Talent Management and AI
Using artificial intelligence (AI) can really be interesting for new applications historically based on unstructured and highly differentiated data. By definition, managing human resources is exactly that. Information comes from very different sources, is structured very differently and covers various information on a large number of subjects. Just for recrutement, training and career evolution the spectrum of data sources is extremely wide.
This is why AI and talent management within organization is a natural fit. Many corporations are already looking into it and have interesting success in pushing further what can be done to support this very important aspect of any organization. However, things are just beginning and most of what is done is only at the surface of what will be possible in just a few years.
Some reluctance
Currently, many HR people feel unsecured when it comes time to talk about AI in their field of work. They often feel threatened by it and think it may replace them one day. Personally, I do not believe this will be the case. It might surely fasten some aspects of their work and even help them optimize others but the "human touch" will still be required for a long time. HR professionals will be able to focus more time on strategic business altering initiatives.
Some future trends
Recruitment
The first obvious place where AI can help HR professional is in the recruitment process. Today, organizations are receiving a very large number of applications for each position they want to fill. Using AI will help them better focus on the candidates most likely to fit the organization and objectives of the position... and it will do it mush faster. The data set used for this will be much greater than just the resume sent by the candidate. A lot of information is available out there that can help in this process.
Skills Improvement
One way of having a learning organization is by allowing people to increase their skills with training. Current Learning Management Systems (LMS) are pretty good for company wide learning activities but it could be improved with using tailored training programs for each individual. This would have a direct impact on a person skill set, its mobilization and it career possibilities within an organization. AI can help in identifying the training programs and follow their progress.
Career Evolution
While recruitment is an important aspect of HR, retaining people within an organization is also very important. It does cost a lot of money when people leave and can create difficult times for any organization. AI can once again help in identifying key people, propose corresponding training program, follow their progress and include this in a global plan of actions at an organization strategic level. This has a direct impact on people staying within an organization.
HR Professionals
While I believe AI will become a key aspect of HR solutions in the upcoming years, I also think that HR professional are here to stay. Some areas of their current everyday activities might change but they will still be very much important in the process. People will still be required to "guide" the AI algorithms in what they have to achieve. They surely will not be replaced for a very long time. Like for many other business areas, AI will have an impact and change the everyday reality of this profession.