AI can automate repetitive and time-consuming activities. It can speed up tasks such as sifting through hundreds of resumes and cover letters, collecting and analyzing survey results, and much more.
Fremont, CA: Businesses are rapidly adapting to the COVID-19 reality, with HR technology having the most impact. COVID-19 has accelerated the assessment, preparation, and deployment of HR technology trends in companies of all sizes.
Businesses are quickly adapting to COVID-19, with HR technology having the greatest effect. COVID-19 has sped up the evaluation, planning, and implementation of HR technology trends in businesses of all sizes.
Artificial Intelligence in HR
AI in HR is gaining traction as a way to relieve the HR team's administrative burden. Screening, hiring, online and offline employee training, handling leaves, identifying irregularities, addressing questions, monitoring results, absenteeism, departure metrics, and initiating retirements are all examples of how Artificial Intelligence can be used in HR. According to ISG reports from 2019, AI use cases include interactive coaching, growth planning, appreciation, and wellness.
In a nutshell, AI can automate repetitive and time-consuming activities. It can speed up tasks such as sifting through hundreds of resumes and cover letters, collecting and analyzing survey results, and much more. It also eliminates human error or bias when selecting candidates.
However, when programming the algorithms, one must ensure that there is no built-in bias, as this can exacerbate the problem and could go unnoticed at first.
Robotic Process Automation (RPA) in HR
Natural language processing (NPL), machine learning, chatbots, and Artificial Intelligence are all examples of RPA skills (AI). It aids the HR department's productivity by allowing for faster contact. Employee questions can be answered by chatbots in many modern HR systems. According to Chatbot News Daily, 50 percent of businesses will have HR chatbots by 2022.
According to Deloitte, RPA has a wide variety of applications in HR processes. RPA can help with strategic processes, talent management, operations, and overall incentives, among other things.
• Workforce planning and management, as well as employee satisfaction, organizational design, and the development and implementation of HR policies and programs, are all strategic processes.
• Recruiting, onboarding, workforce growth, employee training, efficiency, competency, global jobs, career graph, and succession planning are all part of the talent management process.