Artificial Intelligence (AI) is rapidly changing lives in a better and bigger way than ever before. Sometimes, one doesn’t realize it when a new AI-powered system, tool, or product appears and outperforms the tasks that are done by humans. It is immensely affecting human life on all types of levels.
AI is everywhere in the current modern world, and there are many aspects to consider as to how it will impact the future of work especially human resources. Artificial intelligence is present in virtually at almost all the major industries from healthcare to advertising, transportation, finance, legal, education, and now also inside the workplaces. A recent Accenture survey found that 54 percent of managers’ time is spent on administrative coordination and control ‘and those tasks are excellent targets for AI-based automation.
But still, a majority of organizations are still lagging in integrating Artificial Intelligence in human resources practices because of cost. While there are firms that are adopting AI into their human resources processes at varying rates, it is clear to see that the technology will have a lasting impact on the field as it becomes more widely accepted. For this reason, it is essential that human resource professionals prepare themselves for these changes by understanding what the technology is and how it is applied across several functions.
Global HR where AI is helpful
Among the numerous applications of artificial intelligence in the human resources sector, some of the first changes HR technology is transforming the way is the involvement of recruitment and onboarding, employee experience, process improvement, and the automation of administrative tasks.
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Recruitment and onboarding
While several firms are already beginning to integrate AI technology into their recruiting efforts, the vast majority of organizations are not. There are tremendous opportunities for professionals to adapt their processes and reap the advantages of using this advanced technology.
During the recruitment process, the human resource professionals can take help from the AI in HR to take advantage of not only the hiring company but its job applicants. For example, HR technology with the help of artificial intelligence can streamline application processes by designing more user-friendly forms that a job applicant is more likely to complete, effectively reducing the number of abandoned applications.
While this approach has made the role of the global HR in recruitment much easier, it also allows for simpler and more meaningful applications on the applicant’s end that have been shown to improve application completion rates.
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Internal mobility and employee retention
In addition to improvements to the recruitment process, human resource professionals can also utilize artificial intelligence to boost internal mobility and employee retention. This is incredibly beneficial considering how essential it is to understand the overall demands of employees, however, there are several key organizational perks to having this information.
Through personalized feedback surveys and employee recognition systems, human resources departments can gauge employee engagement and job satisfaction more accurately today than ever before. Doing so has the potential to significantly reduce talent acquisition costs and bolster employee retention rates.
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Automation of administrative tasks
One of the essential benefits of leveraging HR technology processes is actually the same as it is in other disciplines and industries: Automating low value, easily repeatable administrative tasks gives human resource professionals more time to contribute to strategic planning at the firm’s level. This, in turn, enables the HR department to become a strategic business partner within their firms.
Smart technologies can automate processes such as the administration of benefits, pre-screening candidates, scheduling interviews, and more. Although each of these functions is important to the overall success of an organization, carrying out the tasks involved in such processes is generally time-consuming, and the burden of these duties often means that human resources individuals have less time to contribute to serving their employees in more impactful ways.