
Artificial intelligence has seen the development of smart recruitment processes, which means that human resources teams no longer require to rely on manual talent search.
Some examples of AI-backed candidate sourcing platforms include Engage Talent, Arya, and Entelo.
a. Source for right skill sets form external and internal databases
b. Find the qualified candidates
c. Predict whether a candidate will accept a job offer or not
d. Pick those candidates that are most open to any new job opportunities
2. Resume Screening:
Although, the curriculum review is not a complicated task and doesn’t require complex analytical skills or years of domain expertise, it is a laborious task. All that needs the evaluation of the curriculum is just a simple list of needs that each candidate must meet in order to get shortlisted and have plenty of time.
This is where artificial intelligence comes in to completely replace humans in the equation. What exactly is required is to feed the information on an AI platform and let it do the magic. In addition to resumes, various artificial intelligence platforms can also search the internal database in order to find past candidates that can fit into new vacancies.
3. Reducing Bias:
Many recruiters try to be inclusive, they may be subconsciously influenced by various factors that have nothing to do with the competence of a job candidate. As a human being, recruiter is likely to lean toward candidates who are more like their requirement. Language, ethnicity, gender and even race can affect the perception of a recruiter. This kind of unconscious bias can also find its way into job description and curriculum selection.
Artificial intelligence and automation are being used to eliminate biases by using various algorithm evaluation platforms that take these biases into account in order to ensure that a diversified group of candidates emerges from the initial screening or evaluation. In the event that a bias is discovered after an initial audit, the benefit of an algorithm evaluation platform is that it can be reprogrammed in order to eliminate the bias. This is much simpler than reducing human bias.
4. AI in Streamlining Employees Onboarding
After completing the process of hiring, artificial intelligence tools can also be used to improve and optimize subsequent training. New employees generally need a lot of attention, but much of this attention can be greatly reduced by the use of AI enabled programs to present various aspects and take them through various routine procedures of the company.
The AI algorithms are carefully adapted so as to eliminate the incorporation and training required for new employees who could take days or weeks to a human resources professional. By inserting the affinities, skills, and experience of a new employee into an artificially intelligent system, you can easily create the best process of training for that specific employee. Smart bots can also be used in order to answer questions about insurance, policies, policies, among others. This helps teams focus on what they do best: decision making, analysis, nurture, cultivate, and work with talents.
5. Enhanced Training
when it comes to training and continuous evaluation of staff, artificial intelligence is providing many solutions to Human Resources teams. There are various AI tools that can be used to identify skill gaps and develop different programs to train staff based on their specific requirements. Although many organizations still use e-learning programs for continuous training, they are not normally organized and employees do not get the best out of them. With the help of various AI tools, the programs are perfectly presented and organized in order to offer a more specific learning experience.
In addition to this, AI has revolutionized continuous staff analysis. Although they are not so different from the guard assessments, they are very crucial for an organization. Continuous staff analysis also helps human resources professionals evaluate the best course of action in the future. These data dumps can also help human resources professionals transfer employees from one department to another, precisely identify possible bottlenecks, or change the description of their work. Without these regular analyzes performed with AI, such evaluations may not be possible.
6. Personal AI assistants in HR
In this digital age, artificial intelligence personnel such as Google Assistant, Siri from Apple, Cortana from Microsoft, Alexa from Amazon, among others, surround us. These personal assistants are present in our tablets, smartphones, desktops, laptops, smart speakers, smart watches, and other smart devices.
These assistants are excellent for staff, such as personalized search, reminders, alarms, programming, among other tasks, cannot be used by Human Resources professionals for tasks throughout their organization. Fortunately, there are specific human resources AI assistants created for tasks throughout organization.
Examples of specific human resources AI assistants include Leena AI and Amy Ingram. Amy Ingram is from x.ai.
Today’s AI software can:
- Schedule meetings and appointments
- Find a common ground for two parties with a busy schedule to keep both satisfied
- Set up, reschedule or cancel meetings and appointments upon request
- Reminders for meetings and scheduled appointments.
- Write personalized emails
- Book conference rooms
AI has the ability to build human resources chatbots. These chatbots can be used to answer a variety of questions from employees that are generally answered by Human Resources professionals. Instead of spending time explaining the insurance policy or organization, managing expenses, or answering vacation inquiries, human resources professionals spend more time building a happy and more productive workforce.
7. Automation of Administrative Tasks
Repetitive administrative tasks are the most laborious tasks in any human resources department. There are a plethora of email tracking, correspondences, document delivery, compliance management, performance review data analysis, payroll management, among others, can be very cumbersome. These repetitive tasks consume a lot of time that would otherwise be used to solve work-related problems.
Thanks to AI based tools, as most of these repetitive administrative tasks can be left for AI software. Administrative tasks, such as the workforce coordination and task assignment process, can be left for AI. Conversations that need perfect accuracy, such as compliance and payroll management, are better for artificial intelligence systems.
The management of free days and holidays generally depends on the human resources department or individual managers on each floor. Although, an AI system can be used to simplify this process. For example, you can use a “check-in-check-out system” with clearly defined days off and holidays where employees manage and organize their absences and days off without too much manual tasks.
8. Improved identification and retention of employees on departure
Although, AI cannot replace individual meetings of HR and available presence, but it is helping companies alleviate their retention problems. This is through the development of AI systems that redirect employees to a development manager or an opportunity within the organization. Employees with access to such support system are more likely to be happy with their jobs. Attention or human resources for your employee can lead to low retention, but this can be resolved by implementing AI.
There are other AI based software systems that have been designed to highlight workers who are leaving. These systems carefully analyze the computer activities of those employees, such as Internet browsing, keystrokes, and emails.
The system stores this data for some time and uses this data in order to determine the baseline for normal activity patterns. Based on this information, the system easily detects a change in the communication or behavior of an employee and predicts when they might be thinking about resigning from the organization.
9. AI in Calendar and Schedule Maintenance
Depending on the multifunctional organization of the company, scheduling all the tasks and activities on a daily basis can be a very tedious. This is especially true for the employees with personal concerns and lack of energy and time to maintain their calendar of company. AI based systems can be used to manage and organize each employee’s personal calendar and remind them of upcoming duties, activities, deadlines and meetings. This also helps employees have more time to focus on their important tasks, which increases productivity.
When it comes to adopting technology, data analysis and digitization, human resources departments always doubt. AI is reinventing various aspects and tasks of our lives, and HR is not exceptional. Human resources teams of any organization can no longer ignore these technological changes. Human resources solutions which are based on artificial intelligence have the ability to increase productivity of employees and help human resources professionals to become better consultants that enhance the performance of other employees.
Adopting AI systems is freeing plenty of time, not only for HR professionals but also for various other employees. With the automation of various repetitive administrative tasks, human resources professionals can also focus on more crucial tasks, such as talent development, decision making, strategic management, among others. AI has simplified the processes of recruitment, training, incorporation, and analysis of ongoing personnel.