AI Technology and HR Industry

AI technology will not put HR managers and staff out of work. Artificial Intelligence in Human Resources Industry should be a force multiplier in automating business processes such as HR ticketing through a shared service function, or the development of insights/dashboards to provide to the business. For starters, AI technology is immune to stereotypes and the impact the applicant’s race, gender or ethnicity can have on the outcome of employee screening. Many are wondering how the continuing rapid advancements in AI technology will change how businesses operate. In particular, AI may revolutionize and redefine the recruiting and hiring process. Screening potential candidates can be tedious and time-consuming. Screening potential candidates can be tedious and time-consuming. AI offers a host of new capabilities for HR departments, such as decoding video interviews to determine cognitive ability, identifying workers’ career options and training managers to improve their leadership skills. AI offers a host of new capabilities for HR departments, such as decoding video interviews to determine cognitive ability, identifying workers’ career options and training managers to improve their leadership skills. Determining what data to track, analyze, manage and protect will enable AI to play a larger role within HR. AI has a huge number of potential applications within a business context, for example completing repetitive, low-value-add tasks. It offers tangible benefits, such as the capacity to assimilate and analyse large amounts of data, reducing human input time and the capacity for error. Let’s recognize that AI is not some magical computerized persona; it is a wide range of algorithms and machine learning tools that can rapidly injest data, identify patterns, and optimize and predict trends. There are tools available that make it easy to build a user-friendly experience and to analyze, understand and communicate data. Organisations should be looking at realising more sophisticated improvements through AI, such as more sophisticated analytical processing to match candidates to high performers, better analysis of pay data for reward discussions, and reducing gender bias in recruitment or performance management.