HR and AI: The winning combination for future success in workplaces
Artificial intelligence (AI) capabilities is the trending topic. But my question is: Will human resource (HR) practitioners use this technological advancement to improve their efficiency.
AI is designed to revolutionise HR and its offerings. It can help HR practitioners to strategise their business concepts as they integrate human talents using technological capabilities to boost productivity and reduce costs. Although AI for HR is not a new concept, it has been gaining more traction since 2023 and is becoming a part of our everyday lives, with its tools and applications. And while AI is useful for streamlining processes and speeding up decision-making, it also creates some concerns in business processes. We need to be aware of its potential pitfalls as we decide how to include it in business strategies.
Without a doubt AI has some incredible benefits, that is not to say it is without flaws. It still requires human effort to programme and update the software, which means there’s room for potential errors and biases. If used too frequently to replace regular human interactions, the technology can also start to make your work environment feel distant and alienating. Equally, AI can present risks in hiring, onboarding, and other HR processes, causing dismay to current and future employees, resulting in unfavourable employee satisfaction and retention rates.
Here is the ugly truth about AI: It is not a replacement for actual human involvement in HR processes. Therefore, we need to tread lightly as we embrace AI in our business processes. Here are some pitfalls to look out for:
• It can introduce machine-generated errors.
• It perpetuates biases in hiring.
• Some of its decisions still require human involvement.
• It increases the cybersecurity risks.
It is important to note that with or without AI the focus is still on human resource. Technology cannot fully replace humans. Even those AI-based tools that automate tasks are made by humans and are, therefore, prone to errors.
Does AI have a place in HR? The answer is a resounding yes. HR practitioners need to employ the right approach in order to successfully integrate AI into HR processes. For example, ensuring the use of AI tools built with equity and empathy in mind and taking proper precautions when it comes to security. Afterall, HR deals with employees’ files and sensitive data.
AI does have a place in HR. One just needs to remember the keys that will help you to take advantage of its good points while avoiding potential dangers. Here are six ways in which HR can benefit from AI:
1)Automating time-consuming administrative tasks. By doing this time will be saved and processes will be efficient for all.
2)Use AI software to do talent acquisition. This software has the capacity to source candidates, screen candidates, and even onboard candidates. AI can sift through hundreds of resumes in significantly less time than a human would take to complete these functions.
3)Faster and personalised onboarding for new hires. AI can provide new hires with key contacts, training suggestions, essential confirmation regarding benefits, policies, and all the processes essential to ensuring a seamless experience.
4) Provide efficient and effective training opportunities. AI can play a huge role in employee training by using training software. This training software helps to make employees’ training experience personalised, integrating AI chatbots, which are available 24/7 to provide instant, intelligent, real-time responses to help recruits complete their training successfully on their own terms, timing, and pace.
5) Improve decision-making. AI can be very instrumental in helping employees make better decisions. For example, having an AI engine that allows employees access to check their sick days, vacation leave, departmental leave, etc. In real time, employees can know if they are likely to be approved or not approved for the leave.
6)Increase employee retention. By actively tracking each employee’s computer while he/she is on the job can give you data analytics regarding who may be job hunting or heading out of the company soon. AI can also identify employees who are bored, disengaged, unproductive, or seeking other job opportunities. These software applications can detect behavioural changes and communication patterns instantly and notify HR professionals that this employee needs intervention.
It can also pick up on mental health issues, such as suicidal ideation and demotivation. AI is fundamental to HR professionals in developing programmes to help employees who are disengaged and traumatised.
We can continue to argue about whether AI is biased or unbaised, but surely it will bring needed help to HR professionals and help to create inclusivity and a diverse work environment.
Let’s give AI a try for a more efficient HR, but remember to pay keen attention to cyber safety as we advance in our technology usage.
Karen McFarlane is a human resource professional. Send comments to the Jamaica Observer or karmac1980.km@gmail.com.