What is Human AI Resource?

That analytics and artificial intelligence (AI) is dramatically transforming the human resources industry is somewhat ironic, given the growing global clamour for robots, usurping millions of jobs. HR, though, is not traditionally associated with pioneering nascent technology, and failure to deploy and develop AI could prove a fatal mistake.

Why AI and Analytics in HR?

"To AI or not to AI” may still be the question for many organizations, but some are already on the band wagon. We’ve found some examples of how companies are investing into AI and cognitive computing for their HR workflows.

A new approach is needed for HR to truly enable organizations to attract top talent and deliver results. The role of HR needs to go beyond transactions, strategies, and policies, and instead be seen as a key player in the organizational design, explained by David, a director of HR department in an organization. 

"We need to be more nimble, more agile,” he continued. “How on earth is human resources going to enable our organizations if we just keep doing the same old. We’re actually going to be doing our organizations, potentially, a fatal disservice.”

How AI and analytics can help reshape HR?

1.Smart recruitment 

HR functionality is to find the right candidate for a job which was like locating a needle in a haystack in the past. Research tells us that 79 per cent of recruiters’ time is spent sifting through a dense ecosystem of possibilities.

But with AI and analytics advancement, it takes from months to minutes to get a list of potential candidates, thus delivering efficiency. And machines can go beyond assessing just the resumes and take into consideration a candidate's online presence, the company culture and overall fit more accurately. 

2. People analytics

As HR has all the people's past experience and current performance year over year, together with the machines and data, it's quite fascinating to do more work about understanding the employees! Are they happy or satisfied with current workload, title or salary? When to promote a good individual to keep the talent? What the organizations can do to improve the experience of those people? etc.

For instance, in performance assessment, sing AI tools, HR managers are enabled to set concrete objectives and let all units work in smaller increments. This type of work is easier to follow and assess and it generates better overall results. More importantly, it's always more difficult to hire an appropriate candidate than keeping one, which is why more than 60% of the organizations consider retention their biggest challenges. However, AI and analytics enable them to analyze and predict the needs & trends of staff employees. 

3. Workforce optimization and automation

A lot of repetitive and low value tasks often consume a huge amount of time and energy on the part of HR managers. Take for instance, repetitive questions that employees often ask regarding policy matters, including basic do’s & don’ts and standard queries pertaining to leaves and appraisals. Such problems can be easily resolved by using AI-powered tools to create electronic employee helpdesks, where users can feed their queries and receive automatic responses. At Sun Life Financial, we are working to create an HR bot where users can simply punch their questions and receive answers without the need for interaction with an HR manager.

4. Employee work experience personalization

New employees who typically want to meet people and acquire information typically may not know where to go. They may ask their desk neighbor. But what if she works in a different department?  “What if Joe had been welcomed with new hire information on his mobile device that was tailored to his first assignment?” IBM officials wrote in the report on transforming HR with AI. 

IBM is looking to create a system that will answer a new employee's most pressing or job critical questions to help get them up to speed fast. An AI, for example, could provide training suggestions or provide the names, locations and contact info for people he/she should look to connect with on his first day or so. That same employee could also be advised by AI engines that a new hire webpage contains a lot of useful information. 

5. Unconscious bias elimination

"Using AI for recruitment has the potential to eliminate some of the behavioural and perceptive bias that is a common shortcoming of human interaction, skewing first impressions and subsequent judgments,” says Richard Coombes, leader of the HR transformation practice at Deloitte. “Eliminating bias during the initial coding of AI is key, as the technology inherits and magnifies the biases of those who create it.

Now, thanks to AI, algorithms can be designed to help employers identify and remove these bias patterns in language they use to improve their hiring communications and welcome diverse applicants,” HRPA researchers noted. 

AI could also present managers with candidates who may have been screened out due to human tendency to favor candidates with similar traits or competencies.






First created and edited by AI Analytics.