The introduction of artificial intelligence into the workplace has had drastic consequences for several industries, and not even the most human-centric are immune. Using Artificial Intelligence as a tool for managing human resource departments has its advantages, and although people are still the backbone of organizations, the technology is moving forward in leaps and bounds, freeing Human Resource professionals from menial tasks in the process.
Making Help Accessible
Giving or receiving counseling can be a very personal experience, which explains why many people seem averse to the idea of virtual counseling. According to a recent survey, while up to 40% of Gen X respondents would consider using virtual counseling services, only 11.68% of Gen Y would do the same, a result which suggests a general wariness towards information-sharing and data usage. Even so, the availability of remote, instantly-accessible counseling services could be invaluable to companies small and large, allowing those who need it to access support and in turn cutting down on regular sick days. Artificial intelligence in this most human form can give staff the psychological environment they need in order to produce their best work, day after day.
Automating Administrative Tasks
Administrative processes can be costly for every organization in terms of time and money, and this is where AI technology can offer some relief. Simple, repetitive tasks such as scheduling interviews and trawling through profiles of prospective talent can be offloaded to computer systems, freeing up staff members to focus on more important business. The potential to swap menial tasks for meaningful work is a double-edged sword in that it may well increase job satisfaction and boost employee engagement, while also resulting in less need, and job security, for administrative workers.
Streamlining Recruiting Processes
The hiring process is one area of business where the human touch is extremely valuable, but that doesn’t mean there isn’t room for improvement through artificial intelligence. The technology has made an arduous process far more manageable in several ways, whether by eliminating applications which fail to meet basic criteria, reducing the likelihood of bias, or narrowing the talent pool ahead of interviews. By reducing the amount of time spent on reading and deliberating over job applications, AI allows hiring managers more time to focus on the most important tasks at hand.
Keeping Track of the Digital Activity
The need to defend against the significant costs of reduced productivity has made screen-monitoring a necessary evil for some HR managers. It might seem a little invasive or even overkill, but it could also be the push needed to get that extra mile out of employees. Accountability is a powerful thing, and the knowledge that such activity monitoring capabilities exist could be a key motivational force within any corporate environment. The question is whether the resulting boost in productivity is worth forgoing an accepted level of privacy amongst employees, something all business owners and managers should carefully consider before calling in such a reinforcement.
Encouraging the Development of New Skills
The current job market rewards those who take the initiative to up-skill themselves and learn new disciplines, which is good news for tech-savvy employees. AI gives savvy workers the opportunity to develop their skillset through innovative processes like gamification, transforming what may have previously been passive lessons into hands-on, interactive learning experiences. What’s more, the experiences would be able to be completed from the office in between other work commitments, giving workers and managers alike more flexibility, and all the while encouraging ongoing personal development. In fact, some business leaders may consider the potential boost in morale alone enough to make up a significant return on investment.
Personalizing the Employee Experience
For new staff members, the first few days and weeks on the job are crucial for learning about their role, and AI technology can make the learning process all the more engaging. In the current climate of personalization and innovation, generic on-boarding programs run the risk of leaving new staff members feeling alienated or bored. By contrast, AI makes it possible to adapt the company onboarding program to increase relevance for each role, and even for each individual inducted.
AI has the power to alter processes in many seemingly small ways, all of which add up to a collectively significant impact. By helping HR departments save time, optimize communications, and automate recruiting processes, the technology promises businesses more time and new opportunities for growth.