Use of Artificial Intelligence in HR is trending

 

HR teams are increasingly using AI to streamline recruitment, onboarding, employee development and performance management. This isn’t new: Years before the pandemic, an IBM survey found that half of chief HR officers (CHROs) already recognized the technology’s potential to reinvent critical HR responsibilities.

 What’s changed in the past few years, however, is HR’s ability to use sophisticated, reliable AI and automation tools at scale. Adoption is especially prevalent among larger companies, as 42% of firms with at least 5,000 workers reported using AI for HR tasks in early 2022. And while specialized roles like data analysts remain important for using AI effectively, user-friendly tools increasingly enable any employee to perform data analysis.

HR, machine learning, and AI are increasingly intertwined as work evolves. Nearly two-thirds of chief HR officers surveyed by The Conference Board see AI positively influencing their function over the next two years. 

08 benefits of AI in HR

 

AI isn’t a replacement for HR teams. What AI does best is augment existing capabilities, by automating routine tasks and identifying insights that would otherwise be too time-consuming for a human alone to uncover. AI helps transform your HR with people analytics by adding predictive capabilities that drive data-driven decisions instead of relying on intuition or surface-level analysis. Here are eight ways AI helps HR departments.

 

Become a tactical and strategic asset

By providing actionable insights at scale, AI empowers HR teams to drive business results through a comprehensive talent strategy. For example, with predictive analytics, you can look at performance, learning and development, hiring, and internal mobility data to project whether you’ll have skills and people in place to hit goals five years out.

In an increasingly data-driven world, HR needs to be able to gather large amounts of data, analyze them quickly, and make sound decisions. AI helps HR leaders understand their workforce better and create strategies to increase engagement, productivity, and innovation.

 

Reduce human bias

Unconscious bias is part of being human and shapes decisions at every level of your organization. In theory, AI can reduce this effect because it can guide decisions based on massive amounts of data, rather than relying on individual preferences. It can also detect patterns that may point to bias in such activities as performance reviews, career development discussions, calibration, and promotions.

AI writing tools can also help HR, managers, and employees develop high-quality and consistent content that is unbiased, such as:

• Developing company policies or job descriptions

• Helping HR or people leaders prepare difficult conversations with employees

• Enabling employees to write thoughtful and appropriately phrased feedback

 Down the line, ChatGPT could be the quintessential tool for organizational network analysis — analyzing in real-time every single conversation happening in the organization in email, Slack, Teams, and other applications — and connecting the dots to ensure all parties are on the same page, that no one is inadvertently left out, and alerting HR if someone does something that is inequitable.

However, the data that powers AI algorithms (not to mention the algorithms themselves) are rarely unbiased. And that can affect your use of predictive analytics. For example, when identifying high-potential employees, if your data only contains historical data on men getting such roles, the algorithm may be inadvertently trained to exclude women as future leaders.

You can also use AI to detect bias and alert HR, triggering follow-ups that mitigate the negative effects (and limit legal liability from discriminatory actions).

As long as you’re aware of AI’s limitations, you can apply it thoughtfully to reduce bias in HR processes.

Improve relationships between employees

AI can identify and analyze patterns in employee data to help HR leaders better understand employee behavior. This information can be used to create programs and policies that encourage positive employee relationships and improve productivity.

It may also be used to help employees provide thoughtful and properly stated feedback to peers when requested, such as through a performance management system.

 

Improve efficiency and insight in candidate assessment

Modern applicant tracking systems already use AI to help recruiters. AI is useful for screening resumes, cover letters, and candidate communication for indications of the person’s potential in the role they’re seeking.

AI tools collect data collected across the hiring process (from initial assessments to interview responses). They compare that data against industry benchmarks or historical data to project each candidate’s chance of success in a role. If a candidate submits a video interview or a personal resume website, for example, hiring managers can apply AI tools to the transcripts to glean insights that humans alone might have overlooked.

 Supercharge strategic decision-making based on predictive data

People analytics, powered by AI, is a form of data-driven decision-making that focuses on uncovering meaningful insights from employee data to improve organizational performance, what Paul Rubenstein, the chief people officer at Visier, refers to as the “precursors to productivity.” You likely have a wealth of historical data in your organization that can help create AI-based models.

The best part about people analytics is that you aren’t limited to one analysis. You can change variables to project the various potential impacts of a decision. If the data shows that high performers are disengaging, for example, you can evaluate the impact of increasing promotions or learning opportunities on metrics such as engagement or turnover.

Using AI in people analytics also helps your managers to make better decisions about their work and how they can support their teams.

When managers have data-driven insights about their teams, they can think more strategically about improving performance, building skills, and mapping out career paths. Of course, AI is only a tool. Managers should also be having regular check-ins and goal conversations to keep employees informed and engaged.

 In short, the capacity for artificial intelligence to perform tasks that have traditionally required human cognitive function has made it especially useful in any field, particularly for those in the travel & tourism industry, as well as HR forces; because deploying AI can save time and money for organizations and businesses, while potentially eliminating human error and allowing tasks to be performed quickly and efficiently at any time of the day, which proves to be a humongous plus point irrespective of the negatives!

Your genuine feedback, healthy criticism, interesting ideas for brainstorming and valuable insights are always welcome for overall improvement regarding such advanced topics and elevating discussions!

 

 

References:

1. Essien, Aniekan, and Godwin Chukwukelu. 2022. Deep Learning in Hospitality and Tourism: A Research Framework Agenda for Future Research. International Journal of Contemporary Hospitality Management 34: 4480–515.

2. Euromonitor International. 2023. Top Three Travel Trends for 2023. Euromonitor International. Available online: https://www.euromonitor.com/article/top-three-travel-trends-for-2023 (accessed on 28 May 2023).

3. Matiza, Tafadzwa. 2020. Post-COVID-19 crisis travel behaviour: Towards mitigating the effects of perceived risk. Journal of Tourism Futures 8: 99–108.

4. McCulloch, Warren S., and Walter Pitts. 1943. A Logical Calculus of the Ideas Immanent in Nervous Activity. The Bulletin of Mathematical Biophysics 5: 115–33.

Additional blog for brainstorming: https://www.revfine.com/artificial-intelligence-travel-industry/