5 Definite Ways Artificial Intelligence (AI) is Changing How HR Functions
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5 Definite Ways Artificial Intelligence (AI) is Changing How HR Functions

Author: Nipsy Jhamb | Categories: Business Intelligence, HR Management, Big Data

“Perhaps we should question not just what AI can do for HR but also what HR can do for AI, in ensuring we ask the human centred questions that AI raises.”- Nick Holley, director of CRF Learning, Corporate Research Forum (The People Space, May 2017)

Through the continually advancing IT sector and the effect that it has on Human Resources, we can easily see that Artificial Intelligence (AI) is already at work, at an ever-increasing speed - helping HR professionals scan through countless resumes, to find the right candidates. In my opinion, there is no better place for human and machine-based intelligence to come together, other than - human resources (HR).

Over the years, the search for candidates has become streamlined - making it easier to find the right person for a job. Moreover, the tasks of evaluating work samples and reviewing social media posts, apart from analysing facial gestures and word selection during multiple interactions, have become more straightforward. With technology, there will always be concerns about accuracy and compliance regarding hiring and recruitments, however, change makers and leaders debate that further development will only add to a more diversified and qualified workforce. Through multiple projections and analytical results, AI will shape HR performance for the better, in the coming years.

Under a diverse set of scenarios, a host of human interventions are required for HR to function properly. AI has the power to take the HR experience several notches higher, as explained in detail through the following pointers:

1. Analysing Large Amounts of HR Data

With the development of various systems, more and more data is available to study and analyse. AI will impact this process, and with the increment of this technology, newer methods will continue to be developed each day. Thereafter, organizations can leverage analytics derived from big data, to reap better and more effective HR outcomes. These results are more focused on the quality of the workforce and are not based on the first hierarchy.

2. Employee Engagement

Sentiment analysis have been used to look into positive and negative gestures & emotions, especially on social media posts. To gain a good understanding of reactions and engagement level of the workforce, several companies will venture into this space, in the coming times. Multiple questions and surveys about any brand, along with job opportunities can be created, with the help of such platforms. The answers can be evaluated and then used for enhancement of the entire process.

How does sentiment analysis for employee engagement work? Primarily, in a given employee’s response, every response is marked in affirmative, neutral, or negative through a lexicon. In this, some scoring mechanisms are straightforward that assign a ‘-’ or a ‘+’ to each of the words to the answers and responses.

3. Influencing the Mindset of People

AI will impact the way we can adapt to innovations. The essence of AI and cognitive technologies lies in asking various questions, challenging, testing things and even failing at times. If an organisation wants to make the most of AI, they will need to shift towards the mindset that allows them to use innovation to their advantage. They will need to ask all the right questions and be ready to test the solutions that are being provided. Since the human brain can only detect a finite number of ways, it is up to AI to see the developing patterns and move forward with them. Which is why organisations will have to change the way they recruit, moving to more culturally fit and adaptable candidates.

4. Performance Reviews of Employees

AI’s assistance with HR management goes a long way toward helping the personnel in charge to evaluate the performance of employees. Since this process involves the generation of large amounts of data and metrics, AI can sort this out to provide HR managers with easier access to valuable and systematised insights. It also helps HR personnel in setting a grading system for each employee, and conducting periodical automatized reviews about the performance goals that have been established.

5. AI-powered Assistants

When you’re visiting a website, many of you may have interacted with chatbots. Yes, I am talking about those messages that pop up saying ‘Hi there, do you need help finding what you’re looking for?’ This is something that many firms use as a way to engage with visitors on their website. From making sure that applicants get regular updates about the status of their application, to giving timely feedback - Chatbots like Mya are available to answer all questions.

Even The State Bank of India, embraced AI with the introduction of SIA (State Bank Intelligent Assistant), to help the customers with their queries and their banking tasks. Therefore, the day is not far when AI-powered Assistants, will be instrumental in HR interactions with employees.

The Future of AI in Human Resources

A recent study has predicted that approximately 60% of children who are about to enter primary schools are likely to be working in jobs that do not currently exist. Many of these jobs are going to be related to machine learning and predictive analysis.

AI certainly will improve results and monitor employees more efficiently, in the foreseeable future. Perhaps the real significance of AI was best provided by Tesla’s Elon Musk. He had tweeted that AI may be a more significant threat than North Korea, and that there will be a growing global competition for every country to have the most sophisticated AI – so much so, that it might be the cause for the next world war.