By Tammy Cohen, PHR, SHRM-CP
The dichotomy between people and technology poses a threat to most in Human Resources, but to me, the combination is as exciting as it is inevitable.
Integrating AI into HR escalates the inevitable, replacing employees as redundant positions are eliminated. As artificial intelligence matures in your systems, positions will be replaced. Despite this, extensive research from both Deloitte Press and Converge proves there is a benefit to incorporating artificial intelligence (AI) and the Internet of Things (IoT) (devices such as wearable fashion electronics and badges) into HR.
Success is preceded by risk. Managers will need to discern and forecast the right technology for meeting the current and future needs of their organizations. Ultimately, the technology a business deploys needs to align with achieving core business objectives-increased revenue, customers satisfaction, and market share. For example, a business may want to introduce software for HR solutions to streamline employment processes, keeping within employment regulations, as well as keep up to date with work hours and payments to all employees and managers alike.
Whether it is IoT, gamification, or biometrics – each company has individual needs.
Businesses that lack the ability to maintain a full-time human resources department may require additional assistance and advice from the likes of Porte Brown on matters of HR. You can see the ways in which they could help your business here – https://www.portebrown.com/services/human-resources-services. Here are the ways in which artificial intelligence will impact your workforce and the complexities to consider while integrating them into your HR processes.
AI’s Impact on Productivity
1. The Quantified Employee
AI will streamline data entry procedures, track employees’ moods, and map the physical movements of hands and bodies to scientifically configure the most productive day for each employee. Once fully integrated, the analytics are put into motion and the productivity of an employee and a workforce will drastically change what we now define as a “workday.” The “quantified employee” will streamline daily tasks. Deloitte reported an 80% increase in productivity after installing IoT devices and analytical models that predicted downtime among employees.
2. Strengthened, Streamlined Recruitment
Incorporating AI technology into recruitment modernizes and enhances the search for an ideal candidate. Headstart App combines psychometric testing with algorithmic analysis to match a job candidate to a company’s culture. No longer will you need to filter your search and select the perfect keywords and phrases; artificial intelligence can find your culturally matched best applicants.
3. Time to Create a Quality Workforce
I believe AI and IoT won’t replace HR professionals. Rather, the modern HR department will have a further reach and deeper involvement in the organization. JetBlue evaluated over 125,000 applicants for flight attendants against eight historically used traits. “Nice” was one of those traits, but after analyzing customer feedback, they found that “nice” wasn’t what customers were looking for. Instead, “helpful” was the quality favored by customers. With this additional information, HR was able to identify an integral element of employee training and change hiring criteria.
Furthermore, managing that quality workforce can be made easier using similar sorts of software. Managing a workforce can be particularly difficult and complex, particularly for international businesses who operate on a global scale. Fortunately, there are firms like Peak PEO who offer global PEO solutions in which they share responsibility for tasks such as payroll, benefits, tax, reporting, employment contracts, worker’s comp and compliance. This allows both you and the workforce to focus on your allotted roles.
The Complexities of AI in HR
4. HR Reduced to Numbers
A great concern right now is the loss of the “human element” in “human resources.” AI requires connectivity, and what isn’t connected to a computer still falls squarely on the shoulders of HR. A computer can’t sense animosity between a manager and employee or overhear a worrisome conversation in the break room. AI will free up time for HR to invest in providing the “human” touch to their workforce in ways a spreadsheet cannot.
5. The Unidentified Candidate
AI is built upon machines learning and mirroring past patterns to develop your own personal “thinking” system. AI will always choose an applicant that best fits the algorithm, but a human eye is required to move beyond that. What AI cannot do is identify the unique characteristics of an applicant who is worth taking a chance on.
6. Risks and Regulations
Like with all policies and processes in HR, careful consideration of legal implications and compliance should always have a role in deciding your path. Regulations will arise as AI slowly infiltrates HCM systems. When possibilities are endless, the risks are as well.
AI in HR is inevitable
The productivity of AI technology outweighs the complex issues that may negatively stall enterprise adoption. The reality is that the less time spent on responsibilities that could be automated, the more time can be spent on Human Resources. You could have a look into some hr software for small businesses if you don’t have much time to spend doing these activities. Staying aware and keeping abreast of changes to the artificial intelligence landscape will ensure your team is embracing the productivity of AI and have a knowledge of the complexity.
Have you discovered how AI and biometrics can streamline your onboarding process? Join me and InfoMart at booth 205 at the KNOW Identity Conference in Washington, D.C., March 26th to the 28th to demo ASAP ID, the latest in modernized background screening technology.