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HR: HR and AI. What The Future Hold
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HR and AI
What The Future Hold
By Millie Williams

BT 2020201 hr 01You spot a new job advert you love the look of. You update your CV, double check your references and send it across. In rapid succession you find your CV being screened, your background being investigated and follow up questions being sent over. Is this the world’s most efficient HR professional? No. It’s a new tool which is making a massive splash in almost every aspect of business - Artificial Intelligence (AI).
 

So, could AI be used to make Human Resources well, less human? From a HR professional point of view, AI may be used to streamline the recruitment process. From conducting detailed candidate research to allowing chatbot technology to decipher the best questions to ask new potential employees.
 

Beyond the recruitment process, AI could be used to highlight performance issues, identify changes in employee sentiment and even make recommendations on the termination of employment. It could also be used to streamline and increase the value of the onboarding process. Quickly and efficiently working out which areas of operation need more coverage and those which are easily communicated.
 

This may all seem positive to the busy HR professional. But as an industry which relies so heavily on human interaction and rational, could AI really be the saviour it promises to be?

BT 202001 HR 02Unemotional Intelligence

Understandably, many employees are concerned about the application and vast scope of AI within the HR process.
 

With the removal of human rational come decisions based purely on process, rather than calling upon common sense to make alterations and intervene when they are not working in the business’s best interest.
 

One rather unbelievable example of this is the case of Ibrahim Diallo. This case highlights the potential issues of trusting AI to recognise human errors and make adjustments where appropriate. Ibrahim found himself experience a myriad of denials of access to systems at his business. After three weeks of personal and business confusion, Ibrahim discovered his previous manager had failed to update his contract of employment. Even once the error had been discovered, Ibrahim’s supervisors were unable to remedy the issue through intervention.
 

AI is only as good as the data you input. The tools learning process is based on analysing past experiences and data and then applying that information in a decision making process. If the past experiences and data is incorrect, then AI will not make the best decisions.

BT 202001 HR 03No more humans in HR

Another understandably concerning aspect of adopting AI widely across HR processes is the potential for it to make the employment of many HR professionals obsolete. Although, initially this may cost save and speed up processes, in the long term it removes the benefit of professional human experience. Ultimately this will lead to AI inevitably making poor decisions, which will be difficult or impossible to remedy.
 

Based on AI’s learning process and without intelligent human intervention, once bad decisions have been made by the system, these bad decisions are likely to compound over time. This will ultimately lead to disaster for the business in question.
 

Yet this ability to learn from past experience and continue to develop decision making based on new data and inputs is the exact reason why many HR software vendors are working towards incorporating AI into their products and services.

BT 202001 HR 04HR – more than just processes

When you really look into the full scope of human relations, it becomes obvious that AI certainly cannot replace all of these areas:
 

Staffing and recruitment

This includes the full selection and recruitment process, pay, employee benefits and the termination of employment. This activity relies on ethical hiring practices being applied by HR professionals.
 

Pay grade & compensation

Human resource teams are responsible for setting, monitoring and editing pay grades and scales within an organisation. This includes market research into industry norms, as well as understanding the value of each employee to the business as a whole.
 

Professional development

HR is also widely responsible for staff training and development. This translates to the continuous search of individual and organisational needs and creating development plans to help current staff fill those skill gaps.
 

Health & safety

Compliance to health and safety regulations is another key element of the HR functions responsibility. This will include making changes in the workplace to ensure the continual meeting of standards.
 

Employee wellbeing

This responsibility involves ensuring that all employee rights are adhered to. This will usually involve acting on all employee claims and disputes, as well as monitoring any breaches of current regulations. This may often lead HR professionals to representing the organisation in negotiations.

BT 202001 HR 05It takes a human…

Human resources professionals are constantly working to the ultimate goal of achieving optimal performance. This is achieved through the continuous improvement of both the employees and the organisation as a whole. This direction makes it clear why many professionals within the industry are keen to implement automation through AI where possible, speeding up the process of achieving this goal.
 

Many professionals even bet on AI transforming HR entirely. However, are we really likely to see humans disappear from human resources? It’s unlikely. Just like we saw predictions during the 19th-century industrial revolution that all labour work would become a thing of the past, similar predictions in the 21st century are likely to produce similar results. After all, AI will need a human input if it is to remain effective at its job.
 

Studying the history of the industrial and technological revolution shows that the loss of jobs is always a concern in certain industries. However, these fears are invariably unfounded. Although, in many cases, those which operate in these industries do have to retrain and develop new skills in order to keep up with the revolution.

BT 202001 HR 06AI is not all-encompassing

As it goes, AI is not as intelligent as it might seem, at least not yet. In fact, most AI which are used to undertake complex tasks, such as HR functions, still require at least some element of human supervision. This is primarily due to the fact that it cannot replace human rational and reasoning.
 

AI is unlikely to ever be able to judge the emotional elements of human resources. This includes understanding whether a potential candidate is really going to fit in with their new team or being able to offer true empathy during a difficult time.
 

Even the more basic functions, such as a chatbot, being used for interview questions will need to be sense checked by a human HR professional to ensure that common sense is being applied throughout the interview process.

BT 202001 HR 07All-out battle or collaboration opportunity?

You may have guessed it already. The answer to whether AI is the future of HR is in many ways – yes. But will that in future mean no human HR professionals? It is highly unlikely.
 

Rather than being a case of AI vs HR professional, it is more a case of working out how HR professionals can work with and leverage AI to their advantage.
 

The key to understanding the benefits of AI and contributing to a positive adaptation experience is to see it as not only a time-saver, but a boost to current operations. Those that are currently in or are looking to become a HR professional should keep an eye on the latest AI developments and focus their career on developing their relationship with such technologies.
 

人工智能,在商业各个领域带来巨大轰动效应的技术。但人工智能能使人力资源管理更优化吗?人们普遍认为人工智能在招聘,绩效管理,入职流程等方面精简了组织流程。对忙碌的人力资源从业人员来说这无疑是好消息,但是,人工智能真的能在这个高度依赖人类互动的行业领域表现良好吗?
 

非感性的智能
人工智能只是类似于你的数据分析工具。数据分析工具的逻辑是基于过去的经验和输入数据的信息作出决策,假如输入的信息或数据不正确,即使是人工智能也没有办法作出正确的决策。
 

HR不仅仅只是流程
在道德行为判断,识别和理解员工个体对企业整体的特殊价值,专业技能培训及员工健康和安全生产领域的预测和改善方面,人工智能都存在缺陷。
 

人工智能并非无所不能
未来是不是就意味着不需要人力资源专业人员? 这极不可能。
人工智能的好处不仅可以节省时间,而且可以提升当前的操作。如果你目前正打算成为人力资源专业人员应该关注并专注于人工智能的最新发展。

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