The increasing evolution of Artificial Intelligence (AI) technologies is significantly impacting organisations around the world. Previously considered an option for only large global companies, the AI landscape has changed and now provides services and benefits for organisations of all types and sizes.
Although industrial applications such as automated and robotised warehouses and production lines are common, it has taken longer for support or corporate functions to catch up with the trend.
The move towards digital HR has started, and HR teams have overcome initial doubts and fears. However, many organisations remain unsure of how to capitalise on the new possibilities that HR technology brings. Alongside the hesitation, there are growing expectations from the workforce for the more personalised and engaging work experiences technology delivers.
Here are some examples of where AI technology is impacting HR practices.
Chatbots are increasingly used to replace traditional Frequently Asked Questions or provide service center employees with more accurate information to respond to employee queries.
These are similar to the iPhone ‘Siri’ assistant and can be used to automate access to services such as booking leave, arranging meetings, or setting reminders. They can streamline interactions and save the time and cost of routine administrative tasks.
Recruitment is an area where AI application significantly impacts brand image and the impression created on potential candidates. Rather than completing extensive form-based entries to apply for a role, AI enables candidates to experience the rapid and accurate transfer of information from resumes directly into smart forms. Other uses in recruitment are to automate background checks or extract the relevant information provided for further steps in the process such as onboarding, without repeatedly entering the same information in different systems. In some organisations, rather than candidates applying for specific roles, open applications are accepted. AI is then used to match the candidate’s skills and experiences with current or planned positions in the company.
Using the ability to analyse and correlate data in-depth, AI can automate personalised learning plans based on performance, experience, history, preferences, future role needs or any number of other criteria.
AI systems are now available which use facial recognition to recognise employees and visitors to provide access to company facilities and more accurately record time and attendance.
Using a combination of AI and CCTV cameras, organisations can monitor compliance with health and safety regulations. For example, systems can be trained to recognise personal protective equipment (PPE) required for a particular employee in various given scenarios. The software will then identify if the employee is missing or misusing an item of PPE and send immediate alerts to allow administrators to act quickly to prevent potential risks to employee health and safety.
The above are only some examples of the impact of AI on HR. There is no one solution for all organisations, and management needs to partner with HR to identify suitable applications that will bring the most significant impact. What is certain is that new AI offerings will continue to be developed and reshape our HR experience in the future.
Contact us at HRBluSky today to learn how you can leverage AI to improve your HR offerings, reduce costs and speed up your processes.
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