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What is the Impact of AI on HR?

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Have you ever wondered how human resource which was once considered solely driven by humans to be engulfed by AI?

Technology is the king, and it has slowly intensified its presence not sparing the HR domain. Think back to your recruiting team a decade back. You alone were sufficient. But the evolution of technology like artificial intelligence has thrown your business into a huge upheaval.

Today, the hype is about how AI is becoming a game-changer enhancing the productivity of HR professionals.

AI has popped into our life like a raging fire.

 

However, a nagging question remains – the impact of artificial intelligence in HR.

Let’s first take a quick peep into several statistics and reports on AI adoption by organizations worldwide

  • Gartner report suggests that enterprise adoption of AI has grown 270% over the past four years,
  • According to a report by CEB Corporate Leadership Council only 12% of HR organizations currently used predictive analytics for talent decision making. 49% of organizations plan to do so shortly.
  • Merely 5% of organizations feel they are effective at tracking and using talent analytics.

With such reports floating in the market, it is quite clear that AI has a significant impact on HR.

“To AI or not to AI” – a perception that is entirely dependent on the organization. But hey, some organizations are already on the bandwagon. Don’t you think you might need to take a second glance?

 

Here’s a glance at some great examples of AI impacting the HR world:

  • Personalized employee experience – Chatbots

Using conversational AI, chatbots are already paving way for HR professionals by depicting a high-level technology landscape solution.

  • Cognitive-supporting decision-making

Day-to-day decisions like vacation requests, team training, determining your mood, and the hiring process can now be taken easily through cognitive engines.

  • AI recruiters

Fascinating, isn’t it? Applicants and recruiters will have a custom experience tailored to their unique requirements while seeking jobs. For example, choosing the right fit and exploring development opportunities.

  • Identify when an employee plans to quit the company

Verato’s AI platform has been designed in a manner where it can track when an employee plans to leave or take an exit from the company. Activities like emails, keystrokes, and internet browsing are tracked and stored for a month. This information is then analyzed through an AI system that analyzes the data with the normal pattern in the organization. Based on such knowledge, it flags outliers sending a report to the employer predicting that the employee might be thinking of exiting the company.

The transition won’t be easy but they just need to prove they will get there.

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