The concept of Artificial Intelligence (AI) has been a talking point in recent times. Its implications have been both positive and negative. Though AI has been wrongly understood to be something like a destructive weapon created by mankind to destroy itself, the benefits of AI are being realized in every field. My view, however, deals with the advantages and disadvantages that AI bring to the field of Human Resource Management (HRM).
One of the recent innovations in the field of AI is the Adaptive Intelligence which uses analytics and machine learning techniques to help organizations which rely on labor to work in a much more effective and efficient manner. It helps the recruiters understand the future need of labor and channelize their energize to find the “best-fit” person for the given job description. It helps create job descriptions that will help the people to work more efficiently and thus provide organizations with people who are well suited for that particular position. With the means of its machine learning abilities, it is able to quickly learn, adapt and suggest based on experience, the right kind of leadership and labor efficiency required for the organization to be successful in the future. It also helps perform transaction tasks and decision-making processes in a very effective manner. This helps the organizations to adopt the data-driven insights to cut through the tedious and mundane processes of recruitment like manually screening of profiles and dedicating time in replying to applicants via email or phone calls which will now be handled by smart technology solutions to do it in a much faster and effective manner. All of these efforts help companies to hire, manage and engage with employees in a better manner thus creating an employee-oriented corporate culture.
The most important aspect of HR is the training aspect which now with the help of AI can be worked out easily and intelligently by HR leaders. Organizations have been following the same procedure of training for people irrespective of their generational origin which later causes a lot of problems. It becomes important to individualize the corporate training and channelize the training efforts as per the different learning styles which are now possible through Machine learning solutions. For example, the emergence of savvy millennial poses an issue to the HR leaders due to the generation gaps and they are unable to understand these characters who demand instantaneous solutions to their queries. This gap is now taken care by AI. The training programs can now be characterized by the behavioral/psychological insights of the potential employee and make it more effectual in nature wherein an employee is trained to be more holistic as he is now being trained by the insights of the learning experiences of people similar to him/her which leaves no room for mistakes.
The problem that employees complain the most about is that the appraisals are biased in nature and thus AI algorithms will help HR managers to look beyond the analysis of sheets of data they have and evaluate the path of the employee and assess their performance along the way.
The important thing that gets missed out by any organization is understanding the emotional or the psychological state of its employees. AI will help identify these traits and signify the measures that need to be undertaken to boost up the engagement of leaders with their workforce and encourage them to work to their true potential.
The payroll system can also be simplified wherein the payroll and expenses need not be circulated with help of physical forms for approvals. Just by notifying the bot, the bills can be sanctioned by the managers.
AI and ML are not only working towards making the present easy for organizations but also help them to predict and forecast future needs. Most of the organizations rely on intuition and carry out work that they think might yield them better output/profits. With AI/ML, these companies can now understand when and how a project needs to be undertaken, the need to increase or decrease the workplace engagement, and also look at the possible ways in which failure can happen. In short, these solutions will help provide companies with a 360-degree view of their past, present, and future and how by adopting various suggestions, things can go in favor of the company.
With so many advantages waiting at the doorstep of companies, it can still be seen that these workplaces are sticking around with their old and conventional ways of doing things. There are two reasons for such behavior, one is that the leadership under which these companies operate are not supporting the need for bringing in change as they feel its unreliable and secondly, they feel that these solutions are too complex to understand and implement.
The organizations need to first understand that the insights and the analysis that AI provides are in human understandable formats itself and are very easy to digest upon. Secondly, these solutions are solving more than one problem right from talent management to workplace building to simplifying the mundane activities and also providing solutions for issues which arise in team management and enhancement and maintenance of quality of work. Thirdly, these solutions are not being provided to take away jobs or automate everything around which is something that is misunderstood about AI. AI is acting as supporting staff to help increase the efficiency and bring about change and improvements that are much needed for companies these days especially when the global competition is increasing. Lastly, one of the most important and valuable features of AI is to help companies discover flaws and failure points which go undiscovered and problems arise. Thus, the main obstacle for companies who are reluctant in adapting to smart ways of applications is the misunderstanding created regarding AI and its possibilities.
To state a few examples of successful applications of AI in HR, there is Pomato which helps scan thousands of profiles to help find the most fitting candidate, Interviewed is another software which works on creating a simulation environment online to help employee understand and know what they might do on their first day, there is talent sonar which helps organizations hire candidates from various diversities which will help in bringing out better and multiple perspectives to channelize the decision making process in a holistic manner.
In conclusion, AI is something that will help revolutionize the HR industry altogether and help organizations find the well-suited people who are job-fit and also help retain quality employees with the help of better engagement solutions. Time has come that especially Indian companies start relying on AI and ML as there is fierce competition from technology-driven companies. The need for embracing digital HR has come to increase the efficiency and effectiveness in the decision-making processes with inch-perfect accuracy. AI simply provides data-driven insights and analytics relating to people to make better strategic decisions and improve the overall business performance of the organization. AI/ML cannot be a substitute as these solutions are at the forefront of something known as cognitive computing and it’s almost impossible to fight with human beings when it comes to co-native skill set. Treat AI as your friend and just see how beautifully this friend brings a successful turnaround for you.