AI and Data Analytics - The Future of HR Technology
The future of HR looks promising as organizations use emerging technologies in the workplace, such as Artificial Intelligence (AI) and data analytics to enhance HR processes and drive strategic visions. With new advancements and efficiencies, there is a potential for job displacement; but also, a great opportunity to upskill teams. If we embrace the opportunity to work with AI, it can significantly enhance our efficiency. Below are some ways that AI and data analytics are being incorporated into HR processes.
Recruiting & Hiring involve repetitive tasks, in which AI can lighten the load by automating those manual tasks. AI-powered tools can generate customized messages, sift through applicant resumes, and eliminate human bias throughout the process. For example, some programmatic job advertising platforms generate reliable interview questions based on job descriptions, which can offer a tailored approach and save time for the interviewer.
Onboarding is pivotal in shaping an employee's experience; the right tools can help streamline and personalize the onboarding process. For example, AI–powered chatbots can help guide new employees. Suppose an employee has questions about key contacts, benefits, or policy. In that case, they can receive an answer within seconds via the chatbot. Utilizing the right technology, and customizing it to the employer practices, can offer a seamless and efficient onboarding process, facilitating a smoother experience for new hires.
Identify Organizational Change. Using AI for HR data analysis can uncover patterns that serve as a starting point for HR professionals when identifying areas requiring action or change implementation. For instance, AI can collect employee feedback and pinpoint patterns related to employee turnover and job satisfaction. Additionally, performance analysis can help organizations figure out strengths, weaknesses, and areas of improvement. Furthermore, AI can be used to examine diversity and inclusion data to assess representations of different teams and roles, facilitating the promotion of inclusivity and equitable opportunities within the workforce.
While AI has many benefits, one of the main challenges posed is the lack of human interaction and emotional intelligence. While automation can streamline manual processes like resume screening, interview scheduling, and employee performance tracking, it falls short of replacing the essential human touch required for many HR tasks. Strategic and critical thinking is especially key when making hiring or performance management decisions. To cultivate a positive and engaging workplace and employee experience, HR professionals must ensure welcoming and personal interactions with employees, act as employee advocates and preserve organizational values and integrity; all aspects that AI cannot provide.
Harnessing these technological advancements can empower future-ready HR functions that support organizational success. It’s vital to remember that technology has limitations, and that human collaboration can never be replaced. Personal connection and interaction are a part of the human resources experience and essential in achieving objectives and fostering an inspiring work environment for our employees. Balancing the efficiency of AI with the irreplaceable human judgment is key to successful HR management.
Resources:
What Will HR look like in 2030? (SHRM.org)
If your organization is interested in learning more about improving HR processes with technology such as AI and data analytics, please contact Kiwi Partners' HR Services.