Using AI in HRM

 

Using AI in HRM

Figure 1: Human Vs AI

 

A new era of human resource management, where data analytics, machine learning, and automation combine to save time and promote higher-quality results, can be brought about with the use of artificial intelligence (AI). As AI technology advances beyond automation to augmentation, businesses could consider how AI tools can improve the work that human resources (HR) does for candidates and current workers. Not only can time be saved, but near real-time information, insights, and recommendations can also be given. And that's only the introduction of AI to HR, Consulting, (2023).

 

According to, Heinze, (2023) HR executives could want to start utilizing AI or expand their department's use of it to benefit from some of its possible advantages, such as lowering user error and saving time, as AI technologies continue to advance quickly. HR executives should be mindful of some of the disadvantages of AI before implementing it in their department's operations, though.

 

Although the application of AI in HR is not new, machine learning and generative AI have elevated the topic in the public discourse. For example, generative AI can assist HR staff in responding to inquiries from employees. However, since issues like bias in AI might have serious repercussions, HR managers should take these issues into account.

 

Advantages in using AI in HRM -Heinze,(2023), Tiwari,(2024)

Figure 2: AI's Role

1. AI can save time- AI has the ability to significantly reduce the amount of time HR 
    departments spend on repetitive chores.

2.   2. AI can reduce errors –When entering data employees in HRD make mistakes but 
     using AI can solve it

3.   3. Efficient recruitment-Resume screening, Diversity and inclusion, Candidate matching,
     interview scheduling

4.   4. Enhance employee engagement-Personalized learning, Mood monitoring, Feedback
     analysis

 

Disadvantages in Using AI in HRM- Heinze,(2023), ashfords,(2024)

Figure 3: Selection process

                1. AI is not always impartial

2.            2. Workers don't think AI is accurate

3.            3. Candidates and employees are distrustful of AI use

4.            4. Lack of empathy and understanding

5.            5. Employee privacy and data security

6.            6. One-size-fits-all all solutions

7.            7. Loss of human connection

 

Conclusion

Contentment in the workplace is not merely a perk, it is essential to the success of the organization. Artificial intelligence (AI) solutions can measure employee sentiment by analyzing social media, polls, and feedback for sentiment. Through the implementation of initiatives such as wellness programs, listening to the employee flexible work arrangements, and personalized training programs, HRM may build a happier and more engaged workforce by recognizing employee needs and concerns.

 

Table of Figures

Figure 1: Human Vs AI 

Figure 2: AI's Role  3

Figure 3: Selection process  4

References

ashfords, 2024. ashfords. [Online]
Available at: https://www.ashfords.co.uk/insights/articles/taking-the-human-out-of-human-resources-the-risks-of-using-ai-in-hr
[Accessed 23 03 2024].

Consulting, I., 2023. IBM. [Online]
Available at: A new era of human resource management, where data analytics, machine learning, and automation combine to save time and promote higher-quality results, can be brought about with the use of artificial intelligence (AI). As AI technology advances beyond aut
[Accessed 22 March 2024].

Heinze, C., 2023. TechTarget. [Online]
Available at: echtarget.com/searchhrsoftware/feature/Advantages-and-disadvantages-of-using-AI-in-HR
[Accessed 23 03 2024].

Tiwari, S., 2024. MagicSlides. [Online]
Available at: https://www.magicslides.app/blog/5-Benefits-of-Artificial-Intelligence-in-Human-Resources
[Accessed 23 03 2024].