It seems that artificial intelligence (AI) is the topic at every event, webinar, meeting, and blog post. But what is AI and what aspects are important to me. AI is defined as “the ability of a machine to perform cognitive functions that we associate with human minds such as learning, reasoning, perceiving, and problem solving.” 1 Many vendors are touting their new AI features and capabilities. As users of these products, it is important for our clients to understand what they are really being offered as an AI tool and if that functionality meets their needs. In addition, it is crucial to understand the algorithms in use, the data sets used to train the AI, and the ongoing process that the vendor uses to evaluate AI tool bias.
Many vendors are touting their new AI features and capabilities.
AI is having a significant impact on HR functionality and core competencies including:
- Recruitment and Candidate Selection: AI automates and optimizes candidate sourcing, screening, and selection processes. It can analyze resumes, social profiles, and online behavior to identify the best-fit candidates. AI-powered chatbots engage with candidates, answer their questions, and schedule interviews, improving the candidate experience.
- Employee Onboarding: AI streamlines the onboarding process by automating administrative tasks, such as paperwork completion and IT setup. Chatbots provide new hires with guidance, resources, and answers to common questions, ensuring a smooth transition into the organization.
- Performance Management: AI enhances performance management by providing real-time feedback, performance analytics, and goal tracking. AI algorithms analyze various data sources, such as employee feedback, project outcomes, and KPIs, to assess performance objectively and identify areas for improvement.
- Learning and Development: AI-powered learning platforms personalize learning experiences by recommending relevant courses, tutorials, and resources based on individual preferences and skill gaps. They use adaptive algorithms to track progress, assess knowledge retention, and adjust learning paths accordingly.
- Employee Engagement and Retention: AI monitors employee sentiment through surveys, feedback, and communication platforms, detecting signs of disengagement or dissatisfaction. Predictive analytics identify flight risks and enable HR to implement targeted interventions to improve retention.
- Succession Planning: AI analyzes workforce data to identify high-potential employees and potential future leaders. It assesses skills gaps and career trajectories to develop succession plans that ensure continuity in key roles.
- Workforce Planning and Optimization: AI forecasts future workforce needs based on business objectives, market trends, and employee turnover rates. It helps HR plan recruitment, training, and resource allocation more effectively, ensuring the right talent is in the right place at the right time.
- Diversity and Inclusion: AI helps mitigate bias in HR processes by anonymizing candidate information, detecting language patterns that may indicate bias, and promoting diverse candidate pools. It ensures fair and equitable treatment of all employees throughout the talent lifecycle.
- Employee Well-being: AI-powered chatbots and virtual assistants provide employees with support for mental health, work-life balance, and stress
For example, a chatbot is a program that simulates a human like conversation with an end user, but not all chatbots are equipped with AI. Natural language processing (NLP) is a conversational AI technique that enables the AI equipped chatbot to better understand the end user’s questions and respond to them. Generative AI empowered chatbots provide more enhanced and nuanced functionality. With the addition of AI, chatbots can move beyond a set of pre-programmed FAQ type questions. It may help candidates better align skills with open positions or employees select a new opportunity for growth.
As users of these products, it is important for our clients to understand what they are really being offered as an AI tool and if that functionality meets their needs.
From a human capital perspective, does an AI empowered chatbot support your Human capital management strategy as an organization. As with all technology, buying a new tool is not a silver bullet.
We advise analyzing the use case to ensure alignment. If the solution is providing the best technical functionality, then the process of digital transformation begins to allocate budget, time, and resources. As part of the process, it is imperative to identify the skills that your staff will need to utilize and manage this new technology. This digital transformation must include training and development for core users as well as the broader organization. In addition, we advise clients to develop an AI Code of Ethics supported by a policy for data use and disclosure to ensure both compliance and best practice.
As part of the process, it is imperative to identify the skills that your staff will need to utilize and manage this new technology.
As with all digital transformations, the selection of an AI empowered tool is a step in the transformation process, but there are many other project aspects on which HRComputes provides guidance and expertise to ensure success. ( Note: This blog was partially written with the assistance of generative AI. Can you tell which part?)
- Kohl, K. (2022). Driving Justice, Equity, Diversity, and Inclusion (1st ed.). Auerbach Publications. https://doi.org/10.1201/9781003168072
