AI in HRM
AI in HRM
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Introduction
Artificial intelligence (AI) has become increasingly popular in various industries, and the field of human resources management (HRM) is no exception. HRM is responsible for managing an organization's most valuable asset, its human capital. As such, HRM has the potential to benefit significantly from AI technology. AI can help HRM professionals automate repetitive tasks, make data-driven decisions, and improve the overall efficiency of HR processes. In this article, we will discuss the various ways in which AI is changing HRM.
Recruitment and Selection
Recruiting and selecting the right candidates is a crucial aspect of HRM. AI can help HR professionals streamline the recruitment process by automating certain tasks such as resume screening, candidate filtering, and scheduling interviews. AI-powered applicant tracking systems (ATS) can scan resumes for keywords and qualifications, and rank candidates based on their suitability for the job. This process can save HR professionals a lot of time and effort, allowing them to focus on more important tasks such as interviewing and selecting the right candidates.
AI can also help eliminate bias in the recruitment and selection process. Studies have shown that unconscious bias can affect hiring decisions, leading to discrimination against certain groups of people. AI can eliminate bias by removing identifying information such as name, gender, and age from resumes, and by using objective criteria to evaluate candidates. This can help ensure that the best candidates are selected for the job, regardless of their demographic background.
Employee Engagement and Retention
Employee engagement and retention are critical factors for the success of any organization. AI can help HR professionals improve employee engagement and retention by analyzing employee data and providing insights into employee behavior and performance. AI-powered tools can track employee engagement levels, identify areas of concern, and suggest strategies to improve engagement. These tools can also identify employees who are at risk of leaving the organization, allowing HR professionals to take proactive measures to retain them.
AI can also help HR professionals personalize the employee experience by tailoring training and development programs to individual employee needs. By analyzing employee data such as job performance, skills, and interests, AI can suggest training programs that are most relevant to each employee. This can help improve job satisfaction and employee retention, as employees are more likely to stay in an organization that invests in their professional development.
Performance Management
Performance management is another critical aspect of HRM. AI can help HR professionals improve performance management by providing objective data on employee performance. AI-powered tools can track key performance indicators (KPIs) such as sales figures, customer satisfaction ratings, and productivity levels,
Reference
Bontas.R.(2019) Deloitte insights. Leading the social enterprise: Reinvent with a human focus, [online].Available at <https://www2.deloitte.com/ro/en/pages/human-capital/articles/2019-deloitte-global-human-capital-trends.html>. [Accessed 30th March 2023].
Scott W. O'Connor (2020) Northeastern university graduate program. Artificial Intelligence in Human Resource Management, [online] Available at <https://www.northeastern.edu/graduate/blog/artificial-intelligence-in-human-resource-management/>.[Accessed 30th March 2023].
Artificial intelligence is a fast growing technology in this digital world. In Human resource management also it plays a great role in recruiting, training and development of employees. However there are few drawbacks in it. It makes decisions on the database what we input on it. It fails to measure the performance and behaviour of each employee.
ReplyDeleteWhat's your opinion on this ?
Thank you for your feedback. as per your concern, there are some plus points and challenges there, I hope you through the performance management part in the above article, Most organization based on Data, AI is most effectively use data to take decision, rating and to measure the productivity levels, When is comes to HRM I agree there should be Human involvement, AI is here to make it more efficient and how positively we can use it for HRM
DeleteAI is useful in this sector, however we cannot function the HRM completely by using only AI. Human interaction is mandatory to function the HRM. AI uses data which is quantitative, it can not analyze qualitative data. Human interaction is mandatory to function the HRM effectively.
ReplyDeleteYes, I do agree with your statement, in the modern digital world quickly updating, when it comes to HRM of course there should be human involvement without any doubt. But in most places, we can apply this to make it more efficient and make no favoritism, upcoming articles I will update more pros and cons regarding the above topics and how positively add this to HRM
DeleteAs AI usage has increased, lawmakers and regulators concerned about the technology's fairness and ethical implications have paid more attention to it (Zielinski, 2022). The main concern is an absence of transparency in the manner that numerous artificial intelligence vendors' tools operate — to be specific that too many actually capability as "black boxes" without an effortlessly understood clarification of their inner operations — and that AI calculations can sustain or try and fuel oblivious predisposition in recruiting choices.
ReplyDeleteIt is very possible to mitigate bias in algorithms. Although it may be impossible to remove bias from the human brain, it is very possible to do so in algorithms. Therefore, the most important method is auditing algorithms.
I agree with you that people must monitor this new digital world in order to effectively integrate it into organizations.Organizations should think about the possible impact on workers and make sure they are comfortable with the usage of AI in HRM operations.
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