HUMAN RESOURCES SECTOR

KEY OBJECTIVES

  • AI presents an opportunity for HR to automate repetitive, low- value tasks and to increase focus on more strategic work.

  • In general HR services include a large amount of time spent on standard onboarding processes for new employees, triaging common questions and employee requests, and basic benefits management.

  • Machine Learning is used for anomaly detection like identify items, events or observations which do not conform to an expected pattern or other items in a dataset.

  • It can be used for background verification like machine learning-powered predictive models can extract meaning and can raise red flags based on structured and unstructured data points from applicants’ resumes.

  • It also can be used to find employees who are at high risk of attrition, enabling HR to proactively engage with them and retain them.

  • It can be used to provide a more personalized employee experience by using predictive analytics to recommend career paths, professional development programs or optimize a career site based on prior applicant actions.

  • Chatbots helps HR departments by reducing the necessity to address explanatory emails and developing reminders to make follow up from HR.

  • With the help of chatbot technology employees obtains company policies and access the relevant information.

  • HR chatbots help increase productivity and performance by promoting a particular query analysis.

  • Chatbots learn from experience and interactions with users, the accuracy of the replies only allows up with time and consequently, the demand for human operators to move in decreases.

  • HR chatbots present objective, yet customized employee data about bonuses, wages, and company procedures.

  • By acknowledging every basic question of employees directly and correctly, HR chatbots are increasing transparency and accuracy, thereby, impressing a sense of liability.

  • Through HR chatbots, employees can ask instant feedback from their superiors and peers on presentations, records, and issues they have presented, on the very same day.

  • What’s more, they can also support unknown feedback to guarantee its authenticity.

  • HR chatbots can perform a vital part in making new employees informed with company procedures and culture.

  • No matter how pleasant your onboarding method is, seeing infinite videos and performances in a span of a few days will not result in high retention of information.

  • Deep learning algorithms outperform humans in object classification.

  • Given videos and photos of thousands of applicants, deep learning systems can identify and classify candidates based on objective data.

  • While understanding human voice and myriad accents is difficult for most machines, deep learning algorithms can be designed to recognize and respond to human voice inputs.

  • Virtual assistants use speech recognition algorithms to process human voice and respond accordingly.

  • Natural language processing (NLP) trains chatbots and similar systems to understand human language, tone, and context.

  • NLP will emerge as a crucial capability for AI systems as organizations continue to automate HR service delivery with chatbots.

  • Digital learning experiences often involve personalized learning recommendations related to skill levels and professional interests.

  • Using Big Data and Deep Learning, learning experience platforms can identify learning pathways that might interest individual employees.

  • Some of the key issues for HR are going to be around privacy and safety.

  • Commercial drone operation is a pretty new discipline, it is likely that qualified operators are in short supply.

  • Drones can allow certain portions of your more senior workforce to be repurposed into other highly valuable jobs.

  • Human resources will want to maintain records of related certifications and may want to offer training for personnel who operate drones.

  • HR has to be cognizant of any organizational pushback or resentment if employees interpret commercial drone usage as taking away real employees.

  • Onboarding is critical to ensuring new employees are given the most effective introduction to their new working environment.

  • AR empowers employees to simulate common customer interactions directly in the context of their work area using their smartphone - particularly with AR’s ability to leverage interactive alpha video content without the potentially awkward baggage of employee-to-employee roleplays. 

  • AR is enhancing training for these roles by providing a high level of process visualization that can reduce risk and increase confidence in the employee. 

  • LinkedIn
  • Facebook

©2018 by B-AIM