Artificial Intelligence has now become an integral part of every industry from real estate to marketing, advertising, finance, education, and now finally Human Resources. According to the 2017 Harvey Nash Human Resources Survey 15% of HR leaders say AI and automation are already impacting their workforce plans, and another 40% expect them to be a factor in the next five years. It's definitely going to be the biggest HR trend of 2018 and thereafter. Let's look at few ways AI and technology is already serving the workspace.
Talent Acquisition -
AI will have the maximum impact to begin within the talent acquisition vertical of HR. It helps in improving the hiring decisions as it helps in proper filtration of the resumes as per the requirements. It cuts down the bias in the hiring process. This also increases the quality of hiring, saves cost behind poor hiring and also saves investment of time of the HR.
From an employee's point of view there are now chat bots available that help employee with career changes and there are some chat bots that also do preliminary interviews for them.
May it be your ATS or your CRM, unfortunately a candidate's records often go untouched once the job requisition is closed and at times it becomes difficult to keep the track of all the applicants if there is an opening in the future. AI helps you keep track of all the applicants with their interest level in the role, it also updates the candidate's records on a regular basis and informs you in respect to their new positions, skills and experiences since they had last applied to the organization making the recruiting process more smooth and streamlined for the HR manager.
Employee Training -
AI will transform the complete training, learning & development function operates soon. With so many variations taking place today and that too on such a fast pace, it's becoming crucial for an organization to stay updated with them and that can be done through training of the employees with the help of online courses and digital classes. Currently, the training programmes are focused more on the task than the person performing it, with AI a shift can be brought where the training can be customised as per the employee's talent and organization's requirements both; this shall not only enhance the employee's professional skills but also improve the overall productivity of the organization. AI can also help the organization to understand the changing needs of the customers and define training programs for the employees accordingly.
Performance Analysis -
Engagement and productivity are the most important qualities of a successful professional. However, companies these days are facing difficulty in finding employees who have both these traits. AI makes it simpler to track the same in the existing employees. HR managers are setting up individual KRA's (Key Result Areas) for their employees and with the help of AI are tracking their performance on a regular pace which is helping in defining and assessing the competencies of the employees which still are a grey area in performance management. While assessing the performance of an individual, it is equally important to measure the behavioural traits for where the AI tools come handy, helping the organization in obtaining a holistic assessment of the individuals. This is not only improving productivity but also help in identifying employees who show a lack of engagement and are consistently performing below the required parameters.
Employee Retention -
Retention is one of the most critical elements in today's dynamic business world, and it has become a major challenge. The HR manager needs to ensure that with the changing expectations of the employees, the processes also change at an equal pace. AI has the ability to understand the need of the employees. This will help trace employees who are dissatisfied, it can be in terms of the money they are earning or the role they are given, etc. This will help the HR manager in being proactive and solving the problem even before it actually occurs.
AI though in its nascent stage in the HR vertical is already creating an impact in the processes. The immediate results are positive but its long - term effects are yet to be monitored. It will substitute the administrative role played by HR and a shift will be visible to a more evolved & strategic role in the organization.