AI in HR—is it necessary? Many would think that the department that handles employees should be the most efficient, including how they recruit people, manage them, and even train them. However, with the many activities that end up on their desks, they usually don’t have time to improve and scale their processes. And this significantly impacts the overall business operation.
With the many functionalities that AI can bring to the fold, HR can be very well at the receiving end of this technology. Putting AI to work brings about much-needed changes that couldn’t come at a better time.
How AI Is Transforming HR
HR departments are at the very core of organizational processes. Implementing machine-based intelligence can massively transform HR activities—from recruitment to employee retention.
Before we even start a debate on the subject—no, AI will not cause HR managers and associates to lose their jobs. But, its use requires upskilling so they can keep up with the latest advancements that would effectively synergize HR responsibilities. Here are five ways AI works in HR.
Provide Personalized Employee Experiences
HR departments are no longer just responsible for hiring and firing employees. These days, they do more than that. Why? The primary reason is that many employees look for value in their working environments. They are no longer afraid to resign and look for other opportunities if they feel that their expectations are not met.
With the hectic schedule that HR managers and headhunters have to deal with, they no longer have time to ensure that each staff member has the right tools to help them reach their career goals. When woven into HR processes, AI can provide positive employee experiences and personalize engagements. For example, new hires can use a conversational AI system to go through the onboarding process or access organizational tools that they can use to become successful.
Improve Talent Acquisition
Often, one of the blunders HR staff have to go through is finding quality talent. It isn’t uncommon to hire the wrong people and incur expenses along the way because their judgments were clouded. But by using an AI-powered talent acquisition software, the hiring process isn’t as riddled by biases. The AI system can objectively evaluate applicants based on skills and credentials.
Once the number of candidates is narrowed down, that’s when the HR team can come in and dive deeper into eligible applicants, thereby increasing the quality of new hires and reducing unnecessary overhead expenses.
Promote Employee Education and Training
Most employees are career-driven and would like to take on learning opportunities. When done right, organizations can benefit from upskilling employees. Not only will they improve how they’re perceived as employers, but also retain high-performing workers.
HR teams can deploy AI to plan, organize, and coordinate available training programs for each staff member.
Increase Employee Retention
Most employers prefer keeping people for the long haul. It’s a much cheaper option because they don’t have to spend much on recruitment, onboarding, and training. Retaining top talent, however, while much less expensive is not a walk in the park. Employees need to have a reason to stay. And that is where investing in AI can help.
HR teams can use AI to analyze and predict employee needs. Traditional surveys can do the same, but it is not as personalized as employing AI-based analysis. AI systems can, with high-precision, predict who is most likely to resign and who deserves a raise. More than that, AI systems can help develop relevant rewards systems and programs to increase employee engagement.
Automate Administrative Tasks
Perhaps one of the most valuable benefits of implementing AI in HR is the ability to automate administrative tasks. Most HR staff can’t focus on increasing employee engagement because they are too busy performing administrative tasks such as data handling, payroll processing, and report generation.
All of these can easily be automated using AI. When these tasks are taken out of their hands, it would be much easier for HR staff to focus on crafting programs that would enhance quality talent acquisition, employee relations, and staff retention.
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AI in HR is bound to become revolutionary. The introduction of AI in organizational processes can mean only one thing—the need for employees to upskill to ensure they stay relevant when AI takes centerstage in HR.
Employees whose functions are limited to routinary tasks can expect AI to take over their jobs. However, if they can prove that they are capable of talent acquisition, training, and helping employees become a valuable part of the organization, AI in HR should be a welcome development.
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