A Human Resources Management Driven by Artificial Intelligence (AI) and People
Scarleth Bendana
People and Culture Manager | Change Management Manager| Organizational Transformation Manager
As we enter an era where generative AI is seamlessly woven into the fabric of our workplaces, the landscape of people management is undergoing a profound transformation. Consider these compelling insights:
AI-enhanced Decision Making
Imagine having access to accurate, data-driven information that removes the guesswork from decision making. Generative AI provides just that, enabling leaders to make informed decisions about talent acquisition, development, and retention. With predictive analytics, identifying skills gaps and tailoring training programs becomes easy, ensuring the organization stays ahead. I have observed how it avoids non-inclusive selection and facilitates responses to all candidates in an application process. Some platforms we can use include IBMWatsonTalent.com and Visier.com.
Personalized Employee Experience
The future of employee experience is personalized. AI creates individualized learning paths, tailored to each employee's career aspirations and preferences. Additionally, we can include a virtual assistant to support and clarify doubts. This personalized approach not only drives engagement but also encourages continued professional growth. I have no doubt that AI-based tools will offer personalized support in the future, from mental health resources to adaptive work schedules, improving the overall well-being of employees. Platforms we can use and others I've seen in action include Degreed.com, BetterUp.com, Udemy.com for Business, and Qualtrics.com.
Optimized HR Processes
Efficiency in people management processes will reach new heights. Recruiting is being revolutionized with AI-powered screening and interview automation, accelerating hiring while promoting diversity by reducing bias. As routine administrative tasks like payroll and attendance tracking are automated, we can focus on strategic initiatives that drive organizational success. I can mention a variety of successful technology platforms, although not all of them cover all human resources processes and others collaborate in a specialized way: HireVue.com, BambooHR.com, SAP SuccessFactors.com, and Workday.com.
Empowered Workforce
AI is empowering the workforce like never before. Improved collaboration tools facilitate seamless communication between teams, regardless of their physical location. This is particularly vital in today's hybrid and remote work environments, especially with recent legal changes in Latin America. AI is increasingly helping us identify and develop critical skills within the workforce, ensuring our employees are prepared to meet future challenges. The most mentioned and well-known platforms are Slack.com, MicrosoftTeams.com, GoogleWorkspace.com, and Coursera.com. For AI-powered talent mining and analysis tools we have solutions like Eightfold.ai, Ideal.com, or Pymetrics.com, which use AI to identify skills, recommend training, and better match profiles with available opportunities.
Strategic Talent Management
Talent management is becoming increasingly proactive and strategic. With AI, HR teams can anticipate talent needs, plan for succession, and develop personalized career progression plans. By analyzing engagement and performance data, AI can identify factors that contribute to turnover and suggest strategies to boost retention, such as improving workplace culture or offering targeted development programs. AI can help us align talent management processes with business strategy. Some platforms to mention include SAP SuccessFactors.com, and Eightfold.ai.
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Ethical and Responsible Use of AI
As we embrace AI, ethical considerations become paramount. Organizations must establish governance frameworks to ensure the ethical use of AI, particularly in decision-making processes that affect employees. Therefore, a Digital Culture goes beyond data-based decision making and the use of digital platforms. For example, continually monitoring and improving AI algorithms is crucial to mitigating bias and ensuring fair and equitable treatment for all employees. Some of the most used platforms include Ethical.ai., Toolkit.com (by Google), Fairness Indicators (by TensorFlow), and Humu.com.
Finally, I can say that artificial intelligence (AI) acts as a powerful enabler that enhances efficiency and effectiveness in people management processes through advanced data analytics, predictive models, and automation. However, despite these technological advances, AI can never replace the essential human touch in HR. Emotional intelligence, empathy, and the nuanced understanding required to manage employee relationships, foster a positive work culture, and address individual concerns are inherently human traits that technology cannot replicate. Human connection is crucial for building trust, motivating employees, and navigating complex interpersonal dynamics.
AI revolutionizes our operational capabilities and empowers data-driven decision making in HR, yet it serves to enhance—not substitute—the irreplaceable human element in people management. The synergy between cutting-edge technology and human insight is the key to unlocking the full potential of modern workforce management.
Interesting references
I'd like to share some interesting studies on the use of AI in People Management:
Fundador de Eys Software ?? creador de #elinternetdelasvacas ?? Dibujo soluciones a problemas ?? automatizo procesos de negocio con tecnología ?? Speaker en foros académicos y empresariales ??
3 个月Tengo la percepción de que la IA podrá atender el 80% de las tareas repetitivas de monitoreo y análisis de data de talento humano, generando recomendaciones filtradas del proceso extenuante de reclutamiento y evaluación del desempe?o, es decir tareas de cantidad. Así, permitirán al experto en RH realizar el 20% de las tareas finas que requieren, criterio, empatia y "colmillo" para leer a las personas, sobre todo sus necesidades no expresadas, es decir tareas de calidad. Por lógica, este pareto permitirá a la IA encargarse de la tareas de cantidad que aportan e 20% del valor, mientras el líder de RH realizará la de calidad que generan 80% del valor a la empresa. Y como toda reingenieria, puede tener dos efectos residuales: 1. Industrializar el procesos de integración de talento y poder hacer tareas de RH más rápido, con menos humanos. 2. Apreciar más a los expertos en RH por su inteligencia artesanal, como ese petite comitee que empatice, entienda y tenga la última palabra. 3. Que la hyper automatización pueda perder los detalles humanos del proceso. He visto varias veces que una pieza clave en las empresas que atiendo, es "la piedra angular que desecharon los constructores". La IA la desechará o la seleccionará?
CDMP. Contributor at DAMA en DAMA Chile.
3 个月Very interesting article. Excellent that you address these disruptive technologies in the world of work and in such a clear way.
General Manager DVA Group Bolivia
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Gerente de Normalización y Cobranza | Director Producto Hipotecario | Gerente de Estrategia y Segmento | Experiencia de Clientes | Servicio al Cliente
3 个月Congratulations!!!!
Strategic Tech Leader & Entrepreneur | Driving Innovation in Insurance, Banking & E-commerce | Achieved 20% Revenue Growth through GPT-Powered Solutions | Proficient in ML, LLMs, AI Agents & Data Analytics | FIU Alumni
3 个月Scarleth, your insights on the fusion of AI with people management are enlightening. It's fascinating to see how these advancements can truly transform organizational culture and efficiency.