What is Artificial Intelligence (AI) in HR?
Artificial Intelligence (AI) in human resource (HR) refers to the integration of technologies like machine learning, predictive analytics, and natural language processing in automating and improving the complexity of various Human Resource functions.
Unlike the fears held by some, the purpose of Ai technologies ‘s an augmentation to human resource professionals. To relieve them from tedious and monotonous tasks, and assist them in determining more informed and data driven decisive strategies, tactically and objectively.
In other words, AI in HR serves as an important resource in scanning organizational data to find suitable candidates, predicting possible employee turnovers, or recommending personalized training programs.
Key Characteristics AI in an HR Context:
The application of AI technologies in HR is no longer transactional, moving from only administrative tasks and becoming more strategic. Its functionalities are numerous, with more continuing to grow:
- Automation: AI helping assist with administrative tasks like scanning resumes, setting up interviews, training employees, and answering repeated queries through chatbots.
- Predictive Analytics: Using data analysis to determine flight risk, training needs, and other predictive analyses.
- Personalization: Providing tailored learning and development pathways to employees to assist in their career progression.
- Reduced Human Bias: Concentrating hiring decisions more on skills rather than other auxiliary qualifications though this requires careful design and monitoring to avoid perpetuating existing biases in the data.
Common Applications of AI in HR:
With every step of the employee lifecycle, HR departments use AI in:
- Talent Acquisition: Finding candidates, analyzing their resumes, using AI video interviews to evaluate their responses to essential questions, and even more.
- Onboarding: AI chatbots assisting employees in tasks such as paperwork or answering frequently asked questions at any time.
- Employee Engagement: Assessing results and responses to employee surveys, as well as analyzing chats and other communication tools, to evaluate employee satisfaction in real-time, and more.
- Learning & Development (L&D): Suggesting and allocating employees to specific classes based on their position, professional aims, and the skills they currently lack.
- Performance Management: Supplying managers with insights and evidence to encourage boundary-less and more frequent feedback.
Why is AI Important for HR?
The use of AI in HR can bring opportunities of tremendous value:
- Boosted Productivity: Reduced time spent by HR employees on primary and repetitive tasks due to administrative activities.
- Better HR Decisions: Insight-based decisions suggest more effective hiring, retention, and training programs.
- Better Candidate & Employee Experience: Rapid response and more personal communication boosts satisfaction.
- Direct Impact: Changes made to the HR function can directly impact business objectives.
Related Terms: Machine Learning (ML), Predictive Analytics, Talent Acquisition, Employee Engagement, HR Technology (HR Tech), Algorithmic Bias.
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