As more and more functions are automated with technologies like artificial intelligence, the jobs that still require human involvement are becoming more valuable and harder to fill. This is making the work of enterprise HR teams riddled with challenges. A recent survey of HR professionals revealed that the biggest of their challenges included finding high-quality candidates, retaining their best talent, and increasing employee engagement and retention.
Overcoming these challenges means becoming more effective at finding, retaining, and developing employees. To do so, enterprises can use intelligent automation for HR operations. With the help of AI-based HR automation, enterprises can monitor not only their internal workforce to ensure they work to the best of their capabilities but also the job market to find talent to meet their evolving needs.
By doing so, they’ll be able to constantly track multiple variables pertaining to their recruitment process, the job market, their existing employees, and the enterprise’s overall business strategy. And by using all this data, HR personnel can make the best possible decisions to manage their human resources to aid their overall organizational strategy. Following are a few ways that HR teams can use artificial intelligence:
1. Recruitment Automation
Enterprises receive huge volumes of job applications on a daily basis. It is the job of the HR team to pore through the applications to find and sort the best candidates that can meet the enterprise’s needs. AI tools can be used to filter the most irrelevant and unqualified candidates by looking for key datapoints like education, experience, and willingness to relocate.
This will save a lot of time for the HR who can get a shortlist of the most suitable candidates to test and interview. Artificial intelligence and machine can also be used to assess candidates before inviting the best ones for face-to-face interviews. As a result, enterprises can significantly cut down on recruitment costs.
2. Performance Analysis
With the help of artificial intelligence-enabled HR automation, enterprises can assess the performance of individual employees in a highly detailed and personalized manner. AI can be used to objectively assess employees’ performance across multiple data points and help them to identify ways for improving their contribution to the organization.
Artificial intelligence-based performance evaluation can also help HR teams to offer appraisals to employees more fairly. As a result, employees will be more motivated to improve and contribute to the organization.
3. Reporting Automation in HR
With the help of reporting automation, HR teams can generate standardized reports using raw information from spreadsheets and other analytics tools. Thus, the use of reporting automation in HR can not only save the time spent by HR personnel in manual data entry but also eliminate clerical errors, leading to fewer compliance risks. Thus, NLG-based reporting automation in HR can help by ensuring compliance with both internal processes and external regulations.
Artificial intelligence can also be used by HR teams to generate highly interactive reports and dashboards for various purposes, like analyzing their recruitment performance to monitoring individual employees’ performance.
With the help of AI-driven natural language generation technology, businesses can not only save time on generating these reports but also make the information contained within them easier to understand. Thus, HR leaders as well employees can use the reports to gain the insights they need to make performance-enhancing decisions.
4. Employee Development
Employees stay longer with enterprises and are more engaged when provided with opportunities to grow and develop. AI can be used to identify the potential growth areas for individual employees and plan their training and development based on their function, strengths, weaknesses, and the enterprise’s future skill requirements.
AI can also help to organize training sessions for all employees based on their individual work schedules to minimize disruptions. As a result, every employee will be recommended a training curriculum and schedule tailored to them. Thus, HR teams can spend less time on repetitive tasks like creating training schedules. Instead, they can work on strategizing and further improving the existing employee development programs.
With the job market evolving at a rapid pace, the work of HR managers will only get harder as time passes. Moreover, the competition among employers to acquire the best talent available will only get tougher.
Enterprises that follow a reactive approach towards HR management will continue to fall behind those that take a more proactive approach. And the first step towards taking a proactive approach is adopting technologies like artificial intelligence for HR automation.