The advent of innovative technologies like Artificial Intelligence (AI), Machine Learning (ML), and Big Data have transformed billions of businesses in many ways. Employees and companies worldwide now recognize how the introduction of smart tools is actively changing workplaces. The human resources domain is no exception to the numerous uses of AI that revolutionized almost every profession and sector.
Integration of artificial intelligence into business systems offers a plethora of benefits. Due to this, organizations across all areas are now placing AI at their core. Though there are several use cases of AI, here we will examine the five game-changing applications of AI in human resources management. However, let’s have a quick look at artificial intelligence.
What exactly is AI in short?
Previously a dream, now a reality. Technological developments have quickly improved computers and robots with artificial intelligence capabilities in recent years.
AI can do complicated activities that were previously only humanly conceivable because of its ability to reason, think, and make decisions. AI today is pretty much capable of solving problems, recognizing speech, and perceiving sensory information without human intervention.
5 AI Use Cases in Human Resources that will Change the Game
New Personnel Recruitment
Finding and hiring the best person for the position takes time and energy. Searching through employment portals, contacting agencies and recruiters, and looking through internal and external databases are all part of your HR team’s recruitment planning process.
This is not always the case. Decisions must all too frequently be made on a whim due to pressure and time limits. For instance, would you allow a dentist to operate on you just on the theory that it could be beneficial? Obviously not. Before attempting any medical procedure/surgery, they would have carried out several experiments and extensively investigated all alternative possibilities.
The same applies to hiring new personnel. By employing AI in the hiring process, firms may dependably automate various tasks to ensure they select the most incredible possibilities while saving time.
Offers Bias-Free Environment
Fairness and equality are of the utmost significance in the modern employment process. Unfortunately, people might unintentionally be swayed by outside circumstances that shouldn’t have an effect on a candidate’s appropriateness.
One of the primary reasons why companies often make poor recruiting judgments is “subconscious prejudice,” according to human behavior researcher, Kimberly Giles. She notices that companies frequently choose applicants with their skill set, even if this doesn’t guarantee that they would be a good fit for the position.
Then there’s “unconscious prejudice,” in which individuals favor those who share their racial, gender, age, or background regarding education and job. Then what is the solution? The answer is simulated intelligence.
By eliminating traits that are unimportant to the eligibility, AI may be utilized to develop algorithms that are free from human bias. The outcome is a diverse pool of possible applicants who are appropriate for the position rather than suitable for your personal assessments and opinions.
Simplifies the Onboarding Procedure for New Employees
Being new may be difficult for both the new hire and the HR departments, who must manage their integration into the company. The onboarding process, however, may be streamlined and made better by using AI.
First, AI software may teach new employees some of your company’s standard operating practices. The necessity for HR professionals to be there in person can be avoided by using a chatbot or video call software.
Instead of face-to-face encounters, training can also be delivered via AI. AI may monitor progress and gauge development by plugging in a new hire’s existing skill set and awareness. This will allow for the personalization and optimization of training.
Intelligent bots can also be employed to address commonly requested concerns about contracts, policies, and other issues.
HR teams are given more time to focus on tasks that require human interaction by using AI to streamline the onboarding process in the ways mentioned above.
Boosts Retention of Employees and Reduce Exit Rates
Employees who frequently experience workplace misery desire to quit, or find out other jobs. AI can improve retention and exit rates for any cause.
Although artificial intelligence (AI) cannot prevent individuals from being dissatisfied, it may identify employees who may be underperforming or whose punctuality and commitment levels have declined. These programs can then point employees toward a development session or even help them locate a better position inside the company.
Knowing that these mechanisms are there to support them may make employees feel happier. Satisfaction and retention rates increase as a result. This strategy draws attention to situations where people are reluctant to express their emotions.
AI is also capable of identifying which workers appear to be departing soon. Keystrokes, internet histories, and emails may all be monitored by screening to determine who wants out. AI will recognize patterns of behavior that deviate from those of contented workers. In practice, AI could be able to identify dissatisfied workers before they even become aware of it.
Automates Repetitive Administrative Tasks
The majority of HR departments work tirelessly and repeatedly each day. Dealing with everything in between, including emails, phone calls, paperwork, contracts, rules, performance reviews, and managing holidays, is necessary. Your team may lose time and energy on these monotonous, “low-level” jobs. The most repetitive daily chores may now be automated with the help of sophisticated SAP RPA, freeing up time.
Efficiency and productivity increase, as well as worker satisfaction when boring and potentially soul-destroying duties are replaced by AI. How to automate Excel is now the question, not how to utilize Excel.
Staff members no longer need to enter data one by one, hour after hour, while wishing they were someplace else.
The Bottom Line is:
There is no doubt that artificial intelligence and machine learning techniques are swiftly gaining momentum across all industries. There is no one-size-fits-all strategy for effectively managing this transformation since the connection between people and computers is being redefined at work. Instead, corporations need to engage with their HR department to personalize the approach to integrating AI at work to match the evolving expectations of their teams throughout the globe. If you are planning to reduce human involvement and intervention by automating procedures for optimal efficiency and freeing up time and resources, deploy an efficient AI-powered HRMS tool into the system.
