Artificial inteligence in Human resource, and factors need to be considered when applying AI in HR
In human resources (HR), artificial intelligence (AI) is taking on a more and bigger role. In a variety of HR activities, AI-powered tools and systems are being utilized to improve decision-making, cut costs, and expedite operations. Here are some instances of how AI is being applied in human resources:
1.Talent acquisition: AI can automate laborious operations like candidate scheduling and resume screening, freeing up HR personnel to concentrate on more complex jobs. Top applicants can be found using AI-powered recruitment tools based on their qualifications and expertise.
2.Onboarding: AI can be used to offer new hires individualized onboarding experiences, including training and development plans that are suited to their requirements.
3.Performance management: Using patterns and trends found in employee performance data, AI can assist suggest areas for improvement and possible career routes. Employees can receive real-time feedback from AI-powered performance management systems, which can help them continuously improve their performance.
4.Engagement of employees: AI can be used to tailor employee engagement initiatives based on unique tastes and passions. For instance, predictive analytics can be used to find the variables that affect employee satisfaction and engagement, while AI-powered chatbots can be utilized to support and direct personnel.
Concerns exist, meanwhile, regarding how AI will affect employment and the possibility of bias and discrimination. HR professionals must make sure AI systems are open, accountable, and fair to allay these worries. Additionally, they must be mindful of the limitations of AI and employ technology to support rather than replace human judgment.
When using artificial intelligence (AI) in HR, HR professionals need to take several things into account. Here are a few of the crucial elements:
- Data reliability and accessibility: To provide reliable predictions and suggestions, AI systems rely on a vast amount of data. The data that HR professionals use must be accurate, current, and pertinent to the work at hand.
- Algorithm bias: If AI systems are trained on data that is not representative of the population being studied, they may be prejudiced. To prevent bias, HR professionals must make sure that AI systems are trained on a variety of representative data sets.
- Explainability: HR professionals must be able to describe the decision-making processes used by AI systems and offer supporting data. This is crucial for decisions like recruiting and performance management that have a big effect on personnel.
- Ethics: HR practitioners should think about the moral ramifications of utilizing AI in HR. This involves ensuring that AI systems do not discriminate against people based on attributes like race, gender, or age, and that they be utilized to support rather than replace human decision-making.
- Employee privacy: AI systems may gather and examine a lot of sensitive information about employees. The data must be maintained securely and in accordance with applicable data protection rules, and HR professionals must ensure that workers are informed about the data that is being gathered and how it is used.
- Training and education: To use AI in HR effectively, HR professionals need to be knowledgeable and skilled in the field. This can entail spending money on training programs to acquire the essential abilities or employing experts in AI and data analysis.
In conclusion, significant consideration must be given to variables including data quality, algorithm bias, explainability, ethical considerations, employee privacy, and skills and training when employing AI in HR. HR professionals may successfully use AI to increase decision-making, streamline operations, and improve the employee experience by addressing these factors.
Reference:
1. Nicastro, D. (2020, May 18). 7 Ways Artificial Intelligence Is Reinventing Human Resources. CMSWire.com. https://cmswire.com/digital-workplace/7-ways-artificial-intelligence-is-reinventing-human-resources/
2. Carantit, L. (2022). How Artificial Intelligence Is Transforming HR. International Association for Human Resources Information Management. https://www.ihrim.org/2020/02/how-artificial-intelligence-is-transforming-hr/
3. Tambe, P., Cappelli, P., & Yakubovich, V. (2019). Artificial Intelligence in Human Resources Management: Challenges and a Path Forward. California Management Review, 61(4), 15–42. https://doi.org/10.1177/0008125619867910
Thanks for sharing this informative post about the use of AI in HR! It's fascinating to see how technology is transforming the way we manage and develop our workforce.
ReplyDeleteOne factor that I think is particularly important to consider when applying AI in HR is transparency. As AI algorithms become more sophisticated, it's crucial to ensure that employees understand how these systems work and how their data is being used. This can help to build trust and prevent misunderstandings or unintended consequences (Kapoor, 2021).
Hi Praveen, Thanks for the comment. yes, i agree with your point. companies can have an induction session on this to give knowledge to the employees on this regarding the relevant areas.
DeleteGood topic of choice Suhaib! You have provided an insightful overview of the various ways AI is being used in HR and highlighting the key considerations that HR professionals need to keep in mind while employing AI. According to a recent survey by Deloitte, 56% of HR leaders are planning to invest in AI-powered HR technologies in the next 18 to 24 months (Deloitte, 2021). Therefore, it is crucial to understand the opportunities and challenges associated with AI adoption in HR. Can you provide some examples of companies that have successfully implemented AI-powered HR technologies and the benefits they have seen?
ReplyDeleteThanks for the comment Thahani, i can provide you some examples of companies using AI in HRM and have seen better results.
Delete* Hilton Worldwide: Hilton Worldwide, a hotel chain, implemented an AI-powered recruitment tool called "Hospitality Match" to streamline its hiring process. Hospitality Match uses machine learning algorithms to identify top candidates based on their skills and experience. Since implementing Hospitality Match, Hilton has seen a 50% reduction in the time it takes to fill open positions and has hired more diverse candidates.
* IBM: IBM, a technology company, implemented an AI-powered HR platform called "Watson Candidate Assistant" to assist in the recruitment process. Watson Candidate Assistant uses natural language processing to answer candidates' questions about the company and the position they are applying for. Since implementing Watson Candidate Assistant, IBM has seen a 70% reduction in the time it takes to schedule interviews and has improved the candidate experience.
Dear Suhaib ,
ReplyDeleteExcellent article, your blog provides a useful overview of how artificial intelligence is being applied in human resources, including talent acquisition, on boarding, performance management, and employee engagement. The article also highlights the potential concerns regarding the use of AI in HR, such as algorithm bias, explainability, ethics and employee privacy. As per your suggestions, HR professionals must carefully consider these factors when employing AI in HR to ensure that AI systems are open, accountable and fair. Overall, this blog offers valuable insights for HR professionals interested in using AI to enhance HR operations.
Hi Chandri, Thank you for the comment. i agree with you point and HR professionals are interested in using AI to enhance HR operations at the organization. A more effective and competitive HR function will result from adopting AI to improve HR operations since it can increase productivity, accuracy, scalability, analytics, and personalization.
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