Artificial Intelligence has taken the world by storm, and businesses don’t plan to miss the boat. Despite the apprehensions surrounding it, many organizations have already started using AI in some of the other ways.
One of the reasons for AI to gain acceptance into day to day working of businesses has been the integration of data analytics into the decision-making process. Since data analytics is already in place, so, it made more sense for companies to leverage its benefits and use it to its fullest potential with the help of Artificial Intelligence.
Companies that do not operate in technology space are also keen to test it out as it is proving to be a game-changer within their Human Resources vertical. Some of the key areas that have been identified to implement AI are:
- Recruitment Process – AI has made recruiters job exceptionally easier by helping them profile suitable candidates for jobs by accounting for their skill levels, experience, aptitude, and personality.
- Onboarding: Post the recruitment process, AI can be tasked with the responsibility to create customized onboarding packages for new employees.
- Severance – Often severance of employer-employee relationships is sticky due to the involvement of human element. AI helps to even out the rough edges and tries ensuring that experiences hurt less.
- Work Delegation – Given the varying degree of competency among employees within an organization, it is generally very difficult for managers and team leads to delegate the right kind of work to their most apt resource. AI works its charms by appropriating the task to the best-suited employee, after analyzing their past record of assignment completions, technical skills, errors, and turnaround time, among several other parameters.
- Employee Engagement – Employee engagement is arguably the hardest for HR managers and HR consulting experts to deal with. Mapping employee’s behaviour is difficult and there are times when employees may be dedicated to their work but not engaged with the organization. AI can help map their behaviour and let the company know well in time about the engagement levels of such employees.
- Removal of Bias – It is also seen that employee dissatisfaction generally stems due to favouritism and office politics. AI eliminates that factor completely and helps employees renew their faith in the system.
- Structuring of Comprehensive Rewards Programs – Doling out generic rewards in organizations is cliched. With quality employees being scarce, it becomes essential for companies to curate packages which help them retain their talent. AI can easily leverage available data to understand an employee’s spending patterns, requirements, family structure, interests etc. to develop tailormade rewards programs to suit their needs.
- Training Programs – This is an application of using available data regarding an employee’s expertise. This is measured by gauging their skill-sets and eventually helps them develop the ones which are
- Chatbots – Mundane queries are difficult for HR to deal with, it lowers the overall efficiency of the whole system. Chatbots have the capability to mimic human interactions, thereby making it a whole easier for people.
- Parallel Processing – Analysis of data coming in from multiple streams can be easily tackled with systems and AI.
Looking at the above reasons, it makes it a no-brainer for organizations to adopt AI into their processes.