Implement AI in Human Resource Management

 

              How to Implement AI in Human Resource Management

Figure 1: Artificial Intelligence

Technology like artificial intelligence is establishing modern paradigms for conducting business. It is a solution that automates and completes the majority of low-value HR tasks so that the strategic scope of work may receive more attention. AI has the potential to drastically alter the employee experience across the board, from hiring to talent management, by quickly and accurately analyzing vast amounts of data. AI skills are reaching new heights and shaping the way we live today (CuteHR, 2023).

As it directly affects the lives of the workers employed by the company, human resources (HR) is one of the fundamental components of every business. For the employees to be effective and productive, the workplace has to be well-communicated and safe. HR's job is to ensure that every employee feels secure, has the support they need, and is given the freedom, intellect, and empathy to do exceptional work. One of today's most cutting-edge and developing technologies, artificial intelligence, has significantly improved the HR division. The bulk of low-value HR duties are automated and finished by AI, allowing greater attention to be paid to the strategic scope of work (Dutta, 2021).

A company's human resources (HR) department should be one of its top priorities since it directly affects the lives of the people who work there. Employees demand a well-communicated and healthy work environment in order to be efficient and productive. It is the responsibility of HR to make sure that every employee is at ease, has the support they need, and has the opportunity to express their creativity, intellect, and empathy in order to perform excellent work. The HR department has benefited enormously from artificial intelligence, which is now among the most cutting-edge and rapidly evolving technologies. The vast majority of low-value HR tasks are automated and carried out by AI, which frees up more time to concentrate on the strategic nature of work.

Applications of AI in HR:

The department of human resources is in charge of hiring and educating employees. There are several applications for artificial intelligence that can help human resource professionals reduce their manual effort.

1.      AI-powered physical interviews.

As part of the employment process, robots, commonly referred to as bots, are now taught to perform in-person interviews. These bots scan candidates' soft skills and personality qualities to gauge their suitability using natural language processing (NLP) and interview analytics. Using bots to conduct physical interviews is advantageous for recruiters because it ensures uniformity in the interview process, as all candidates should have the same interview experience.

2.      Reference checking.

As both are carried out throughout the recruiting process, reference checking and background checking are nearly interchangeable terms. Yet, gathering various references from applicant profiles is a time-consuming task. Employers want at least two to three references from candidates, and it is these references that vouch for the applicant's suitability for the position. The manual procedure of checking references is tiresome, though, as some of the persons listed as references might not answer calls or emails, for instance. Reference checking driven by AI streamlines the procedure and enables recruiters to gather as much data as possible simultaneously. The references are given the opportunity to complete emails and surveys at their convenience and are subtly reminded to do so.

 

 

3.      Identifying talent gaps and assessing working teams.

With HR teams across organizations, it is clear that the emphasis is shifting towards teams and identifying talent shortages. Recruiters may take advantage of AI's potential by employing data analytics and scientific testing to better understand the personalities of their team members and discover how these results affect their team's performance. This procedure is now a lot more effective and rapid thanks to AI than it was before, according to HR specialists.

4.      Rerouting talent.

There are instances when an organization requires a specific skill set from a person but cannot locate them at the moment and must go elsewhere for someone with a different skill set. In these situations, companies divert such people to future positions where they are needed. The present market is competitive, making it more important than ever to develop and retain a talent pool. In order to redirect these potential applicants to jobs that fit them, AI is helpful in maintaining a database of them.

5.      New employee onboarding.

AI is gaining popularity because it reinvents the time and money companies spend on onboarding, saving them both. AI makes sure that businesses provide 24/7 onboarding where AI-powered chatbots can answer applicants' queries about the business and walk them through other crucial steps to help them settle in to their new jobs more quickly (Johnson, 2022).

 

Deploying AI in HR:

AI deployment should always be cautiously managed, just like with all previous technology. CuteHR provides a list of a few considerations for human resource developers when implementing artificial intelligence. So, it is crucial to first explain the correct facts before determining the project's output targets. Ecosystems for artificial intelligence are not like other software programs. The human resource team must take care to gather and purify data from the appropriate sources (Gannon, 2022).

Artificial intelligence, like any other technology, must be deployed with caution. Following are some points to consider when applying artificial intelligence in HR:

·         Real-time and trustworthy data are essential for optimal AI outputs. So it's critical to get the right data first, and then double-check that the output-driven aim is clear.

·         The AI ecosystem is unlike anything else in the IT world. Certain skills and approaches are required for implementation. When it comes to obtaining the appropriate data sources, as well as cleaning and curating them, the HR team must be meticulous.

·         It's crucial to understand and know the insights that will be used. As a result, there should be a clear understanding of how to recognize and act on the correct patterns to research.

·         AI may produce accurate and impartial findings based on the algorithms and logics fed into the system. The organization must guarantee that the data is accurate, and keep in mind that AI can only do what the user instructs it to do; it cannot make judgments for itself.

 

References

CuteHR, 2023. CuteHR. [Online]
Available at: https://www.cutehr.io/ai-in-hr/#:~:text=AI%20enables%20HR%20teams%20to,crucial%20as%20Human%20Capital%20Management.
[Accessed 29 3 2023].

Dutta, B., 2021. Analytics Steps. [Online]
Available at: https://www.analyticssteps.com/blogs/what-role-ai-human-resource-management
[Accessed 29 March 2023].

Gannon, M., 2022. What is Artificial Intelligence (AI) and how it can be used for HR purposes?. AI & HR.

Johnson, M., 2022. Unleash. [Online]
Available at: https://www.unleash.ai/artificial-intelligence/7-effective-uses-of-ai-in-recruitment/
[Accessed 29 March 2023].

 

Figure 1: Artificial Intelligence. 1