Know How AI and VR Usage Could Change HR Management, Here

HR Tech Outlook | Tuesday, October 01, 2019

Previously, technology automated HR processes and functions and often ignored its end-user the employee resulting in less employee engagement and results. However, is it still the same now?

FREMONT, CA: Employee Experience is a reality that no small or large organization can escape. It is a concept, however, which has continuously been reinvented due to the changing nature of the working environment, technology, and the changing definition of a worker. The uses of AI in HR address questions such as how companies consistently extend their workforce experience in line with brands and cultures of their employers. Technology has traditionally been used and promoted in the automation of HR processes and functions, often with a view to its end-user - the employee.

While mainly the major HR tasks benefiting from the artificial intelligence are related to decrypting employee information to detection, prediction of attrition patterns, background verification and content personalization, these efficiencies improve the experience of employees little or nothing. But AI will soon be breaking the AI glass ceiling in its human capital strategy into all aspects of the management of social capital.

As technology becomes more skilled and helps to solve more complicated cognitive tasks, organizations holistically learn more to understand their employees better and provide personalized workplace experience.

Soon chatbots will be employee's teatime friends, with whom discussions can be made for career choices and wages as well. Advanced technology such as speech recognition becomes more knowledgeable through deep learning, and soon it will be possible to understand human voice accents and imitate it effectively, making it easier to adapt to functions such as HR. Natural Language Programming enables data from speech to be extracted, data-driven text to give insights that in turn significantly increase the accuracy of these insights. AI will personalize the life cycle of an employee in each experiential aspect. It is only a moment before AI is commonplace and easy for organizations of all dimensions to access.

VR can also assist businesses in selecting the most exceptional team individuals. VR innovation also offers employers a virtual tour of their headquarters or a virtual opportunity to meet the chief executive. VR changes the way training is conducted. Although VR is not yet the mainstream in employee practice and recruitment, specialists think it will be in the future. VR lets users feel immersed in the valuable experience from a skill point of view. VR lets employees examine scenarios in the working environment and understand the impact of their decisions and actions. It is also a useful tool for practical training that allows individuals to conduct activities with their hands.

We live in a world in which apps finish almost any job usually carried out by individuals. Organizations, particularly medium and small-sized enterprises have traditionally been slow to take AI in HR. However, the fast-growing of AI throughout the sector has also encouraged its access to HR. Artificial intelligence transforms almost every point of contact into human assets, including hiring, preservation of talent, staff involvement, and teaching and growth. This feature has been helped by technology to ensure that leaders can make fast, data-driven choices.

Since most repetitive and analytical activities in the HR industry are the responsibility of the computers, HR officials can spend time talking to staff. Although AI is capable of cutting human biases and inconsistencies in HR, it might not have the extent to which a person can provide mental intelligence and compassion.

AI will promote HR consumption and render HR products more centralized and readily available to employees. The achievement of AI's total capacity relies upon an excellent human-machine relationship. Many people would claim that artificial intelligence effectively helps humanize HR. It centralizes the role of employees and provides personalized alternatives for complicated ideas such as the commitment and knowledge of employees.

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