AI Tools — the Top Disruptors for HR professionals

Technology is rapidly making headway into most business domains, and artificial intelligence (AI) and machine learning (ML) is leading the charge. Across industries and verticals, AI is taking on more responsibilities and tasks, even appearing in industries traditionally defined by a human-centric mode of operation. Data- and information-driven industries have been primary benefactors of the value from AI and ML, working more efficiently and effectively.

How could AI affect HR?

AI has made its way to the work of HR professionals. The future of how HR work is done will surely be one where humans work with AI tools, often viewed as a threat to the sanctity of the human element in HR. However, what is important to consider is that the evolving presence of AI in HR will free up valuable time for professionals in HR, allowing them to focus less on repetitive, low-value tasks and more on the defining ‘people’ element.

Is AI helpful for HR?

For HR leaders, the key advantage of incorporating AI in HR work is how the former leverages preinstalled algorithms to make real-time, data-driven decisions. How this helps is in automating, augmenting, and amplifying HR processes, in turn making them more efficient as well as improving the experiences of employees, who are the true customers of HR. Here are two pluses:

· Accurate, quicker responses: Employees seek out HR professionals for various bits of information, ranging from payments to leave approvals. AI tools accurately and quickly handle common questions and requests.

· Higher efficiency and lower time: Large numbers of employees go to HR professionals to address their concerns, and AI and chatbots can take care of administrative tasks, freeing up time for high-level, strategic endeavors.

In which areas of HR could AI cause disruption?

Incorporating AI in the work of HR is bound to lead to several disruptions across different aspects of HR work. Here are the most significant ones:

· Acquiring talent: HR leaders have already reaped the benefits of AI in screening candidates, scheduling their interviews, and answering their queries. Time to hire goes down significantly, with correspondingly higher productivity for those tasked with recruitment. The essential aspect is to combine the human aspect with AI, too — for instance — make for a quicker, intuitive, communicative, and seamless selection process. Chatbots can track applications, perform advanced data analytics, and do much more, and that leaves more time for interactive and meaningful aspects of recruitment.

· Onboarding: This is critical to start off the candidate journey on the right foot. Bolstering onboarding with AI can introduce new hires to essential company information and help in completing initial documentation. The system can also guide them in finding team members, common work areas, and important training assignments. It can be personalized to the particular person and level in the organization.

· Learning and development (L&D): Proper L&D programs help individuals and their organizations. It is important to plan for the shorter shelf life of employee skills, and AI in L&D can personalize learning pathways to the needs of the person, adding a conversational interface and also providing analytics. AI helps to assess different learning styles and paces and develop courses and programs accordingly, freeing up the time spent by organizations on these tasks.

· Retention: AI tools can incorporate algorithms that look at data such as compensation and benefits received, duration of employment, and performance levels, comparing these against overall attrition to predict the likelihood of an exit. This helps HR leaders to get to know about potential problems and facilitates the right interventions before the problem gets out of hand. The system tracks career paths of new, old, and ex-employees and leverages this data to better craft retention strategies. This is particularly critical for high-potential employees, for whom additional investments may be suggested.

· Administrative tasks: HR professionals deal with a number of time-consuming tasks, such as timesheets, performance data, leaves, and holidays. Along with this, they have data from monitoring employees and tracking their salaries and performance results. Effective automation saves time in answering multiple associated questions and handling tasks, allowing a focus on career development or bettering internal processes.

· Performance and satisfaction: AI can facilitate a real-time view into and instant feedback on employee work performance, making the employee and KPI surveys of old outdated. A quicker view of strengths and improvement areas makes for the timely provision of requisite assistance. Chatbots can leverage natural language processing (NLP) to engage directly with employees and the huge satisfaction and wellbeing of employees, informing the management accordingly.

Is AI a positive disruptor for HR?

When considered overall, AI tools are a definite positive influence on the work of HR professionals. They deal with arduous, repetitive tasks; reduce human error; and allow more productive use of human time. Human intuition can then be directed toward more critical tasks where mere data does not suffice, and instinct and judgment matter.

Originally Content Published here:https://datafloq.com/read/ai-tools-top-disruptors-hr-professionals/