ARTIFICIAL INTELLIGENCE TOOLS IN HUMAN RESOURCE MANAGEMENT

 

Introduction

AI has been revolutionizing the HR industry, providing new tools and strategies that are helping organizations make more informed decisions, streamline processes, and improve overall productivity.

Jeanne Meiste, writer and co-author of The Future Workplace Experience states “AI will augment HR and give HR time to work on more strategic business issues. The opportunity is to use AI to streamline HR manual processes and provide a more consumer-grade service to employees”

The development of advanced technologies like Artificial intelligence (AI) and machine learning (ML) and their wide accessibility has encouraged more firms to employ them. (avcontentteam, 2023)

 

 Source - analyticssteps.com

 

This article explores some of the AI and ML tools that are being used in HRM and their benefits.

HireVue  : An AI-powered video interview platform that uses machine learning algorithms to analyze facial expressions, tone of voice, and other nonverbal cues to provide insights into a candidate's personality and behavioral traits. This can help recruiters to identify the best candidates for a role and reduce unconscious bias in the hiring process.

IBM's Watson AI : IBM used Watson to analyze data from a variety of sources, including emails, social media, and other communication channels, to identify factors that were impacting employee engagement. This allowed the company to develop targeted strategies to improve engagement and retention.

Reflektive : An AI-powered performance management platform that uses machine learning algorithms to analyze employee data, including performance metrics, feedback, and other sources, to provide managers with insights and recommendations on how to improve employee performance.

Pymetrics : An AI powered tool which includes gamefied evaluation assignments, job recommendations and candidate job-matching.

AmazingHiring : This AI tool features collaborative recruitment, outreaching features like email and messaging templates.

OneModel : This AI tool features data visualization, employee data security and customization

  

Conclusion

From recruitment to performance management, AI-powered tools are providing HR teams with insights and recommendations that can help to improve the quality of hires, increase employee engagement, and boost overall performance. While AI and ML revolutionize the HR industry, HR managers must have the required background, expertise, and experience in working with these technologies.

 

 

References

Avcontentteam (March 2013)

How to Use AI and ML Tools For HR Management in 2023?

Analytics Vidhya (Online)

Available at https://www.analyticsvidhya.com/blog/2023/03/ai-and-ml-tools-for-hr/

Acessed on 16^th April 2023

ARTIFICIAL INTELLIGENCE IN TRAINING & DEVELOPMENT

Introduction

Artificial Intelligence (AI) has the potential to revolutionize Training and Development (T&D) by creating personalized, adaptive, and engaging learning experiences. AI in T&D has seen a massive transformation which aims at enhancing learning experience and increases its effectiveness.

The AI market will grow to a $190 billion industry by 2025 – Markets and Markets Research

 

Source - CIO

This article would discuss a few examples of how AI is being used in T&D:

Adaptive Learning: creates personalized learning paths based on an individual's knowledge, skills, and learning preferences. Adaptive learning systems can adjust the difficulty level of the content and the pace of the learning to the individual learner, resulting in more efficient and effective learning.

Automated grading: assists in grading or marking assessments that would allow more time for the instructors to focus on employee engagement and feedback.

Chatbots: provides learners with instant feedback, answer their questions, provide additional information and resources and simulate real-life scenarios, allowing learners to practice their skills in a safe and controlled environment.

Natural Language Processing (NLP): analyzes and interprets text-based feedback from learners and provide insights to trainers and managers.

Virtual Reality (VR): allows learners to practice their skills in a virtual environment. VR can also be used to simulate hazardous situations or complex scenarios, allowing learners to gain experience without risking their safety.

Automated content creation: learning content such as videos, quizzes and other materials can be created automatically with the use of AI.

Predictive Analytics: analyzes data from different sources, such as learner performance, engagement, and feedback, to predict learning outcomes and identify areas of improvement, provides recommendations on the best training methods and resources.

Translation: learning materials can be translated to different languages and be available for access for employees in different parts of the world.

 

Conclusion

Overall, AI has the potential to transform the way we design, deliver, and evaluate T&D programs. By providing personalized and engaging learning experiences, AI can enhance the effectiveness and efficiency of T&D, resulting in improved employee performance and productivity.

 

 

 

References

Avcontentteam (March 2013)

How to Use AI and ML Tools For HR Management in 2023?

Analytics Vidhya (Online)

Available at https://www.analyticsvidhya.com/blog/2023/03/ai-and-ml-tools-for-hr/

Acessed on 16^th April 2023

Hurix (March 2023)

7 roles of artificial intelligence in learning and development

hurixdigital (Online)

Available at https://www.hurix.com/role-of-artificial-intelligence-in-learning-and-development/

Accessed on 17th April 2032

AI IN STRATEGIC HRM: ENHANCING EFFICIENCY AND DECISION MAKING

Introduction

In recent years, the use of artificial intelligence (AI) in human resource management (HRM) has become increasingly common. By leveraging the power of AI, organizations are able to streamline HR processes, improve decision making, and ultimately enhance overall efficiency.

Strategic human resource management (SHRM) is a practice that involves aligning the human resource policies and practices with the organizational goals and objectives. It is a strategic approach to the management of human resources that contributes to the success of an organization by enabling it to achieve its strategic goals and objectives.

This article will explore how AI is being used in strategic HRM and its potential benefits.

AI had already provided support in problem-solving, predicting, planning, learning, and reasoning. Strategic HRM can make use of the power of AI in executing key processes with great speed and efficiency.

 

Source - sketchbubble

AI support in SHRM

• Assessing skill requirement for the organization: An AI system helps in assessing the skill gap of current resources existing with the organization against the skills required to attain its strategic goal in a more efficient manner

 

• Designing recruitment process: The AI systems can design a suitable recruitment process for attracting the talent to fulfill the skills gap in the organization in attaining the strategic goal.

 

 

• Organizing training and development: AI can analyses the employees' skills and training needs, schedule training by looking up into new employees' and the required trainers' availability. AI can also check on the market movements regarding emerging trends, training needs, and make recommendations to HR managers to assist in decision making.

 

• Measuring performance and providing feedback: An AI system can set measuring parameters for employee performance and use measurement criteria based on the organization's strategic requirements. It can also provide suggestion or improvement points for the employees.

 

• Succession Planning: AI can analyses employee performance data and identify potential future leaders. AI algorithms can help organizations to identify and develop their next generation of leaders. This can help to ensure that organizations have the talent they need to succeed in the long term.

Below you-tube video further discusses the AI impact on SHRM.

Conclusion

AI is rapidly transforming the field of HRM, enabling organizations to streamline processes, improve decision making, and enhance overall efficiency. As the use of AI in HRM continues to evolve, it will be critical for organizations to stay up-to-date on the latest trends and best practices to remain competitive in today's rapidly changing business environment.

 

References

Manickavasagam Sivaparam (Nov 2020)

AI_powered strategc human resource management

LinkedIn (Online)

Available at https://www.linkedin.com/pulse/ai-powered-strategic-human-resource-management-sivaparam

Accessed on 13th April 2023

AI IN HRM AND ITS NEGATIVE CONSEQUENCES

Source - dl.acm.org

Introduction

Artificial intelligence (AI) has been increasingly used in various aspects of Human Resource Management (HRM) such as recruitment, performance management, and employee engagement. However, there are concerns that the use of AI in HRM can have negative impacts on employees and organizations.

“Success in creating effective AI could be the biggest event in the history of our civilisation. Or the worst. So we cannot know if we will be infinitely helped by AI or ignored by it and sidelined, or conceivably destroyed by it.”   - Stephen Hawking

This article would discuss a few of the negative consequences of using AI in HRM.

AI bias

One of the main negative impacts of AI in HRM is bias. AI algorithms are only as unbiased as the data they are trained on, and if the data used to train the AI system is biased, then the AI system will also be biased. For example, if an AI system is trained on data that only includes male candidates for a particular job; the AI system may end up discriminating against female candidates.

Dehumanization

The use of AI in HRM can lead to a lack of human interaction and empathy, which can result in a negative employee experience. For example, if an employee is terminated by an AI system, they may feel devalued and disconnected from the organization.

Lack of transparency

Employees may not understand how AI algorithms are being used to make decisions, which can lead to mistrust and confusion. This lack of transparency can also make it difficult for employees to challenge decisions made by the AI system.

Job security

The use of AI in HRM can also have a negative impact on job security. As AI systems become more sophisticated, they may replace some job roles that were previously performed by humans. This can lead to job loss and uncertainty for employees, which can have a negative impact on morale and productivity.

Lack of accountability

If an AI system makes a decision that negatively impacts an employee, it can be difficult to hold anyone accountable for that decision. This lack of accountability can lead to a lack of trust in the organization and its leadership.

 

Global regulations (Bernard Marr)

AI technology would require new laws and regulations which would be determined among various governments to allow safe and effective global interactions. These laws and regulations would require a complete change in the HRM policies of an organization.

Hacking and Data privacy (Bernard Marr)

With automation, unethical acts such as phishing, delivery of viruses to software and taking advantage of AI systems are becoming more in practice. Employee data base can be misused which would question the data privacy held by AI.

 

Conclusion

While the use of AI in HRM can bring many benefits, it is important to be aware of the potential negative impacts. Organizations need to ensure that their AI systems are unbiased, transparent, and accountable, and that they are used in a way that maintains human interaction and empathy. By doing so, organizations can harness the power of AI in HRM while minimizing the potential negative impacts on employees and the organization as a whole.

 

References

Bernard Marr (No date)

What are the negative impacts of AI?

Bernard Marr & Co (Online)

Available at https://bernardmarr.com/what-are-the-negative-impacts-of-artificial-intelligence-ai/

Accessed on 12^th April 2023

 

Christina Pavlou (2022)

AI in HR : The good, the bad and the ugly

Efront (Online)

Available at https://www.efrontlearning.com/blog/2022/05/ai-in-hr.html

Accessed on 12^th April 2023 

AI IN PERFORMANCE MANAGEMENT AND EMPLOYEE ENGAGEMENT

Introduction

In recent years, artificial intelligence (AI) has emerged as a transformative technology that has the potential to revolutionize the way organizations manage their human resources. One area where AI is making significant impact is performance management and employee engagement.

AI-based performance management systems are helping organizations to track, measure, and improve the productivity and well-being of their employees, leading to better business outcomes and employee satisfaction.

This article will explore how AI is transforming performance management and employee engagement and discuss some of the key benefits and challenges associated with this technology.

Source - alamy.com

AI in Performance Management

Performance management is a critical function in any organization that helps to align employee performance with organizational goals and objectives. Traditionally, performance management has been a time-consuming and resource-intensive process, involving a lot of manual data collection and analysis. However, with the advent of AI, performance management has become more efficient and effective.

AI-based performance management systems:

• Use machine learning algorithms to analyze large volumes of data, including employee feedback, performance metrics, and other relevant data sources
• Can help managers to identify trends, patterns, and areas for improvement in real-time, allowing them to make informed decisions about how to improve employee performance and productivity.

Oracle HCM Cloud is one example of an AI-based performance management system. This platform uses machine learning algorithms and

• Provide managers with real-time insights into employee performance
• Allows managers to identify areas for improvement and provide personalized feedback to employees
• Includes tools for goal setting and tracking, employee recognition, and career development, all of which help to improve employee engagement and retention.

 

AI in Employee Engagements

Employee engagement is a critical factor in organizational success, as it has a direct impact on employee productivity, retention, and well-being. Engaged employees are more likely to be motivated, committed, and productive, leading to better business outcomes and employee satisfaction.

AI-based employee engagement systems:

• Use machine learning algorithms to analyze employee behavior, sentiment, and other data sources to identify areas for improvement
• Provide personalized recommendations to employees.
• Help to improve employee engagement by providing employees with personalized feedback and recommendations that are tailored to their individual needs and preferences.

Humu platform is one example of an AI-based employee engagement system. In addition to the tasks mentioned above, the platform also includes tools for goal setting, recognition, and communication, all of which help to improve employee engagement and well-being.

 

Benefits and Challenges of AI in Performance Management and Employee Engagement

AI-based performance management and employee engagement systems offer a number of benefits, including improved efficiency, effectiveness, and employee satisfaction. By automating many of the manual tasks associated with performance management and employee engagement, these systems can help organizations to save time and resources, while also improving the quality of their data and insights. Additionally, by providing personalized feedback and recommendations to employees, these systems can help to improve employee engagement, retention, and well-being.

However, there are also some challenges associated with AI in performance management and employee engagement as stated below:

• Potential for bias in the algorithms used by these systems. If the algorithms are not designed properly, they can inadvertently affect existing biases and inequalities in the workplace, leading to unfair outcomes for certain groups of employees
• Risk that AI-based systems may be used to replace human judgment and decision-making, leading to a loss of trust and credibility among employees
• Potential risk of job displacement for HR professionals who may face redundancy in tasks that can be automated by AI, leading to workforce restructuring and job loss

-   

Conclusion

AI is transforming the way organizations manage their human resources, particularly in the areas of performance management and employee engagement. By using machine learning algorithms to analyze large volumes of data, these systems are helping managers to identify trends, patterns, and areas for improvement in real-time and allow human resource employees to focus more on strategic issues.

 

 

References

Christina Pavlou (2022)

AI in HR : The good, the bad and the ugly

Efront (Online)

Available at https://www.efrontlearning.com/blog/2022/05/ai-in-hr.html

Accessed on 12^th April 2023

 

Nidhi Negi Dixit (2020)

AI in HR : A paradox

People Matters (Online)

Available at https://www.peoplemattersglobal.com/blog/strategic-hr/ai-in-hr-a-paradox-27832

Accessed on 12^th April 2023

AI IN TALENT MANAGEMENT AND EMPLOYEE RETENTION

  

Artificial intelligence (AI) has revolutionized many areas of business, and talent management and employee retention is no exceptions. With the help of AI, organizations can better identify and attract the right talent, develop their skills, and keep them engaged and motivated.

According to the 2019 Artificial Intelligence in the Recruiting Industry benchmark report of CEIPAL, SaaS provider of staffing companies - two-thirds of all staffing firms will adopt AI-driven ATS by the end of 2020, while 79 % of enterprise staffing firms (firms with more than 100 recruiters) will have done the same. (Nidhi Negi Dixit, 2020)

This article will discuss some ways in which AI is transforming talent management and employee retention:

 

Source – TalentD.ai

What is talent acquisition and talent management? (Armstrong, 2014)

Talent acquisition refers to the process of identifying, attracting, and hiring the best candidates for a job or position. AI supports in the recruitment processes such as job posting, resume screening, candidate short listing, and interview scheduling. AI-powered recruitment tools analyze job descriptions, screen resumes, and match talented candidates with job requirements. Talented employees are thus selected using the AI process. These were discussed previously in my article titled ‘Adopting AI in Recruitment Process’.

Talent management, on the other hand, refers to the ongoing process of developing, retaining, and promoting talented employees within an organization. This may involve providing training and development opportunities that would create of a large talent pool, ensuring the quantitative and qualitative low of employees through the organization, offering career advancement paths, and ensuring that employees are engaged and motivated in their work.

 

What is employee retention?

Employee retention refers to an organization's ability to retain its employees and prevent them from leaving their jobs. Retention is a critical aspect of human resources management, as it directly affects an organization's ability to maintain a skilled and experienced workforce.

 

Ways in which AI supports talent management and employee retention

Skill development - AI-powered learning management systems (LMS) can

• provide personalized training to employees based on their individual needs and learning styles
• analyze employee performance data and identify knowledge gaps
• suggest training modules that are tailored to each employee's needs
• help employees to improve their skills and advance their careers within the organization

Employee engagement: AI-powered chat bots and virtual assistants can

• provide employees with 24/7 support and assistance
• help employees to quickly find answers to their questions and resolve issues, improving their overall experience with the organization
• analyze employee engagement data to identify potential issues and suggest interventions to keep employees engaged and motivated

Performance management: AI-powered performance management tools can

• help managers to provide more effective feedback to employees
• analyze employee performance data and identify areas for improvement and suggest specific actions that employees can take to improve their performance
• help to create a more transparent and objective performance management process, leading to more effective performance reviews and goal setting

 

Predictive analytics: AI-powered predictive analytics can

• help organizations to identify which employees are most likely to leave the organization and why analyze employee data and identifying patterns and help organizations to develop targeted retention strategies that address the underlying causes of employee turnover
• help to reduce employee turnover and retain top talent within the organization

 

Conclusion

AI is transforming talent management and employee retention by providing organizations with powerful tools to attract, develop, and retain the best talent. By leveraging AI-powered solutions, organizations can create a more efficient and effective talent management process, leading to improved business outcomes and a more engaged and motivated workforce.

 

References

Christina Pavlou (2022)

AI in HR : The good, the bad and the ugly

Efront (Online)

Available at https://www.efrontlearning.com/blog/2022/05/ai-in-hr.html

Accessed on 12^th April 2023

 

Nidhi Negi Dixit (2020)

AI in HR : A paradox

People Matters (Online)

Available at https://www.peoplemattersglobal.com/blog/strategic-hr/ai-in-hr-a-paradox-27832

Accessed on 12^th April 2023

 

Joseph Htel. (no date)

Armstrong’s Essential Human Resource Management Practice - Michael Armstrong & Stephen Taylor.

Academia (Online)

Available at https://www.academia.edu/19545696

Accessed on 12^th April 2023

 

ADOPTING AI IN RECRUITMENT PROCESS

 

The recruitment process can be a long and arduous one, with many companies struggling to find the right talent to fit their needs. With the rise of artificial intelligence (AI), however, there is now an opportunity for companies to streamline their recruitment process and find the right candidate quickly and efficiently.

This article explores the benefits of adopting AI in the recruitment process and how it can transform the way businesses hire.

Streamline the hiring process

One of the main advantages of AI in recruitment is the ability to streamline the hiring process. (Christina Pavlou, 2022)

• AI-enabled screening can narrow down the applicant lists by sorting out those with the most relevant skill sets.

• If programmed right, screening software considers candidates based entirely on qualifications and eliminates unconscious bias that can sometimes affect the initial screening process.

• AI can perform background checks or other analyses to ensure the candidates selected are the most qualified.

• Chat bots can answer potential hires’ questions, schedule interviews, and communicate key information with them before and after the interview.

Improve the onboarding processes

AI-powered tools can simplify the onboarding process such as -

• Automatically verify employment documentation
• Manage employee requests for hardware or account access
• Answer FAQs at key points in the process
• Deliver company policies and procedures
• Inform new hires about the team they’re joining or specific tasks they’re assigned

Increase candidate engagement

Another benefit of AI in recruitment is the ability to increase candidate engagement. With AI-powered chatbots -

• Recruiters can interact with candidates in real-time, answering questions and providing feedback
• This can help to keep candidates engaged and informed, improving their overall experience

Reduce bias

AI can also help to reduce bias in the recruitment process by –

• Removing human judgment from certain tasks such as resume screening
• Eliminate unconscious biases that may impact hiring decisions.
• Create a more diverse and inclusive workplace, which is essential for attracting and retaining top talent.

Conclusion

These automations can save recruiters time and effort, allowing them to focus on more high-level tasks such as candidate assessment and relationship building. By streamlining the hiring process, improving candidate screening, streamlining onboarding processes, AI can help companies to find the right talent quickly and efficiently. As the technology continues to evolve, we can expect to see even more innovative solutions that will transform the way businesses hire in the years to come.

 

References

Christina Pavlou (2022)

AI in HR : The good, the bad and the ugly

Efront (Online)

Available at https://www.efrontlearning.com/blog/2022/05/ai-in-hr.html

Accessed on 12^th April 2023

 

Nidhi Negi Dixit (2020)

AI in HR : A paradox

People Matters (Online)

Available at https://www.peoplemattersglobal.com/blog/strategic-hr/ai-in-hr-a-paradox-27832

Accessed on 12^th April 2023

AN INTRODUCTION OF ARTIFICIAL INTELLIGENCE IN HRM

 

Introduction

Artificial intelligence (AI) is changing the way human resource management (HRM) operates. By automating administrative tasks and providing data-driven insights, AI is improving the efficiency of HRM and enhancing the employee experience.

A recent survey conducted by Oracle and Future Workplace found that human resources professionals believe AI can present opportunities for mastering new skills and gaining more free time, allowing HR professionals to expand their current roles in order to be more strategic within their organisation. (Scott W. O'Connor, 2020)

What is artificial intelligence? (Karren Kelly, 2023)

Artificial Intelligence is a method of making a computer, a computer-controlled robot, or a software think intelligently like the human mind. AI is accomplished by studying the patterns of the human brain and by analyzing the cognitive process. The outcome of these studies develops intelligent software and systems.

At a high level, artificial intelligence (AI) is a technology that allows computers to learn from and make or recommend actions based on previously collected data. In terms of human resources management, artificial intelligence can be applied in many different ways to streamline processes and improve efficiency. (Scott W. O'Connor, 2020)

An article issued by PWC predicts that AI could potentially contribute $15.7 trillion to the global economy by 2035.

A brief history of AI

Karren Kelly highlights how AI has evolved from its inception over the decades as below -

1956 - John McCarthy coined the term ‘artificial intelligence’ and had the first AI conference.

1969 - Shakey was the first general-purpose mobile robot built. It is now able to do things with a purpose vs. just a list of instructions.

1997 - Supercomputer ‘Deep Blue’ was designed, and it defeated the world champion chess player in a match. It was a massive milestone by IBM to create this large computer.

2002 - The first commercially successful robotic vacuum cleaner was created.

2005 - 2019 - Today, we have speech recognition, robotic process automation (RPA), a dancing robot, smart homes, and other innovations make their debut.

2020 - Baidu releases the LinearFold AI algorithm to medical and scientific and medical teams developing a vaccine during the early stages of the SARS-CoV-2 (COVID-19) pandemic. The algorithm can predict the RNA sequence of the virus in only 27 seconds, which is 120 times faster than other methods.

Importance of AI in HRM

Human Resource Management (HRM) has evolved significantly over the years, and with the advent of artificial intelligence (AI), it is undergoing a revolutionary transformation. AI has the potential to reshape various HR practices, including recruitment, talent management, employee engagement, performance management and HR analytics.

Overall, the use of AI in HRM has the potential to transform the way organizations manage their human capital, enabling them to make more informed decisions and improve their bottom line. However, it is important for organizations to balance the benefits of AI with ethical considerations, such as ensuring that AI is used in a fair and unbiased manner.

The need of AI in HRM and its consequences would be discussed in detail in my other articles.

References

Karren Kelly (March 2023)

What is artificial intelligence?

Simplilearn (Online)

Available at https://www.simplilearn.com/tutorials/artificial-intelligence-tutorial/what-is-artificial-intelligence#:~:text=Artificial%20Intelligence%20is%20a%20method,develops%20intelligent%20software%20and%20systems.

Accessed on 12^th April 2023

 

Scott W. O'Connor (Jan 2020)

Artificial intelligence in human resource management.

Northeastern University (Online).

Available at

https://www.northeastern.edu/graduate/blog/artificial-intelligence-in-human-resource-management/

Accessed on 11th April 2023