ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES – TO AI OR NOT TO AI? Posted on : Jul 11 - 2020

Every department in a company has its own challenges.

In the case of Human Resources, recruitment and onboarding processes, employee orientations, process paperwork, and background checks is a handful and many a time painstaking – mostly because of the repetitive and manual nature of the work. The most challenging of all is engaging with employees on human grounds to understand their needs.

As leaders today are observing the AI revolution across every process, Human resources is no exception: there has been a visible wave of AI disruption across HR functions. According to an IBM’s survey from 2017, among 6000 executives, 66% of CEO’s believe that cognitive computing can drive compelling value in HR while half of the HR personnel believe this may affect roles in the HR organization. The study clearly exhibits the apprehension of HR executives caused by the AI disruption in their field.

While one aspect of AI is creating uneasiness: the other is promising convenience. AI aims to empower the HR department with the right knowledge to optimize processes with less manual power and guarantees to mitigate errors.

So, what makes AI so attractive for Human Resources?

The COVID-19 pandemic has highlighted the power of AI in real-time< Backlink-https://us.sganalytics.com/blog/ai-can-detect-infections-with-96-percent-accuracy-can-ai-predict-the-next-pandemic/>, including its shortcomings. At the crux of the AI evolution is the minimization of human labored processes. Sophisticated AI algorithms can analyze large amounts of data in no time and self-educate themselves to recognize and map patterns, which can come in handy for HR staffs to plan and operate strategically.

While a human can be biased, get bored and make unintended mistakes provoking inadequacy in productivity and efficiency, AI programs are unbiased and diligent, enabling more productivity and efficiency.

HR executives who perform tasks like applicant tracking, payroll, training, and job postings manually without automation, state that they spend 14 hours a week on an average on these tasks. Leveraging AI to automate these HR processes can be extremely pertinent for meeting the following key business requirements: First, save time and increase efficiency; Second, provide real-time responses and solutions that meet employee expectations.

As per a Mckinsey’s study “AI will drastically change business regardless of the industry. AI could potentially deliver an additional economic output of around $13 trillion by 2030, boosting global GDP by about 1.2 percent a year.”

Let’s dive deeper to understand how AI can help sophisticate HR processes while not necessarily replacing human resource personnel. View More