Understand The Role Of AI In HR
Nowadays, artificial intelligence is a hot topic. Almost 9 out of
10 companies across all industries have invested in AI or are planning to. The
effect of AI on HR is also becoming increasingly significant.
In order for the industry as a whole to advance, AI is quickly
becoming one of the most important instruments. The same is true for human
resources. Even if we are a group of people managing people, AI will
nevertheless significantly alter HR processes by bringing in transparency,
efficacy, and perfection.
In a broader sense, you will be able to identify trends quickly,
locate and contrast patterns, and use these facts to make the best decisions by
using ideas like machine learning. AI will assist you in collecting a vast
amount of crucial human data that will revolutionize the way the HR department
operates. Every HR professional discusses personalization. Although it can seem
counterintuitive, artificial intelligence might actually benefit the industry's
humanitarian side!
This article will help you comprehend how AI can be used by providing a more comprehensive understanding of the impact of AI on the HR profession
What is artificial intelligence?
Artificial intelligence (AI) is the
simulation of Human functions by machines, particularly computer systems. AI
has specific uses in speech recognition, computer vision, expert systems, and
natural language processing.
Artificial Intelligence Examples
Chatbots, navigation apps, and
wearable fitness trackers are just a few examples of the many applications of
artificial intelligence technology. The examples below illustrate the range of
potential uses for AI.
ChatGPT
An AI chatbot named ChatGPT can
create written content in a variety of formats, including essays, code, and
simple question-and-answer sets. OpenAI's ChatGPT, which was introduced in
November 2022, uses a substantial language model to imitate human writing
closely.
Google Maps
Google Maps uses location data from
your phone and user-reported data such as construction and car crashes to
monitor changes in traffic and estimate the shortest route.
Smart Assistants
Natural language processing, also
known as NLP, allows personal assistants like Siri, Alexa, and Cortana to
understand human commands to set reminders, do internet searches, and manage
users' home lighting. Many times, these assistants are made to adapt to the
preferences of the user over time, giving them better ideas and more
personalized responses.
Snapchat Filters
Snapchat filters use ML algorithms
to track facial movements, separate out the subject of a photograph from the
backdrop, and change the image on the screen based on what the user is doing.
Self-Driving Cars
Self-driving cars are a
recognizable example of deep learning, since they use deep neural networks to
detect objects around them, determine their distance from other cars, identify
traffic signals and much more.
Wearables
The wearable sensors and devices
used in the healthcare industry also apply deep learning to assess the health
condition of the patient, including their blood sugar levels, blood pressure
and heart rate. They can also derive patterns from a patient’s prior medical
data and use that to anticipate any future health conditions.
What are the advantages and
disadvantages of artificial intelligence?
Here’s a look at some of the
advantage of AI
streamlining hiring and
eliminating discrimination in hiring
At the moment, finding new
personnel is difficult. If you take too long to identify the ideal applicant,
they might already be taken off the market when you do.
Streamlining HR processes
Because AI technology is available
around-the-clock and can reduce human error from routine tasks, it can improve
the HR experience for workers and managers.
Process improvements for new
hires
The onboarding process has a
significant impact on a new hire's performance and job satisfaction, which has
an effect on retention rates.
Creating a training plan that is
more effective.
AI in training programs can tailor
the learning experience to suit employee needs. You can implement this in your
courses to assess your employees' knowledge and recommend specific training
programs to get them up to speed.
Here’s a look at some of the
disadvantage of AI
Introducing machine-generated
errors
It's not always best to conduct
analysis on a computer. Programming errors may cause data to be interpreted
incorrectly or incorrect criteria to be used when sorting candidates.
Perpetuating biases in hiring
Using AI to screen candidates can
be inadvertently biased and exclude qualified and diverse candidates. Any
implicit bias in the initial parameters set by the program will be reflected in
the results obtained.
Certain decisions require human
involvement.
AI is great at analyzing data and
presenting conclusions that help with decision-making, but it can't always spot
important non-technical nuances.
For example, we may not consider
company culture, values, etc. when evaluating job applicants. Relying all
decision-making on AI can create a pool of tech-savvy candidates who will not
succeed in an office environment.
Increased risks to cybersecurity
Chatbots can be excellent tools for
accelerating normal HR processes. However, hackers can easily attack them as
well. Through these apps, you run the risk of disclosing private information
that could expose you to identity theft or cyberattacks.
Barriers to Adopting AI in HR
Lack of Talented Skill: Given the
lack of experts in HR technology, it can be quite expensive to integrate HR
activities.
Privacy Issues: Since HR data must
be kept private and in strict confidence. Using artificial intelligence to
combine HR functions raises serious data security concerns.
Ongoing Maintenance: similar to
other types of technology. Artificial intelligence requires ongoing evaluations
and upgrades, making upkeep a time-consuming procedure.
Complex Integrating capabilities: Due to the shift to SAAS (Software as a Service), data availability is constrained, which reduces the potential for fully integrating HR operations with technology.
Conclusion
A rise in employee experience and
productivity is anticipated as a result of the HR department's adoption of AI
technologies. By evaluating the data, the company may get a full picture of the
behaviors and patterns of its personnel. By making work more enjoyable, this
information can subsequently be used to raise employee satisfaction. The HR
department may also benefit from AI at every stage of their professional
endeavors, from early applicant shortlisting to performance review. Thus, using
AI into HR management may help the business increase overall effectiveness and
acquire a competitive edge.
References
AI in Human Resources The Time is Now. (n.d.). Available at: https://www.oracle.com/a/ocom/docs/applications/hcm/oracle-ai-in-hr-wp.pdf.
Anon, (n.d.). Understand The Role Of AI In HR in 2021. [online] Available at: https://www.cutehr.io/ai-in-hr/.
BURNS, E. (2022). What is artificial intelligence (AI)? [online] TechTarget. Available at: https://www.techtarget.com/searchenterpriseai/definition/AI-Artificial-Intelligence.
ONPASSIVE. (2021). Role Of Artificial Intelligence In Human Resource Management. [online] Available at: https://onpassive.com/blog/role-of-artificial-intelligence-in-human-resource-management/.
PossibleWorks (2022). The Impact Of AI on HR – Here is what you need to know. [online] PossibleWorks. Available at: https://possibleworks.com/blog/impact-of-ai-on-hr-profession/?_gl=1 [Accessed 17 Apr. 2023].
Schroer, A. (2023). What is Artificial Intelligence? How Does AI Work? | Built In. [online] Builtin. Available at: https://builtin.com/artificial-intelligence.
Schroer, A. (2023). What is Artificial Intelligence? How Does AI Work? | Built In. [online] Builtin. Available at: https://builtin.com/artificial-intelligence.
www.youtube.com. (n.d.). Will AI Replace HR Professionals? [online] Available at: https://www.youtube.com/watch?v=ggHMZ3ykOkQ&ab_channel=HRUniversity [Accessed 17 Apr. 2023].
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ReplyDeleteThis is such an important issue in modern environment. As AI usage has increased, lawmakers and regulators concerned about the technology's fairness and ethical implications have paid more attention to it (Zielinski, 2022). The main concern is an absence of transparency in the manner that numerous artificial intelligence vendors' tools operate — to be specific that too many actually capability as "black boxes" without an effortlessly understood clarification of their inner operations — and that AI calculations can sustain or try and fuel oblivious predisposition in recruiting choices. Although it may be impossible to remove bias from the human brain, it is very possible to do so in algorithms. Therefore, auditing algorithms is the most important method to ensure such fairness.
ReplyDeleteYes Agreed your comment Mr Pham.
DeleteHi Lasitha, yes, adopting AI technologies into human resource management can give various advantages to businesses, including improved employee experience and productivity. AI may be used to evaluate enormous amounts of data relating to employee behavior and patterns, generating useful insights that can be used to improve employee satisfaction and engagement. Integrating AI into HR management can lead to increased efficiency, effectiveness, and competitiveness for businesses.
ReplyDeleteI agree. AI has the potential to revolutionize the HR industry by automating tasks, improving decision-making, and providing personalized experiences for employees.
DeleteAI has become an essential tool in many industries, including HR, as it can bring transparency, efficiency, and personalization to HR processes. AI can help HR professionals collect and analyze large amounts of data, identify trends, and make better decisions. However, there are also challenges to using AI in HR, such as privacy requirements and the need for ongoing maintenance. Overall, the use of AI in HR has the potential to improve employee experience and productivity and give businesses a competitive advantage.
ReplyDeleteArtificial intelligence (AI) is rapidly changing the way businesses operate, and human resources (HR) is no exception. AI is already being used in HR to automate tasks, improve decision-making, and provide personalized experiences for employees.
DeleteOne of the most common ways AI is being used in HR is to automate tasks. For example, AI can be used to automate the onboarding process, which can save HR time and money. AI can also be used to automate tasks such as scheduling interviews, processing payroll, and tracking employee performance.
AI is also being used to improve decision-making in HR. For example, AI can be used to analyze employee data to identify trends and patterns. This information can then be used to make better decisions about things like hiring, promotions, and training.
Finally, AI is being used to provide personalized experiences for employees. For example, AI can be used to create personalized learning plans for employees, or to recommend job opportunities that are a good fit for their skills and interests.
Overall, the use of AI in HR has the potential to improve employee experience and productivity and give businesses a competitive advantage. However, there are also challenges to using AI in HR, such as privacy requirements and the need for ongoing maintenance.