How Automation & AI will Transform HR Processes

How ‘human’ will HR remain, with things like AI and on such a meteoric rise? A closer look at the AI- and Automation-driven HR of the near future.

Technology won’t take the “human” out of human resources anytime soon, but tools like process automation and artificial intelligence are shaking up HR departments around the world. Machines are taking on time-consuming administrative tasks, empowering recruiters to focus on people management. As businesses shift toward human capital-centered social enterprises, leveraging modern resources for HR rejuvenation is pivotal.

The top players reshaping HR departments are business process automation, robotics, and artificial intelligence. Company leaders should thoroughly evaluate which tools are the most feasible and beneficial for their organization to get the best return on investment, but awareness is the first step! Let’s look at the significance of automation and AI in commonplace HR roles.

Recruitment

Since more than three out of four employees are leaving their jobs for preventable reasons, it’s vital to start off on the right foot. Automation and robotics have decreased hire regret by 75 percent, saving time and frustration for both candidates and recruiters. By utilizing the latest tech tools in recruitment, HR departments convey candidate value from the beginning by providing a smooth process.

Process automation, one of the first steps in a digital strategy, puts HR on an organized, consistent track for each hire. New hire requests, screening questions, applicant tracking, and interview scheduling require time-consuming data-heavy tasks. Automated workflows ensure consistency in forms and procedures on a cloud-based platform accessible on-the-go. Automation’s numerous benefits are being realized: 47 percent of surveyed global companies reported deep involvement in automation projects to streamline operations.

Tech-forward enterprises like Hilton are using AI for competitive hiring. AI systems can be programmed to find frequently overlooked passive and outlier candidates while filtering out candidates who don’t meet basic requirements. On a simpler level, robotic process automation (RPA) software sorts candidates in a database by rotely comparing candidates qualifications to the job posting.

The AI’s training agent must be careful not to let their own biases influence program development. Subconscious biases affect specific words used in job postings that can make or break a talent search, and personal preferences affect candidate filtering. After training and testing, if biases in the program are identified, the machine can be taught to balance the reasoning through increased data input, something much more likely to happen in a device than in a person!

In today’s open job market candidate engagement is crucial. Recruitment chatbots are being employed to answer candidates’ questions in the US Army and in businesses juggling large applicant pools. Through automated messages, candidates can answer pre-screening questions and schedule an interview. However, a substantial time investment, sometimes up to a year, is required to train bots to ask the right questions and provide accurate answers.

While robotics and AI can assist in finding and recruiting top talent, the final candidate match to both job roles and company culture is best left to a hiring manager. Qualified workers are needed to program, develop, and retrain the devices, demanding heavy time and financial commitments. For top performance, the algorithms require constant tweaking, further affirming the need for humans to work alongside the machines for maximum efficiency.

Post-Hire

Web-based process automation offers a low-cost solution for streamlining numerous procedures surrounding new hires. Digital workflow checklists ensure consistent onboarding experiences. Tasks such as document verification, device requests, and software tutorials can be performed automatically through an HR onboarding app. When new employees promptly gain access to all the necessary tools and information, they can move onto high-value work sooner.

Online self-service options have been around for a while, enabling employees to view available leave time, log their working hours, and print electronic pay stubs, but leave requests, travel requests, and travel reimbursements often remain manual conducted through tiring email strings. When last-minute changes occur, employees just wait and hope management receives and responds to the email in time. Workflow automation provides standard procedures and centralized communication between HR, finance, supervisors, and employees. Notifications pop up on mobile devices, cutting down on response time and reducing chaos.

Another variation of AI chatbots are taking employee self-service to a new level by handling repetitive questions about things like benefits, policies, and—most of all—password reset. AI chatbots provide information employees need from HR, such as orientation material, as well as computer issues usually handled by IT, saving time in both departments and resolving daily matters quickly. The more questions the chatbots answer, the more they learn and are able to provide employees with instant information to keep productivity high.

Studies have been performed on AI’s ability to judge sports performances through supervised machine learning for determining players’ salaries, but general performance appraisal still requires human analysis of hard data. Process automation analyzes and compares an employee’s performance to company goals based on hard data gathered in automated workflows. Through an interactive dashboard, workers can view their own accomplishments and review defined expectations; performance appraisal evolves into a continuous event to promote a positive work environment.

The Future of HR

The combination of automation, machines, and humans in HR departments has tremendous potential to raise productivity and foster an innovative dynamic in the workplace. As modern tech tools become more understood, apprehension about job replacement will diminish, and HR managers will be freed to deeply develop employee value, boosting overall productivity and company longevity for a prosperous future.

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