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.
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