There are a lot of trending topics in the world of technology. But artificial intelligence (AI) is definitely one of the hottest. It gets mentioned in almost every aspect of technology and business. AI will be a gamechanger in many things, not least in the world of human resources (HR). But why and what should you know about AI?
AI is often mentioned in either the good that will save the world or the bad force that’ll destroy it. Reality is naturally very different. While AI is going to lead to a lot of good things in the world of business, it’ll also have to be looked at carefully and the different elements understood to avoid the pitfalls. But prediction the full impact is hard and therefore, organisation’s focus should be at making the most of what is out there at the moment.
It’s also important to understand that there are many types of AI out there right now. Certain human resource management systems use strong AI while others weak. The strength here is not to imply the usefulness of the AI. It’s more about how big part AI actually plays in the full functionality of the program. Essentially, AI is about having computers perform things that human do. So far, there are software solutions that make it possible for the AI to perform quite a big range of human tasks, while others still require a big human input. But both weak and strong AI systems can have a huge impact on the organisation’s HR.
Here are a few ways how AI can impact HR:
Allow more personalisation
Much of HR is currently organised around set procedures. From recruitment to onboarding and beyond, the employee experience can feel like a cookie-cutter approach. This has its usefulness but also drawbacks. The ability to create a more personalised experience can improve efficiency and employee wellbeing. The ability to customise training, for example, has huge benefits. The employee can get extra training in areas that they find difficult while being able to skip parts that are already under control. Not only will it lead to faster onboarding, it can also lead to more productive employees. AI tools help with this because they can analyse individual employees and candidates, tailoring the processes for them. The more data your organisation collects the better the AI will perform, making it vital to create large data centres that look at various employee performance metrics.
Engage with candidates and employees
Depending on the size of the organisation, it’s not always easy to keep up with all the candidates applying for jobs and maintaining relationships with employees. But if candidates don’t feel like they are being listened, they can simply apply elsewhere and leave their talent unlocked. The same goes for current employees. If you don’t engage employees often enough in your organisation, you run the risk of making them feel disenfranchised. But AI makes communication easier and meaningful. AI can send automated yet personalised email responses, talk to people online and answer their queries even with voice recognition systems. All the data can them be fed to the HR team and they can always pick up those conversations that need further attention.
Make scheduling easier
Scheduling is big part of HR. While it is definitely a complex area that can have a huge impact on how to company functions, it’s not a task that requires huge specialist knowledge and it’s actually quite mundane to perform. AI can take it and automate scheduling, allowing HR professionals to focus on the more important tasks that still require human attention. HR management system can look at all the employee data and streamline how sick days and holidays are scheduled, creating smooth and functional systems. Not to mention how it can also ensure that employee queries are taken into account. The most exciting thing is that scheduling goes even further than just employee schedules. You can even use AI to schedule employee tasks, such as meeting times and so on.
Predict employee outcomes
Finally, AI can impact HR buy improving predictions. Predicting the future is always hard but it’s also important to have different scenarios prepared. You don’t want to hire candidates without having an idea on how they might perform. AI and deep learning tools can help with making predictions and ensuring those predictions are as accurate as possible. You can take data and have the AI run different scenarios that’ll then help you understand how you can improve your HR practices.
As the above examples show, AI can have a big and meaningful impact on HR. If you want your organisation to enjoy the benefits, now is the perfect time to get onboard and invest in good HR technology.