Why Artificial Intelligence Is A Game Changer For HR

HR does not have the greatest relationship with technology, suppliers, or IT departments. A long list of technological failures and clunky software solutions that have overpromised and underdelivered have also left many HR directors feeling wary of the next big thing or shiny IT project.

However, the arrival of HR tech could finally change all that by removing inefficiencies to make it fit for a new digital era. Repetitive, boring, and mundane tasks along with broken business processes are in dire need of a 21st-century upgrade. But can it be achieved using artificial intelligence (AI)? And without the dehumanization of the traditional HR department?

Considering that employee engagement promises to boost company revenue by as much as 26%, maybe it’s time to investigate how AI solutions can deliver both some long-term benefits and a competitive advantage. Fortunately, AI is more than capable of handling and processing heavy tasks such as recruiting, productivity, and retention with relative ease.

Onboarding or a bad hire are perfect examples of how quickly costs can spiral out of control in an enterprise of any size. Get it wrong, and additional coaching, succession planning, and conflict resolution will be needed. From an employee’s perspective, the frustrations from broken business processes often play a significant role in employees deciding to find another job.

Meanwhile, staff who choose to stay and ride it out are often left feeling that they have no future or struggle to find any motivation to move forward. A rushed or poor onboarding process is also one of the biggest reasons that new employees blame for failing them. These are just a few reasons why there should be a unique customized onboarding for every position, but already-stretched HR departments have no chance of achieving this on their own.

A new dream team of Robotic Process Automation (RPA) and Artificial Intelligence (AI) has arrived on the scene promising to transform the onboarding process. These “robots” are becoming business enablers by taking the repetitive activities from employees, so they can concentrate on soft skills. A new data-centric approach that unites disparate systems and removes silos from procurement, finance, and HR from the outset is removing pain points for new employees.

RPA is also used with existing solutions to ensure that its algorithms and machine-learning tools are both compatible and efficient. For businesses, the concept of improving productivity, engagement, and job satisfaction while equally reducing costs will be seen as the silver bullet they have been searching for. But there is more to cognitive technology and analytics than removing problems and securing a competitive advantage.

Retaining good employees is another challenge that AI could help with. The ability to analyze and predict the future needs of staff, understand who deserves a raise based on performance, or who might be dissatisfied with the lack of opportunities would obviously be welcomed too. When HR has finally been liberated from mundane tasks, it could also invest more time into engaging with staff or homing in on the right talent for your company. As we begin to redefine the employee experience and leverage technology, HR will also be faced with a lack of necessary skills to adapt to new ways of working.

With Amelia, we introduced our first digital employee, but she is not “a single agent”. She is an entire digital workforce! She connects an organization's data, systems, and customer-engagement channels to deliver high performance throughout the value chain. But it's about complimenting humans, not replacing them.

Over the last few weeks, I have explored how AI is transforming multiple industries. But today I wanted to drill down further and highlight how it's everywhere and that the digital revolution is occurring at department level too. Once again, it's not about replacing people with technology; it’s about the two working together in unison.

There is a pattern developing where we are accepting that it’s time to hand over those tedious and repetitive tasks to the machines and let human employees get back to what they do best, and HR is no exception. Computers can process data much quicker, reduce error rates, and increase productivity across a digital landscape.

However, their human colleagues can get back to face-to-face interviews and understand how a candidate’s personal experience or potential will help them slot into their corporate culture. Most important, it's only by working together that they can lower operating costs, remove inefficiencies, and increase employee satisfaction.

Maybe it's time to admit that the digital revolution does not involve a people vs. technology doomsday-like scenario and that we need each other in equal measure.