HR Management an Age of Artificial Intelligence (AI)

Many Hollywood films like (I,Robot – Terminator – Eagle Eye – RoboCop –  Star Trek – Wall.e – Star Ware – Stealth, Avengers: Age of Ultron)  enhanced the idea of Artificial Intelligence (AI) untile it becomes part of the context of daily life.

 At home you may be one of million people who use (Siri, Alexa, Google Home, Amelia…..etc) to control all devices from your car, lights of your home, receive the latest stock quotes which you trade in your portfolio. As for a workplace Artificial Intelligence (AI) is not future of workplace it’s the present and happening  today.

Many leaders companies such as IBM , Apple , GOOGLE & Facebook……………etc targeting Intelligent assistant, also know as chatbots, Investment in Artificial Intelligence (AI) has accelerated from $282 Million in 2011 to $2.4 Billion in 2015 , a 746% increase in 5 years in 2016 ,this continued to increase with roughly another $1.5 Billion invested in more than 200 Artificial Intelligence (AI) focused companies in 2016. 

Artificial Intelligent Landscape
Artificial Intelligent Landscape: Globally yearly Financing History

And here comes to my mind some questions:

                             – Is this trend founding it’s way to Human Resources Management?

                             – Is there a scenario where the entire Human Resource functions

                                is going to be handed over to robots?

                             – Is there a need to Artificial Intelligence (AI) in Human Resources

                                Management?

                             – Is we fully understand it’s capabilities , or How to leverage it as a tool?

From the most of business, the role of data in planning ,operations and strategy in not just about competitive differentiator , but more about competitive necessity to survive in to day’s cutthroat business ecosystem.

However  data analytics today doesn’t come into action when it comes to managing people and making a decisions as how we attract, grow , rotation and motivate our people.There are many companies refrain from using data for addressing critical concerns like which team is likely to have performance problems and the reasons behind those issues? How to improve managerial efficiency? What is driving work culture and employee engagement?

Nevertheless, HR leaders and experts are starting to realize the power and impact of data-driven stats and insights when it comes to mellowing down risks and driving decision-making powers for organizational efficiency and people management.

Is this trend founding it’s way to HR Management?

Machine Learninig
Artificial Intelligence (AI)

 According to the 2017 survey prepared by Human Resources Professionals association (HRPA) found that  (14%) of respondents indicated their organizations already use some form of AI to assist with human resources decisions. In these instances, AI is being used to assist HR professionals with various tasks, most predominately recruitment (43%) of functions. Additionally, the HRPA survey found that (73%)of respondents were somewhat (60%) or very familiar (13%) with the application of AI to the human resources field, while 84% of HRPA members believe AI is a useful tool for HR. At the same time, the survey found that 68% of respondents believed their workplaces were either ‘not very prepared’ (33%) or ‘not prepared at all’ (35%). 

 

So, while AI may not be utilized by many organizations yet, a clear majority of HR professionals see the value of this technology. In fact, when members were asked if they believe that their organizations will utilize AI to address HR challenges in the next five years, (48%)said they believed so

Of those (52%) of respondents who indicated their businesses were unlikely to adopt (AI) in their HR departments in the next five years, (36% ) believed their organization was too small to do so, while (28%) said their senior leadership did not see the need for such technology. Additionally, many respondents indicated that cost was the primary barrier to deploying (AI).

We also note that there has been remarkable progress in the use of AI in many industries and services, according to Infosy report’s   Amplifying Human Potential “towards purposeful Artificial Intelligence  as follows:

Average survey score by industry, all respondents (1,600)
Average survey score by industry, all respondents (1,600)

An ongoing debate is whether Artificial intelligence (AI) will replace us in the workplace or will support us?  Is there some of human resources functions will be disappear?  Will these functions be exclusive of Artificial intelligence (AI) without the intervention of the human factor?  Will new functions and tasks for HRM appear?

1- Talent Acquisition & Reduce Human Bias

By relying on data rather than intuition or perception, (AI) reduces the potential for human bias. Ignoring factors such as gender means (AI) can remove unconscious bias from the hiring process

 

2- Candidate assessment

Employers are able to target the strongest of candidates through analysis that goes beyond a simple job description match. Focusing on performance, culture and career-alignment analysis, (AI) can quickly identify whether or not a candidate is a good fit.

 

3- Performance analysis

Engagement and productivity are essential qualities of successful professionals. However, most companies are struggling to find individuals who have those traits. That’s why it is easier to monitor their behavior and analyze key performance indicators.

Using (AI) tools, HR managers are enabled to set concrete objectives and let all units work in smaller increments. This type of work is easier to follow and assess and it generates better overall results. Of course, it doesn’t only serve to improve productivity but also to detect team members who show lack of engagement continuously.

 

4- Data driven decision making

(AI) interprets data sets in a way that allows decision making to take on a predictive quality. Through predictive analytics, (AI) offers greater insight into staff satisfaction and identifies solutions to problems before they become an issue.

 

5- Training

The biggest impact AI will have on HR is augmenting corporate training and coaching. Coaching via AI is a new way to help managers understand their team’s feedback and put it to use immediately.

With so many technological changes happening almost on a monthly basis, it is crucial for all employees to keep learning and improving professional skills. (AI) can successfully plan, organize, and coordinate training programs for all staff members.

 

6- Reveal new insights on talent

Artificial Intelligence (AI) has the potential to challenge long-held HR assumptions with new insights as (AI) will is capable of providing insights that can open up entirely new candidate pools by identifying a diverse set of experiences, abilities, and mindsets that are better predictors of success.

 

7- Reduce Errors & Improve Compliance

Artificial Intelligence (AI) will help reduce errors and minimize compliance fines because (AI) is best suited for collecting and compiling data quickly and without human error..

 

After all these initial benefits, another team, such as Stephen Hawking, Bill Gates, Elon Musk is fearful of the Growing dependence on  Artificial Intelligence (AI) will destroy humanity.Whether we agree or disagree about AI and its role, no one knows the end result as it will be a helper to humanity or destructive to it.

 

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