Artificial intelligence (AI) is making its way into every aspect of our lives. From self-driving cars and chatbots that can converse with us in natural language, to OpenAI’s ChatGPT, which is receiving huge amounts of media attention, AI is changing the way we live and work. It's also changing the Human Resources landscape for many organisations. As technology advances, there are more ways than ever before to use AI tools within your HR strategy. But how can they help your company? In this post, we'll break down exactly why AI may be valuable within your Human Resources division.
The need for AI tools in HR
AI tools can help HR professionals improve efficiency and productivity. They can be used to make better hiring decisions, in many cases analysing data more effectively than humans. For example, an AI tool could be used by your HR managers to find candidates who are likely to stay at your company for a long time based on their past performance or experience with similar companies. This technology may help employers save time and money spent on training new employees who may not stay for long after being hired.
Another way that AI tools can benefit the Human Resources department is by analysing data more effectively than humans may do alone - for example, by searching through large amounts of information quickly and efficiently without errors (which could lead to inaccuracies).
Artificial intelligence will continue to make its way into HR
Despite only recently becoming a hot topic of conversation amongst professionals, AI tools are already being used in HR. According to a report from McKinsey & Company, 70% of organizations have deployed at least one AI-based tool for HR purposes. The report also found that these AI tools have been effective at increasing efficiency and reducing costs, but there's still room for improvement: only 20% of companies surveyed said their current level of automation is "optimal."
That said, the future looks bright for artificial intelligence in the field of human resources - and not just because it's trendy right now (though we'd be lying if we said that wasn't part of it). As technology advances over time, so too will its ability to process information faster than ever before; meaning more advanced algorithms will become available as well as cheaper prices for acquiring them.
How can AI benefit a HR department?
AI tools can help with, and add value to, a variety of HR functions, supporting HR professionals at every stage of the employee lifecycle, including during recruiting, onboarding, training and development. Here are some examples:
Help with recruitment, including sourcing and screening candidates; With more employees than ever before searching for jobs, it's important for companies to have a streamlined process for finding new talent. Many AI-powered platforms can help you identify potential candidates based on skills and experience, then schedule interviews with them in real time. They'll even help you craft an effective job description that will attract qualified applicants. AI is being used to screen resumes and make initial hiring decisions. It's also being used to help fill positions more quickly by identifying candidates who are a good fit for the job in question.
Employee onboarding: Many organizations have automated their onboarding processes using AI systems that manage employee data such as benefits enrollment and payroll information automatically based on inputs from managers or human resources staff members who enter data into the system manually (like when an employee starts work). This saves time while ensuring consistency across all employees in terms of how they're treated during this critical period after they join your company's workforce--and ensures no one falls through the cracks because their paperwork isn't done correctly!
Help with retention, including improving employee engagement and reducing turnover rates; One of the biggest challenges in today's workplace is keeping good people around long enough so they don't jump ship at the first opportunity they get (or sabotage your company from within). Fortunately, there are now plenty of automated systems out there designed specifically with this goal in mind--and they work surprisingly well! If nothing else, having one around should give everyone peace of mind knowing that someone has their back at all times...even if said someone happens not actually exist yet.
Provide analytics and reporting for your organization's workforce data; AI can collect data from multiple sources (such as employee surveys) to help you understand what's happening at every level of your organization--from managers down to individual employees--and give you actionable insights based on what you learn about your workforce through these kinds of assessments.
It's important to remember that implementing new technology is never a total solution, working best when clearly aligned with, rather than replacing, people and internal processes. When asked about implemting AI tools into organisations, Maria Kutar, senior lecturer in information systems, and Gordon Fletcher, school lead for research, at the University of Salford Business School, said the following; 'People are your most valuable resource, and it is vital to ensure that when using AI you practise ethical organisational values. Process design should keep human decision making and oversight at the forefront of any activities. The emphasis is that these technologies are tools that humans use rather than being substitutes for human involvement and engagement – an observation that should be close to the hearts of all HR professionals'
Read more: Implementing AI into your organisation? Consider these five factors first (peoplemanagement.co.uk)
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