There has been a paradigm shift in the way technology drives the business processes and how the users experience the full capabilities of these technological advancements. The advancements in technology via Artificial Intelligence is disrupting the organizational structure and is impacting the way the organization does business with its employees and vendors. In today’s employee centric job landscape, where a skilled resource is a premium, it is important to hire a right fit candidate for the job and have an HR process in place which makes a long-lasting relationship between both the entities.
Recruitment process has been bogged down by legacy talent acquisition process, leaving the process open to manual errors and too much dependency on manual intervention. In times where shortlisting and attracting relevant profile from a pool of prospective candidates is of the essence, a delay in hiring or irrelevant profiling would prove to be detrimental to the success of the business. Finding the right talent, reskilling and upskilling will still take most of the chunk of the HR trends of 2018 as per Mettl, an assessment and skill measurement company. The integration of AI with the other automation tools will allow the HR personnel to profile the prospective candidates to the exact requirements, thereby reducing large employee turnover and rehiring cost, in turn increasing the employee return on investment in the long run. The automation in employee selection will remove any scenario of biased recruitment and the dependency on manual intervention. This not only allows the organization to tap the right resource but also enables the HR personnel to focus more on relationship building than on redundant administrative task.
The technology landscape is changing at a rapid pace with the demand for niche skillset is quite high. HR team can leverage the capabilities of AI, powered by algorithms to meet the demands of the modern employee by creating an adaptive and self-learning tutorial programme based on the employee’s current core competency. With predictive analysis capabilities of AI, the HR team can formulate an online learning programme for an employee, keeping in mind the skill requirements for the future. This will result in a much happier and engaged workforce directly impacting the business success and strengthening the employer brand.
Performance management is and will remain the key to maintaining the highly relevant workforce. A once a year performance management would be the thing of the past in the ever-changing demand of niche skillsets. AI with its cognitive and predictive logic capabilities will enable the HR professionals to grade the performance on key parameters, allowing them to make preemptive decisions based on a predictive model.
The virtual recruiting assistants, powered by natural language processing techniques are being deployed by many organizations around the world. They engage directly with the applicants by posing contextual questions based on job requirements and providing instantaneous feedback and suggestions.
As per Gartner 2018 will see an exponential growth in the use of AI, chatbots and other intelligent agents as tools which will transform the HR business processes such as recruitment, learning and development and benefits enrolment. Some roles might become redundant but overall there will be a growth and focus on creative work that will set an enterprise apart.
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