Artificial intelligence (AI) can help usher in a new era of workforce management where data analytics, machine learning and automation can work together to save people time and deliver better quality results. As AI technology moves beyond automation and improves, companies can thinkabout how AI tools can improve human resources (HR) operations for employees and job seekers. It’s not just about saving time; It’s also about providing information, ideas and recommendations in near real time.
These conversations are taking place at a time when the workforce is experiencing major changes. According to a global study by the IBM Institute for Business Value (IBV), surveyed managers estimate that 40% of their employees will need to retrain in the next three years afterimplementing artificial intelligence and automation.This change is seen as an expansion of employment opportunities. In fact, 87% of respondents believe that generative AI will complement rather than replace employee roles, and that the impact will vary depending on job function.
This transition will have a direct impact on human resources departments as companies look for positions that take on more extensiveresponsibilities and employees look for new jobs as their roles change. Implementing AI into HR technology can help HR teams in this new environment. New AI tools are rapidly increasing existing performance and becoming tools for innovation, enabling team members to think morestrategically about HR while adding a human touch.
How HR departments use artificial intelligence
The use of artificial intelligence in HR refers to the implementation of machine learning (ML), natural language processing (NLP), and other artificial intelligence technologies to automate HR tasks and support the decision-making process. It enables a data-driven approach to talent acquisition, development and retention that aims to reduce bias and improve the experience of job seekers and employees.
AI tools can support HR managers in many areas, including:
Management of employee documentation
Recruitment and Employment Process
Payroll
Performance Management and Evaluation
Performance management
onboarding of new employees
HR support or service points
Training and further education: How do employees see themselves in five years? Artificial intelligence can help recommend personalized training modules for career mobility. By analyzing data about each employee, such as: B. his skills and preferences, AI can adapt the training to his personal goals. AI could also have the potential to help human resources managers identify hidden talent or identify employees who are ready for a promotion.
Finding and Hiring Candidates: A common complaint about the recruiting process is that it is slow.AI can speed up the pace by helping managers automatically engage with each potential employee and allowing them to receive notifications when a candidate applies for an open position.
Recruiting short-term employees: AI in human resources can help companies quickly fill open positions, including short-term and temporary ones. By leveraging natural language processing (NLP) capabilities, HR AI tools can automate manual procurement tasks, save HR teams valuable time when planning strategic initiatives, and ensure employees are satisfied with customer needs. For example, AI tools can help managers compile stakeholder requirements and then work within a supplier management system “VMS”. A system that allows you to conduct a
vendor survey to find potential contractors and schedule interviews with hiring managers.
Onboarding: AI can make the information gathering process more seamless and personalized.AI-powered chatbots can guide new employees through the onboarding process, answer questions, provide feedback, and send reminders about important documents, reducing tedious tasks and improving the new employee experience.
HR Service Automation: Meeting employee needs is critical to improving engagement and productivity. However, managing complex businesspolicies, HR and IT support processes can leave employees struggling to find answers, leading to frustration and lost time. AI-powered HR chatbots can help employees provide quick responses and self-service support.
Benefits of Artificial Intelligence in Human Resources
If companies began using AI in human resources to achieve more strategic goals, they could also achieve expanded benefits. Here are some examples:
Better employee support: According to a 2022 global study by the McKinsey Health Institute, one in four employees experienced symptoms of job burnout.This poses a challenge for employers who care about employee happiness and productivity. For teams looking to better understand their employees to increase job satisfaction and productivity, AI can be a useful resource when used responsib
Greater efficiency: As mentioned above, automation and generative AI tools can save HR teams time when completing routine tasks. AI can also be a useful source of data sets to examine processes and provide insights into how HR employees can make more informed decisions or improve their work. For example, AI can help analyze the results of recruiting efforts so that recruiters and hiring managers can identify and refine the most effective employee engagement strategies.
Improved candidate experience: At every stage of the recruiting process, from hiring to onboarding, AI can help managers save time and better target top talent. For example, managers can encourage generative AI tools to create tailored messages that are automatically sent to each candidate.These messages can increase candidate engagement and move them forward in the recruiting process.
challenges of artificial intelligence in human resources
AI is a revolutionary technology that presents some challenges that you should be aware of:
Retraining: AI and automation may eliminate some types of jobs traditionally performed by humans and impact the roles of some workers. Address this challenge by implementing a plan to reskill talent and restructure workplaces to create empathy for employees facing these changes.
Employee privacy: The use of artificial intelligence to optimize processes and evaluate performance can raise concerns. Employee privacy should be taken seriously and integrated into your data management strategy before using AI systems to collect and analyze personal data. Educate employees about the data collected and used in AI systems.Creating or using a transparency-based AI system is the first step toward solving privacy issues.
Uneven implementations: Organizations must be prepared for the further development of AI models and subsequent process optimization. Initial implementations can result in a poor employee experience and require redesign. Companies must be able to flexibly change and adapt as needed.
Cybersecurity: Artificial intelligence is vulnerable to hacker attacks, especially in the training phase where machine learning algorithms are created.Data poisoning attacks inject malicious code or information into training sets, potentially infecting countless machine learning model runs and ultimately the corporate network. Business leaders should work with IT and security operations centers (SOCs) to create plans that ensure AI projects are secure throughout their lifecycle.
IBM and AI tools for HR
The work of finding and retaining great employees can be rewarding and challenging. Equip your HR team with AI assistants to help them find, engage and support great employees.
IBM Watsonx Orchestrate: This AI assistant can free HR professionals from repetitive work and help them make more informed decisions and improve processes. Using natural language, HR professionals can leverage Watsonx Orchestrate’s growing capabilities to delegate common and complex talent management tasks, such as: E.g., creating a job description, searching for candidate profiles and resumes that match the position criteria, and compiling data to analyze career mobility opportunities. Standardize the onboarding process so that every new employee receives the same information and level of attention.
IBM Watsonx Assistant: This AI assistant can help your employees get quick answers to HR-related questions 24/7.IBM Watsonx Assistant uses Natural Language Understanding (NLU) to provide easy access to HR policies and automate common tasks. IBM Watsonx Assistant conversational AI can be configured to learn more about your business and integrate with your technology solutions. Consistent “Ask HR” support can help reduce employee frustration, improve employee engagement, and reduce operational burden on HR professionals.