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The Best Use of AI in HR Practices

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Artificial intelligence

Artificial intelligence (AI) is a powerful tool that’s changing processes in many industries. With an economic value that’s increasing as you read this article, AI has managed to streamline everything from manufacturing to healthcare systems around the world. It’s even had success in marketing and finance sectors and more recently, it’s made its way into HR departments particularly in cloud based Human Resources systems. While its introduction to HR is still in the infant stages, AI has already managed to play a significant role in HR practices and the good news is that it’s only going to get better.

Before we delve into the best use of AI in HR practices, let’s quickly take a look at what artificial intelligence is, exactly.

What is Artificial Intelligence?

We have computer science to thank for the birth of artificial intelligence. Essentially, AI aims to solve cognitive problems commonly associated with human intelligence. In a nutshell, it’s a computer science that prompts machines to “think like humans”. Because these machines can “think like humans”, they have the ability to perform human-like tasks such as learning, problem-solving, and reasoning, etc.

How Can AI Be Used Best in HR Practices?

1. Recruitment

AI can be used to speed up recruitment by asking all the basic questions right at the begging of the process – before candidates are approved for more detailed interviews. For example, chat bots can be developed and programmed to ask routine questions about age, location, experience, and education. This way, HR professionals can narrow down lists for more detailed candidate screening.

2. Admin Automation

Automation of HR admin is already available in HR software but AI technology will soon be refining this automation even further. Soon it will be performing tasks such as allocating office space and ordering the necessary stationery and equipment without being prompted to do so.

3. Employee Onboarding

AI can be used to onboard new employees, thus improving new-hire retention. AI algorithms make it possible to:

  • Brief employees about their profiles, tasks, and benefits
  • Inform new members about important protocol
  • Identify and answer repetitive employee questions

Even tedious document verifications and device requests can be processed by an onboarding app.

4. Training

AI platforms have been built to not only provide training suggestions but, in the future, they will be able to run full training programs. Impressively, AI also facilitates career pathing. This means that an individual’s prior work experience, available career paths, and employee trends can be used to distinguish possible career paths and future productivity patterns.

5. Retention

AI technologies developed for retention purposes will allow HR departments to prepare individually-designed feedback surveys, reward systems, and recognition programs that will help to improve employee-satisfaction practices. This way, HR will know how to decrease talent attrition before notice is handed in.

The main aim of implementing AI into an HR process should always be to amplify the employees’ overall working experience. If this remains your main focus, then AI could possibly become the best overall tool for HR practitioners in any industry.

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