Impact of Artificial Intelligence (AI) on Human Resources (HR)

Artificial Intelligence (AI) is an intelligence exhibited by computers that mimics autonomy?rather than process-oriented intelligence in learning and action-based capabilities.

Let’s visualize the History of AI through the below illustrations:

So how AI can influence HRM?

In virtually every major industry, artificial intelligence is present, from healthcare to advertising, transportation, banking, legal, education, and now even inside our workplaces.

According to?Personnel Today?, 38% of businesses now use AI in their workplace, with 62% planning to start using it as early as this year.

Bersin by Deloitte, state that 33% of employees expect that their jobs will become augmented by AI in the near future.

The main role of AI in HR Processes includes:

·?Planning -?HR professionals will be able to focus more on?strategic?planning?on an organizational level using AI. Getting more eligible applicants shortens the process from the outset, allowing managers to devote more resources to reviewing HR data and enhancing prudent planning.

·?Recruitment?- Modern AI software’s used in recruitment process helps Recruiters to publish Job Description in online Job portals, fetch candidate details, efficiently screen resumes through Natural Language Processing (NLP) techniques, assist in interview schedule and send feedback information post interview to candidate mail.

Further, AI enables efficient offer release and on-boarding process.

The key benefits of using AI in Recruitment are:

• Quality of hiring increases
• Integration of Analytics helps for taking effective business decisions
• Saves process Time
• Helps to take unbiased decisions.

·?Culture development -?In the gig economy climate,?a game-changer for company culture is AI. It will allow organizations to become more experimental.

Companies will now be able to try new modes of customer interactions, enhance customer experiences, improve employee engagement, and always push for the best outcomes in product/service delivery.

Defining company culture, however, will remain a strategic initiative, based on organizational goals/values combined with data gathered from employees.

·?Employee evaluation-?AI helps to process enormous volumes of employee information with lightning fast speed and evaluate them accurately.

The major benefits of AI in employee evaluation process are:

• To Collect information seamlessly from multiple sources
• Enable the manager to extract insights from collated information in real-time
• Eliminate all the?common psychological biases associated with employee performance

·?Remuneration -?Compensation and Benefits which is one of the most important aspects of creating employee satisfaction and thus impacting employee engagement.

Artificial Intelligence can help simplify the organizational tasks, combined with machine learning, to provide an enhanced employee experience.

AI can identify trends, forecast performance and understand drivers so that compensation models and systems can be optimized.

·?Training -?Customized, AI based training and coaching employees is vital for Organizations to sustain in future.?It’s a win-win situation for employer and employee,?as AI benefits the former by cost optimization and helps the latter to up-skill themselves based on dynamic industry change.

Introducing Gamification and Design Thinking in learning makes employees engaged and think out of box.

·?Absenteeism-?Using Predictive Analytics and AI, the absenteeism can be controlled in a workplace. Further, specific contingency plans can be deployed by Companies.

·?ERM (Employee Relationship Management) and well being-?Organizations can have effective ERM by responding to employees queries instantly by enabling Chatbots.

Further, tracking the employee burnout at workplace is done by AI. It helps to create a healthy environment.

·?Employee Retention- Using Predictive Analytics and AI,?Organizations can retain talented employees.

Any Organization that wants to use AI to help maintain and grow its employees should ensure that they have an HR team that understands the balance between relying on technology and dealing with people’s inherent nuances.

·?Reporting and Compliance-?Emerging AI Technology?Natural Language Generation (NLG)?analyzes structured data and summarizes its findings using natural language. In other words, the program automatically writes narratives concerning compliance. The records can be maintained using Block chain Technology.

Robotic Process Automation (RPA) software's are used by several Organizations for risk management purpose.

·?Exit Interviews?- In Employees exit interview process, unbiased feedback collected by AI helps Organizations to assess the overall employee experience within your organization and identify opportunities to improve retention and engagement can take effective decisions.

AI Tools in HRM:

There are several AI tools and platforms specifically designed to support HRM (Human Resources Management).

Here are some examples:

? Zoho Recruit

? Effy

? HireVue

? Leena AI

? Skillate

Overall, AI has profound impact in all Industries. Not all of the above innovations are even close to being obsolete and each of them is leading the advancement of AI.

Back in 1951, the First AI-based program was written and 60 years later, voice assistants and self-driven cars have taken center stage.

HR’s of the 21st century should be well prepared for facing the war —

“Replacement and Displacement of Jobs and Employees due to AI’s impact at the workplace”.

We’ve come a long way, but something tells me we still have a long way to go.

I would be happy to hear the views of Readers. Feel free to posts your thoughts in the Comments section.

Let’s share knowledge and grow as a community.

Kudos all!!

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