The rapid progress of the digital economy has increased the urgency of growing labor productivity through the transformation of personnel management mechanisms.
The digital transformation of HR is the modification of the functioning of HR by applying data in various areas. These include labor remuneration funds, performance management, training and development, profits, rewards, motivation, and recruitment.
Digital HR meets the needs of new generations in personal access to social networks, corporate resources, active interaction with multimedia opportunities, flexible learning, and retraining.
It also allows creating and integrating data on employees from a variety of media platforms, using large databases to manage human resources, etc.
Digital HR organically combines mobile applications, social networks, cloud technologies, virtual reality, etc. to create favorable conditions for improving the work of employees, recruitment, and dismissal of staff.
Artificial Intelligence as a Popular HR Technology
Artificial intelligence is rated as one of the most useful technologies in the field of HR today. It is usually applied to perform tasks that require a particular level of intelligence. In other words, it is a tool taught by man to perform intellectual operations that only man can do.
Its difference from conventional software is the speed of calculating a significant amount of new quality data due to advanced algorithms. Integrated software products allow creating a “human image” capable of interacting effectively with:
- Vacancy candidates;
- New employees undergoing adaptive training;
- Specialists in benefits and compensations for salaries and bonuses;
- HR managers and line managers when creating analytical reports.
This provides more capacity, more time and budget, and more accurate information for people management. Artificial intelligence in human resources helps to effectively automate many back-office functions for reliable HR transactions and service delivery with technological chatbots.
Major HR Problems That Can Be Solved With Artificial Intelligence
Consider the main problems in the field of HR that are relevant today and that can be solved through the use of artificial intelligence:
Recruitment and Selection of Personnel
The selection of new employees is a routine task. Most HR managers spend their time recruiting candidates, reviewing resumes, conducting interviews, and informing candidates on any issues.
At the same time, more than 72% of companies experience difficulties in finding candidates with the necessary skills. Artificial intelligence can make this work much easier;
Development and Training of Personnel
Artificial intelligence technology can be used to develop and train staff because employees often lack sufficient knowledge of the subject area, leadership, and organizational skills.
For more up-to-date information on this, follow the link https://jatapp.com/blog/learning-management-system-development-step-by-step-guide/ and visit the Jatapp website.
There you can read the step-by-step guide to effectively serve organizational training needs and get help in the learning management system development if necessary;
Employee Engagement
Managers strive to build the HR management process in such a way that companies can get the most out of the skills and abilities of employees. This requires not only the loyalty of the company’s employees but also their high degree of involvement in the work.
Engaged employees are willing to invest their energy and time in order to achieve the goals set by management, as they are interested in the success of the organization.
However, a high level of engagement causes a decrease in employee turnover, absenteeism, and other violations of discipline. This problem can also be effectively addressed by AI affecting jobs.
Impact of AI on HR: How Are HR Tasks Solved Through the Use of Artificial Intelligence?
Below are the priority HR tasks, in the solution of which artificial intelligence technologies are actively used today.
Employee Mood Analysis
The concept of employee sentiment analysis is quite simple. It is necessary to analyze large amounts of textual information and divide them into categories according to moods or attitudes.
Understanding the mood of employees across the company helps create a better environment for employees to work and meet their needs.
This is possible by combining modern machine training technologies with natural language processing. Algorithms work with unstructured information obtained from employee conversations, emails, and other incoming information.
Voice Assistants and Verbal Communication
While email is one of the widespread tools for employee interaction, there is no replacement for face-to-face communication. Verbal communication has always been and will be the fastest and most effective way of interaction.
But currently one of the participants in the interaction can be AI, not a person. Many people are already using voice apps on mobile devices. These technologies greatly impact HR.
The AI technologies used in voice assistants are very useful in employee training. For example, a voice assistant can listen to calls made by the sales department and then give suggestions on how to improve sales performance.
Also, the voice assistant can listen to the conversation of managers with subordinates and then give them recommendations on developing communication and management skills.
However, there are legal and ethical limitations to the spread of this AI technology, the voice assistant is a great example of how useful AI for HR can be.
Staff Development and Training
AI solutions track the work of individual employees of the company, comparing them with the most successful specialists. Then, based on the analysis of the collected data, AI algorithms develop a personalized training program for employees.
Chatbots are widely used to train staff. These devices are available around the clock and can answer any questions about working in the company. So, they help new employees quickly get used to the company.
One of the areas where the HR robot can help employers is to increase the speed of adoption and absorption of new information technologies. Chatbots are usually intuitive and easy-to-use tools that make the transition to new technologies much easier.
Recruitment and Selection of Personnel
Bots used in the selection of personnel are also impacts of automation. One of the benefits of using bots to communicate with candidates is the ability to customize the speech style and wording of the interactive assistant in accordance with the norms accepted in the organization’s culture.
For example, if an organization wants its culture to be perceived as creative or democratic, a bot can be programmed to be joking, friendly, etc.
This approach allows building closer contact with candidates and, accordingly, gain benefits of artificial intelligence in the workplace. Face and emotion recognition algorithms are used to conduct video and regular interviews in the selection of personnel.
They can process video and determine whether the interlocutor is looking at the camera or reading the script behind the scenes.
The system analyzes the position of the eyes and the direction in which the applicant is looking. It may also take notes if it is suspected that the person is potentially cheating. Examples of such HR systems are HireVue and Skillaz.
What Benefits from Using Artificial Intelligence Will the HR Sector Get in the Future?
The proliferation of artificial intelligence in HR will certainly open up new opportunities and benefits for companies:
- Saving on finding qualified personnel and preventing the loss of intellectual capital as a result of the probable loss of qualified professionals. For example, the automation of learning processes allows preserving the knowledge and technology accumulated in the company;
- Increase the confidentiality required of people who gain access to personal data when performing HR functions;
- Reducing the time of HR staff to perform administrative tasks. These include appointment and control of training courses, calculation of salaries, the initial selection of candidates, testing their competencies, etc.;
- Increase the accuracy in the performance of HR functions by reducing the number and frequency of human errors in the administration of the processes of selection, training, calculation of rewards, etc.;
- Reduction of bias in personnel decisions.
Therefore, we can conclude that the impact of AI on HR is significant. Artificial intelligence technologies can become the key to solving urgent problems in human resource management.
The use of artificial intelligence tools in HRM comes down to automating a part of HR processes, allowing specific algorithms to perform both routine and complex analytical work. This frees up the time of HR specialists to perform strategic and current management tasks.
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