A lot has changed over the past years regarding how people and companies work. Human resource is under intense pressure to cope with the latest industry innovations and transformations. Moreover, this is the period of reinventing HR to control people and businesses with technology and automate tasks.
As work nature evolves with technological infiltration, boundaries between machines and humans are fading. Emerging technologies like artificial intelligence are making human jobs redundant, and on the other hand, human skills get the limelight for creativity and critical thinking.
Artificial intelligence (AI) leads HR departments to help HR professionals with recent trends and updates, analyze employees, and streamline talent acquisition to take action. It allows professionals to gather human data and transform the functionality of HR departments.
Nearly all occupations transform by automation, but only 5% can adapt to total automation by current technologies. Amidst the changes, HR departments should proactively prepare for future work and enable man and machine to co-work efficiently.
Read on to understand the impact of AI on HR departments and professionals and its upcoming challenges in the following sections.
Why Do HR Departments Need Artificial Intelligence (AI)?
Workplaces are evolving dynamically, so professionals and employees can not stay within offices. It is challenging for the HR departments to communicate and engage with employees. AI can help here. It can analyse data regarding employee behaviour and generate insights for decision-making. Therefore, AI solutions transform HR and empower employees regarding business decisions.
Here’s how artificial intelligence can benefit HR functions across several industries.
1. Employee Recruitment
The first step in automating the work of HR departments is handling recruitment. The ongoing task of recruitment takes up much of HR’s time. However, with artificial intelligence, the man-hours reduce, and HR can focus on more specific tasks.
With AI, most of the recruitment process is automated, including communicating with employees, shortlisting resumes, scheduling interviews, and onboarding. Artificial intelligence can answer basic questions to all applicants regarding job matches and interview preparation. When AI takes care of all this, HR departments can focus on employee engagement, performance appraisals, and recognition.
2. Training And Development
The second way of transforming HR departments is through handling training and development. Every company must upgrade employees’ skills to complete the job and take up new tasks. AI tools generate training and development programs in the company to customize every employee’s needs. It bridges the gap between the current skills and future needs to handle the changes quickly.
Most AI tools match the employee skills making it easy to find internal hiring resources. Artificial intelligence offers many options to enhance an industry’s training and development sector.
3. Handling Complaints
Do you know that HR personnel spends quality time handling numerous customer complaints? The queries or complaints come from new employees or people from the workplaces regarding their positions or assigned work. The questions can come for interview selection, resume collection, performance appraisals, or grievances.
Artificial intelligence (AI) tool in the HR department offers an advantage for HR workers. It positively cuts down the number of emails and phone calls with live chat bots under a centralized platform. It helps to address employee queries, offer follow-up suggestions, and answer all complaints.
4. Automate Administrative Tasks
HR personnel handles enormous administrative tasks at the entry level to match the industry requirements. Some of this work is monotonous and time-consuming but essential to follow. Here are the administrative tasks HR departments handle.
- Updating employee information with recent changes in the internal database
- Managing and verifying employee documents
- Drafting and generating organization rules and regulations
- Data entry work
- Following legal compliances
Artificial intelligence (AI) takes up all this work and fully automates the HR departments with customizations.
5. Influences Decision-Making
Artificial intelligence tools influence decision-making on behalf of the HR departments. Implementation of AI tools provides accurate information and analytics for controlling company decisions.
Industries can use AI tools to conduct surveys, collect employee feedback, and analyze business-centric data. It determines employee engagement, performance, and improvements in respective sectors. The tools identify the inefficiencies and bring them to the notice of HR leaders, who make decisions using valuable and specific data.
Challenges in Adopting Artificial Intelligence For HR
Article intelligence adds immense value to all HR functions and organizations, but it also poses some hurdles to overcome. For example, employees find it difficult to interact with the AI software and worry about their wrongdoings. It happens because of algorithms that are emotionless and insensitive, unlike humans.
Additionally, employees have questions about the fair evaluation of their work and the credibility of the AI system. Therefore, it is essential to employ people in AI processes to check the algorithms and train them with interactions.
However, challenges still need to be addressed with the readiness of the employees to collaborate with the technology. Organizations explore this by re-skilling employees in the digital system. Moreover, it normalizes embracing the fundamentals of HR and enables employees to thrive in ever-evolving workplaces. About 60% of workers in India currently follow AI systems in the HR departments, where more female employees than males find it difficult to use.
Undoubtedly, AI impacts the HR department positively as a substantial and sustainable change for the future. This technology and HR tools keep changing with time and are flexible for the employees to upgrade. Industries use AI to remove monotonous HR jobs and analyze employee data to make decisions. Therefore, it creates a holistic impact on the industries and their employees to handle their tasks.