Artificial Intelligence is playing an increasingly prominent role in almost every system we use, making HR functions and processes more streamlined and efficient than ever before.
AI is now embedded into our software, automating a huge range of normally time consuming core HR tasks, such as job changes, career progression, compliance and recommended salary adjustments. it’s making the recruitment process easier and more intuitive, assisting with everything from intelligent sourcing and candidate marketing to audio interviews, assessments and tracking of processes. By understanding more about employees and their goals, HR software is able to recommended gigs, new roles and developmental assignments to help career progression.
As machine learning becomes more intelligent, so too can our workforces. AI is now enabling organisations create recommended learning programmes and content, as well as assisting with coach matching, micro learning and peer assessment. There are also a huge range of benefits for staff management, from AI based nudges prompting team members to manage their to-do lists, to making for easier assessments and feedback.
By using ONA (organizational network analysis) we are able to understand more about how teams work, identifying strong influencers, patterns of strong or weak teamwork, micro-management and non-diverse or non-inclusive communications.
But it’s not just about making processes easier. When done properly, AI can have a huge impact on the overall wellness of organizations and the people in them. We are now able to track time spent in meetings, time wasted in unproductive meetings, tracking of motion, health metrics, exercise and sleep. It’s also become possible to aid in the diagnosis of mental health issues, along with AI-assignments to psychologists and other medical practitioners.
Diversity and Inclusion are also important areas in which we can use AI to make things better. It’s never been more important for organizations to be able to prove their commitment to equality, and AI can assist with this in a range of ways. From identifying bias in job descriptions to ensuring across the board mobility, computers can help us become more inclusive, responsible employers.
In the year ahead, we are also expecting to see the following new trends:
Action platforms
Every HR system that produces surveys, feedback, or manages employee communications is starting to get smart enough to deliver recommendations – not just reports and recommendations. These actions will be delivered as alerts and messages to make it easier for staff to stay on top of their workloads.
Voice Recognition
More and more HR tools will be accessible through voice recognition, replacing many of the other user interfaces that have been used in HR tech over recent years.
Integrated tools and worklows
By developing tools that are seamlessly integrated into workflows, we are ale to improve the employee experience – in turn making life easier for managers, too.
The downside – managing risk
With all the benefits that AI can bring, it’s also important to look at the risks. As more companies have the power to capture and share vast amounts of data, there is a danger of alienating employees. A recent study found that over half of workers are wary of workplace monitoring and data sharing, and more than two thirds of people actually see it having a negative impact on workplace morale. Nobody wants to feel that their every move is being watched and tracked, so it’s essential that employers are open and honest about why they are using such technologies. Since much of AI is about making the user experience better and more enjoyable, companies must also be clear about these benefits and let their staff know they’re using this new software for the right reasons. It’s also paramount that organizations only buy from vendors who are committed to security and have robust measures in place to protect against cyber crime and accidental data loss.
To find out more about how AI can help your organization and workforce grow, contact us today.
