hrtechoutlook

8 Ways How AI is Transforming Talent Management and HR Tech

By HR Tech Outlook | Monday, September 23, 2019

Technologies such as AI are enabling the HR teams to reinvent and transform conventional process structures.

FREMONT, CA: Technological factors have led to the transformation of almost every sector of the businesses. On similar lines, human resource (HR) has evolved too. The HR department has drastically evolved from sorting resume papers manually to the incorporation of technology and automation in the recruitment process.

At present, various talent pioneers are realizing the urgency to start adopting technologies such as artificial intelligence (AI), cognitive, analytics, augmented and virtual reality (AR & VR) to restructure the way new talents are being hired. HR professionals are emphasizing on employee strategies to yield experience, productivity, collaboration, simplify work, streamlining processes, and setting up new goals. Using technologies such as AI, organizations can reinvent and transform conventional process structures.

AI is changing the HR practices in the following ways:

1. Enhancing Candidate Experience

The primary application of AI in recruitment is talent acquisition. It’s an area where companies see immediate, significant, and measurable results when it comes to cutting down the time to hire, delivering excellent candidate experience and increasing the overall productivity.

For the purpose, a vital recruitment bot powered by AI can be used for candidate screening who are applying for a particular job and receives numerous applications. The bot can easily shortlist the candidates from among the bunch of resumes as per the required skill sets and respond to those who are capable. Moreover, it can also solve the basic query, enabling the recruiters to spend more time exchanging the cultural values of the organization rather than dealing with the FAQs.

2. Compensation Decision Support

Talent management and AI in HR tech assist employers and HR professionals in reaching better decisions provided by the insights. It can be great in terms of compensation. Until recent, compensation in most of the organizations is done after analyzing external and internal data points, thereby, making sense of the derived data and then marking the correct amount. Data can easily be accessed, interpreted, and contextualized via AI, which can then be shared with the HR professionals. 

3. Personalized Experience

AI can be effectively introduced to an employee’s on-boarding process. New employees who don’t have an idea over who to connect with can get institutional information over all the employees with the help of AI-powered program. Such a program can also allow new-hire documents that contain all the useful information such as organization guidelines and training module.

4. People Analytics

Organizations have massive data that are gathered from their employees. AI can play a crucial role in HR with the support of people analytics to analyze, track, and manage people.

A stronger digital IQ can enable deeper insights by analyzing their mood, statements, and intentions. Human behavior can also be simulated by machine learning (ML) models which will enable to validate the employee experience on a regular basis. It will add a new dimension to strategize workforce, which will reduce employee attrition.

5. Automating Repetitive Tasks

AI offers an opportunity to automate every low-value and repetitive tasks allowing the HR team members to focus better on strategic work and spend more time processing the steps of interviewing, on-boarding, and recruiting. 

6. Administration

AI assists in establishing personal digital records, enabling employees to track and update employment milestones across their tenure. HR has a crucial role in observing such records and helping to determine what information should be shared and what not.

AI-driven platforms enable employees to gain basic records and perform basic HR transactions themselves. Such programs can help the system to push certain data when needed by the targeted employees.

7. Planning the Workforce

Shaping the workforce is a recent workforce of an HR. However, it requires certain skill-sets, such as being insightful, evidence-based, conducting analysis, and seeing the organization as a complex system and then reshaping the system.

AI-programs can offer insights from the data and then assist HR professionals in knowing where the organization is lagging, where there is wastage, and which of the processes require maintenance. It will allow making informed decisions about the company.

8. Effective Compliance

The major challenge for the HR team is to remain compliant. Evolving paperwork and policies require heavy paperwork and data. Cloud-based solutions and AI can streamline the process by allowing efficient storage potential. AI-solutions can also allow defining and understanding what is feasible by offering probable use-cases.

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