Artificial Intelligence is a technology that is defining new-era paradigms of operating business, it is a tool that automates and completes the majority of the low-value HR functions so that the larger focus can be driven to the strategic works. From talent acquisition to talent management, AI is capable enough to transform employee experience manifolds through speedy and accurate processing of a large quantity of data. In today’s era, AI capabilities are scaling new heights and driving the manner in which we function.
The success of any company is dependent on how efficiently and effectively people, process and technology come together and delivers value at optimum cost. Artificial Intelligence helps in automating the majority of the back office transactional work thereby enabling quick service delivery.
Ways in which AI is empowering HR Technology
HR is one of the core functioning units of any business. The adoption of AI can rapidly transform the HR units for both short-term as well as long-term benefits. A large number of startups are providing AI-based technology and services to HR firms for various activities. So, let’s have a look at the ways in which the use of AI on HRTech is empowering HR professionals:
Talent Acquisition
One of the greatest advantages that AI offers hiring managers is the ability to recognize suitable candidates.
AI can work like a charm in the initial stage of the recruitment process since it can perform a preliminary analysis of résumé of a candidate to cross-check his/her declared skills against the skills of successful employees with the same job title. This accelerates the recruitment process, when there are a large number of applicants for a single opening, sifting through all the submitted résumé can be very time-consuming. On the other hand, AI can do it in a fraction of the time it would take humans.
Naturally, this isn’t a solution for every company, in certain positions, the inherent flexibility and creativity of a candidate are worth more than past experience and skills, and that’s something that AI still has difficulty in gauging.
AI also helps in eliminating human bias, the algorithm looks only at the relevant elements included in the résumé such as skills and experience. Removing human bias from the hiring process encourages an inclusive workplace.
With a rich database of past applicants, recruitment managers can utilize AI to look for applicable candidates for new job openings. Candidate filtering and tracking also streamline and speed up the recruitment process.
A study found that organizations using AI-augmented software increased their effectiveness in providing a competitive advantage of the talent acquisition process by 16%. Utilizing AI to sift through résumés also enhances efficiency in reducing applicant screening times.
Employee Retention
By tracking each computer activity of every employee at work, AI can determine who may be looking for another job and head out of the company.
It can identify employees who are bored, disengaged, unproductive or seeking other job opportunities.
AI & HR Tech can detect any changes in their behaviour and communication, instantly notifying HR executives through their online HR training software.
They would then take certain steps to resolve their issue and retain those employees. AI can also help in developing programs for engaging and rewarding employees, thus further increasing retention.
Automating time-consuming tasks
Automation in HRtech services is not new. HR professionals have been automating their monotonous, time-consuming tasks for a while now. So, how does the integration of AI make it different?
AI can take over all low-value tasks, like benefits management, common employee questions about procedures and policies, processing leave forms, etc.
That way, HR professionals have more time in hand to concentrate on high-value tasks and make some real changes in an organization.
With lesser tasks on their plate, they can focus more on mentoring, constructive feedback, motivating and engaging employees, and forging strong workplace relationships.
They can work on various strategies that impact the overall success of their business.
As per a recent report by Harris Interactive and Eightfold.ai, AI adopters are 19% more effective in decreasing the time consumed by HR on administrative tasks.
Conclusion
AI is a superhero in disguise; it constantly gathers and analyzes crucial data that helps HR professionals perform better at their job. Therefore they should start implementing AI management in HRtech.
The “human” aspect of human resources shouldn’t be neglected now or even later in the future. From making the final recruitment decisions to discovering creative ways to keep employees engaged, the HR directors and Managers must know their employees and their company in ways AI software doesn’t.
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When you have a team made up of people from various backgrounds and experiences, you will get a mix of results that can benefit your company.
There are numerous benefits of having a diverse team, but not everyone knows how to build a team of experts.How to Build a Diverse Team of Experts So Your Business Can Thrive“Credit to our business’ success goes to having such a diverse team,” explains Hank Frecon, the chief executive officer of Source Digital.
A diverse team of experts came together to create the vision and platform that has gotten the company where it is today.The Source Digital team is plentiful with industry experience, including one of its co-founders, Laura Frecon.
Laura is a costume designer and stylist with many movie and film credits to her name and has an Emmy nomination for her work on Mad Men.
Add to it that he continues a third-generation farming legacy by also owning Frecon’s Cidery, where 100% of the apples used to make the cider are grown by his brother and father.Additional key members that make up the team at Source Digital include Martha Snider, the vice president of organizational strategy, who has a vast background in creative arts.
Wilhoite has over 20 years of experience in business and revenue acquisition, while Glorioso offers an extensive history in finance, programs, and products.Each of these people on the Source Digital team, as well as the others that round out the company, all have something to bring to the table.
Our working partnership with multinationals, and small and medium enterprises across a wide spectrum of industries spanning the last 20 years, enabled us.Click Here:- https://www.omniview.net/SHAPING THE COURSE OF LEARNING AND DEVELOPMENT THROUGH TRAINING NEEDS ANALYSIS“We need training!”“We want training!”“Our people need to be trained!”These are some of the all too common demands that most Human Resources (HR) professionals hear from employees and line managers.
Organisations are known to invest substantially of their budget in trainings in an effort to sustain the business growth momentum.Year after year, HR professionals especially those who are in the learning and development space spend a great deal of time planning and rolling out the trainings before the year ends.
How does one determine that these trainings are fulfilling the gaps that the organisation need to drive business performance?
And how does one know that the trainings will yield a return on training investment (ROTI)?“Very often we have managers who want the people on their teams to be trained and we also have employees who want development.
In order to get the answers to those questions, it really comes down to HR conducting a training needs analysis,” said Jimmy Ong Principal Consultant and Solutions Director, Omni View Consulting and a former Learning & Development specialist and HR practitioner.Training Needs Analysis (TNA)At a recent forum called “Making Learning Stick in a Digital World”, Kevin Tan, International Business Director of Harrison Assessment Int’l asked an enthusiastic group of 40 HR professionals how often do they conduct a training needs analysis (TNA) for their organisation, how long did it take to complete the analysis and what was their ROTI.While most HR professionals in the room said that they conduct their own TNA, most agreed that a TNA was fairly time consuming and some did not even measure their ROTI.A TNA becomes all the more important and useful when it comes to assessing an individual’s current level of competency vis a vis the required competency for their role.
The data derived from a TNA can give HR professionals a better idea of the individual training gaps thus enabling them to implement the right kind of trainings to address those behavioural competency gaps as opposed to rolling out a one-size fit all type of training.
