Technology has already greatly transformed traditional HR. A few decades ago, one of the main functions of this department was to deal with payroll. They did this manually, it took a lot of time and resources, and there was no shortage of mistakes either. Today, this is all done automatically, lots of trees are spared, and when errors happen, they’re a lot easier to fix.
Today, HR’s main function is to deal with organizational needs by hiring the right people and employee needs by ensuring that they have the right tools and appropriate development opportunities to do their job. There’s a lot that HR has to accomplish.
How AI will transform the face of HR
With a competitive environment and a global staff shortage, companies need to attract and retain top talent. It’s not that they can’t do this without AI. It’s just that many other businesses are already in the adoption phase, and going against the trend on this one may have negative consequences.
It’s hard enough as it is with the rise of the hybrid workforce and globalization of work. The right platform can improve both the productivity and results of the HR team with immediately visible benefits for the organization.
If you are still wondering what these are, here’s a shortlist of the top perks of implementing AI in HR.
I’ve often found myself filing documents for various things and thinking, “why on Earth can’t this be done automatically?”. A country’s legislation regulates many HR processes, and wherever there are set rules, automation is easily implemented and can deliver results right away.
I’m not even mentioning saving resources and being kinder to the environment. Nobody claims that AI can conduct interviews (at least not yet and not successfully). However, the repetitive, time-consuming tasks can be passed on to a system that has the advantage of not getting demotivated by doing the same thing repeatedly. It leaves the human staff more time and energy for complex activities.
HR departments don’t work night shifts. Those jobs are mainly nine to five, and it made perfect sense for it to be so for the longest time.
Today, however, the workforce has become global. Nine to five in one place may very well be midnight to seven AM in a different branch location. Remote employees need HR services too.
Chatbots can function around the clock, and algorithms are great at simulating in-person conversation. Furthermore, you can use an AI system to generate proof of employment or any other papers that employees might need outside set office hours.
AI is great at gathering and interpreting large quantities of data very quickly. By using this function, you can easily find the pain points that employees face. Any sudden increase in a certain type of request will raise a virtual red flag. The people responsible will figure out what is happening and use that information to get to the root of the problem.
Addressing all issues promptly, before they escalate, will make employees trust the HR department more, a strong point for retention and loyalty.
This one may seem a bit far-fetched, but I’m not talking about chatbots pretending to be people. Face-to-face communication remains the province of human HR employees.
However, AI is great at making the whole experience personal. Whether we are talking about the hiring process, onboarding, or interaction with the HR services as an internal employee, a good platform can provide an experience based on user preference, location, demographics, and any other aspects that you want to factor into the algorithm.
Read more: Exploring the onboarding process
By choosing the AI solution that works best for your company’s HR, you’ll see better (and easier) recruiting and employer branding. The right AI platform will boost employee development by helping you tailor interventions to existing needs. While you might face some resistance in the adoption process, the benefits are large enough to make AI necessary.