Artificial Intelligence in HR Management — What Can We Expect?

The advantages AI offers in Human Resources

There are some circles where AI doesn’t get the best reputation these days. This is based on disturbing rumors that we may head towards the very doom of the human race where sentient machines take over.

While there is a possibility that AI will replace some human jobs, it still has a wide array of applications in the business world where it has the power to improve productivity and automate processes towards a more effective workflow.

As such, AI is ideal for running intelligent algorithms on big data to make decisions based on pertinent analysis brought to you in real-time by some of the best and most powerful computing technologies available. This means that business owners can understand their market niche at a different level and promote more efficient sales strategies, thus reducing wasted time and risks.

Now, as technology evolves, AI gets more intertwined with our lives. For instance, big companies use intelligent systems to monitor employee behavior and understand behavioral patterns in the workplace.

How is AI Part of the HR World? 

Before we start talking about AI’s involvement in HR management, it’s important to understand that there are several different branches at work when it comes to artificial intelligence. The term includes domains such as machine learning (ML), predictive analytics, deep learning, and more.

As such, the applications with which we interact and will continue to welcome in our lives don’t come from one single source. For instance, HR management uses predictive analytics and machine learning to understand talent attrition and acquisition. And according to Venngage, 61 percent of companies are using AI to improve their human resources processes.

• Talent Aquisition

The simple process of going through hundreds or thousands of CVs and filtering them by hand is time-consuming and exhausting for the human mind. Luckily, AI can help hiring managers identify the best candidates in a matter of minutes.

Today’s recruiting virtual assistants can crosscheck the data from CVs against a list of skills and traits that helped former employees in the same position. Furthermore, by using a software solution such as applicant tracking systems, you eliminate human bias as the software doesn’t have prejudices against specific human traits.

Of course, once the recruitment process becomes more complex, the human hiring manager must take over. But this eliminates the nitty-gritty work in the beginning and frees up the manager’s time for more important tasks.

• Training

In today’s work environment, it is crucial to have the right skills for the job and be prepared to learn new ones as technology evolves. But training is not just the responsibility of the employee; the company must be able to provide suggestions and even programs designed to improve people’s skills.

And this is where AI can provide an analysis based on the existing data gathered from years of activating the field. As such, an in-depth analysis can let HR know which employees need training and in what domain. Of course, you can also use intelligent algorithms to come up with a training plan and help people learn better.

Now, while some companies have proprietary e-learning platforms and only grant access to specific employees to their courses, there are plenty of easy-to-access e-learning platforms that offer high-end courses on almost any topic.

For instance, companies who want their own data scientists can find a wide array of online courses on ML, data science, and analysis. Of course, the offer is way more diverse as people can learn anything online nowadays from knitting to managing a business.

Lastly, an algorithm designed to analyze an employee’s training pathway can also be used to predict the best career path for someone. This way, managers will know how to guide their teams towards a more cohesive unit.

What’s Next?

We are at the pique of AI integration with the business world, and things are only going to get more mainstream from now on.

Sure, it may be a bit scary to know that your employer can predict with 95 percent accuracy if you’re going to quit your job. But these systems also bring changes in the way managers give rewards and raises, in the way they decide who to promote and who to train for a specific function.

The use of intelligent software in the world of HR reduces human bias and automates time-consuming activities, thus freeing up time for more human interaction. Overall, the use of AI in a domain like HR can only have benefits, if it’s done with care and consideration for the employee and the company.

Written by: Erika Rykun, BOSS contributor