This blog post is based on a presentation made by Roger D. Odipo during a webinar with the College of Human Resource Management. You can see the presentation slides here.
As an HR practitioner, you have to be smart. You have to stay abreast of not only best practices but also the latest requirements in labour law, industry dynamics, and the evolving role requirements for people with vastly different skill sets. This alone is a full plate.
But cognitive intelligence isn’t the only requirement. Beyond this, you must know how to connect with people, stay in tune with the general sentiment in your organisation, and ensure that the workplace is great for everyone. All the while, you need to meet business goals and take action when they aren’t achieved—this is the essence of social intelligence.
Now, technology has entered the mix as the third circle in the Venn diagram of human resources management. How does it fit into the existing structure? How do you introduce machines into an environment centred on people? And with the ongoing concerns about AI taking over jobs, how do you address these challenges in your organisation?
In today’s article, we explore how AI not only integrates seamlessly into HR but also enhances efficiency for HR teams. While the broader questions about AI’s risks and rewards continue to be debated, we’ll focus on the immediate benefits AI brings to HR.
The Transformative Role of AI in HR
AI is increasingly becoming a tool for HR professionals to manage talent more efficiently. It automates repetitive tasks, provides data-driven insights, and helps HR teams focus on strategic activities. Here’s how AI is transforming key HR functions.
1. Recruitment: Smarter Hiring Decisions
Recruitment, one of the most critical functions of HR, is undergoing a revolution with AI-driven tools. These tools not only speed up the recruitment process but also ensure better matches between employers and candidates.
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- Job Descriptions (JDs): Crafting a compelling and accurate job description can be a challenge. AI tools, like ChatGPT, are being used to write JDs that are tailored to specific job roles, ensuring a more accurate description that attracts the right talent.
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- Job Descriptions (JDs): Crafting a compelling and accurate job description can be a challenge. AI tools, like ChatGPT, are being used to write JDs that are tailored to specific job roles, ensuring a more accurate description that attracts the right talent.
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- Automated Job Posting and Screening: AI-powered platforms like ZipRecruiter and Loxo automate job postings and screen resumes, streamlining the initial stages of recruitment. These platforms help HR professionals filter out unqualified candidates faster and with more precision.
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- Automated Job Posting and Screening: AI-powered platforms like ZipRecruiter and Loxo automate job postings and screen resumes, streamlining the initial stages of recruitment. These platforms help HR professionals filter out unqualified candidates faster and with more precision.
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- Skills Assessment and Interviews: Platforms like TestGorilla and HireVue provide AI-powered skills assessments and conduct interviews with structured, bias-free questions, giving HR teams more time to focus on top candidates.
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- Skills Assessment and Interviews: Platforms like TestGorilla and HireVue provide AI-powered skills assessments and conduct interviews with structured, bias-free questions, giving HR teams more time to focus on top candidates.
2. Onboarding: Personalized and Efficient
AI is transforming the onboarding experience by automating administrative tasks and personalising the process for each new hire.
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- Automating Administrative Tasks: AI tools like Unilever’s chatbot, Unabot, automate routine queries and tasks during onboarding, allowing HR professionals to focus on higher-value activities. By automating tasks such as form filling, document submissions, and initial queries, AI saves time for both HR and new hires.
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- Automating Administrative Tasks: AI tools like Unilever’s chatbot, Unabot, automate routine queries and tasks during onboarding, allowing HR professionals to focus on higher-value activities. By automating tasks such as form filling, document submissions, and initial queries, AI saves time for both HR and new hires.
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- Personalised Onboarding: AI can personalise the onboarding process based on the employee’s role, department, and prior experience, ensuring that each new hire gets the resources and information they need to succeed.
3. Training and Development: Tailored Learning Journeys
One-size-fits-all corporate training programs are becoming a thing of the past. AI is enabling organisations to deliver personalised learning experiences, making training more effective.
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- Personalized Learning Paths: Platforms like Coursera use AI to create individualised learning and development plans for employees. This ensures that each team member receives training that aligns with their career goals and the organisation’s needs.
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- Personalized Learning Paths: Platforms like Coursera use AI to create individualised learning and development plans for employees. This ensures that each team member receives training that aligns with their career goals and the organisation’s needs.
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- Automated Content Curation and Immersive Learning: AI-based content curation platforms like Saba keep employees updated with the most relevant and current materials. Companies like Walmart are even using AR and VR technologies to provide immersive training experiences, such as simulations for customer interactions and safety protocols.
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- Automated Content Curation and Immersive Learning: AI-based content curation platforms like Saba keep employees updated with the most relevant and current materials. Companies like Walmart are even using AR and VR technologies to provide immersive training experiences, such as simulations for customer interactions and safety protocols.
4. Performance Management: Continuous and Data-Driven
Traditional performance reviews are being enhanced by AI-driven tools that provide real-time insights and predictive analytics.
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- Continuous Performance Monitoring: AI platforms like Workday monitor employee performance on an ongoing basis. This provides HR professionals with real-time feedback, allowing for immediate recognition or intervention when necessary.
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- Continuous Performance Monitoring: AI platforms like Workday monitor employee performance on an ongoing basis. This provides HR professionals with real-time feedback, allowing for immediate recognition or intervention when necessary.
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- Predictive Analytics for Retention: Companies like HP use AI to predict employee retention by analysing data points related to performance, engagement, and job satisfaction. This allows HR teams to implement strategies to retain top talent before they even consider leaving.
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- Predictive Analytics for Retention: Companies like HP use AI to predict employee retention by analysing data points related to performance, engagement, and job satisfaction. This allows HR teams to implement strategies to retain top talent before they even consider leaving.
5. Succession Planning: Preparing for the Future
Succession planning is critical for maintaining organisational stability, and AI is playing a pivotal role in identifying and grooming future leaders.
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- Identifying Successors: Predictive analytics can help HR professionals identify employees who are most likely to succeed in leadership roles. AI tools can assess performance data, potential, and skills to ensure that high-potential employees are nurtured and prepared for key roles.
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- Skill Gap Analysis: Companies like Unilever use AI to perform skill gap analysis, helping organisations identify areas where employees need further development to succeed in future roles.
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- Skill Gap Analysis: Companies like Unilever use AI to perform skill gap analysis, helping organisations identify areas where employees need further development to succeed in future roles.
AI in HR: The African Context
While AI is being adopted rapidly in HR globally, Africa is still catching up, but the potential for AI adoption is immense. AI can be used not only to handle general HR tasks but also to address region-specific challenges. Companies in Africa have the opportunity to leapfrog traditional HR processes by adopting AI solutions tailored to local contexts.
Conclusion: AI as a Strategic Partner for HR
AI is not here to replace HR professionals, but to empower them. By automating administrative tasks, providing actionable insights, and improving decision-making processes, AI allows HR teams to focus on what really matters—building a thriving workforce and driving business success.
To explore how your HR team can benefit from AI, sign up for the course Executive Certificate in AI Integration for HR Professionals offered by the College of Human Resource Management (CHRM). Roger is an instructor for the course.
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