HRM Vs AI

*INTRODUCTION OF AI – ‘ARTIFICIAL INTELLIGENCE’

*WHAT IS AI?

*CONNECTING” AI “WITH “HRM”

 


INTRODUCTION OF AI…

Artificial intelligence (AI), in its broadest sense, is intelligence exhibited by machines, particularly computer systems. It is a field of research in computer science that develops and studies methods and software which enable machines to perceive their environment and uses learning and intelligence to take actions that maximize their chances of achieving defined goals.[1] Such machines may be called AIs.

WHAT IS ARTIFICIAL INTELLIGENCE

AI technology is widely used throughout industry, government, and science. Some high-profile applications include advanced web search engines (e.g., Google Search); recommendation systems (used by YouTube, Amazon, and Netflix); interacting via human speech (e.g., Google Assistant, Siri, and Alexa); autonomous vehicles (e.g., Waymo); generative and creative tools (e.g., ChatGPT and AI art); and superhuman play and analysis in strategy games (e.g., chess and Go).[2] However, many AI applications are not perceived as AI: "A lot of cutting edge AI has filtered into general applications, often without being called AI because once something becomes useful enough and common enough it's not labeled AI anymore."[3][4]

Alan Turing was the first person to conduct substantial research in the field that he called machine intelligence.[5] Artificial intelligence was founded as an academic discipline in 1956. (WIKIPEDIA, 2024)

 



HRM AND AI CONNECTION

AS WE THINK ABOUT CUSTOMER SERVICES IN A COMPANY IS A WIDE TOPIC. And we can see lot of human errors regarding this duty. And when we hiring a human for customer service providing they felt lot of difficulties.

*need to maintain office room, office attire dress code

*need to maintain worker regulations from employer

*need to more polite between each different customers facing

*continues problems with customers through online telephones

*mistakes happening from humans regarding answering to questions of customers.


AI FOR HRM

AI is the key to excellent HR service management

Save time

Minimizes the amount of time HR professionals spend on routine administrative tasks.

Measure RoI

Reduces the burden of shared service centers and help desks by performing HR transactions and providing answers for repetitive employee queries.

Auto-resolve queries

Helps you measure return on investments for HR expenses with accurate data.

Eliminate bias

Eliminates human bias in HR decision-making.

Get actionable insights

Gives you intelligent employee sentiment analysis thereby helping you reduce unwanted attrition.

(Inc, 2024)

 

 

Al and HR challenges:

Every establishment depends on constant expansion and growth. The company needs human capital for the same objective. Effective recruiting provides a fair response to the labour demand in order to staff all organizational operations continuously throughout the year. The asset that helps a company grow in value, get more market share, and prolong its existence is its human resource. Through a process of recruiting, selection, training, and ultimately placement, human capital is brought into the company. The hiring process is a time consuming and laborious undertaking in and of itself.

(Kapoor, 2023)

 



 

CONSIDERING THE AI CAPABILITIES FOLLOWING ARE THE KEY FACTORS MOSTLY USING BY WIDE COMPANIES TO PRESENT THEIR HR ACTIVITIES FOR THE PEOPLE.

*Automate employee query resolution

The conversational AI works as your virtual HR assistant. It stays 24/7 available for your employees and answers their queries in real-time. Not only this, but the AI-powered HR agent is also capable of carrying out parallel conversations and chats with multiple employees simultaneously. (Inc, 2024)

 



 

*Facilitate real-time employee ticketing


Conversational AI provides you with the simplest way to handle employee tickets via the case management dashboard. You can view details of all the employee tickets on this dashboard. Moreover, your employees get an option to raise tickets from anywhere at any time via the conversational interface. They also get real-time updates about the resolution status. (Inc, 2024)

 

 



 

 

 

*Make HR workflows smooth


Your employees need certain information from the HR executives on a day-to-day basis. For instance, details about their reimbursements, tax deductions, monthly pays lips, leave balance, and information about other colleagues or accomplishing certain tasks. These processes often require human intervention and thus consume unnecessary time. AI-powered HR assistant automates these routine processes, thereby making the processes super-efficient and smooth. (Inc, 2024)

 




 

*Get intelligent employee engagement analytics


Artificial intelligence in HR has enabled the managers to dive into deep hidden employee insights. You, no more, need to trust your intuitions to analyze and predict your employee behavior, performance and engagement. AI-powered employee engagement software gives you real-time actionable insights about employee productivity, challenges, motivation and sentiment. This gives a new dimension to strategic workforce planning and reduces unwanted employee attrition. (Inc, 2024)

 


 

*Natural language understanding

Conversational AI communicates to your employees in their local language and understands all your employee queries without any prior context. It understands complex long-tail employee queries with multiple intents and responds accordingly. (Inc, 2024)

 


 

*API and integrations

The virtual HR agent integrates with all the internal systems, collaboration channels, and HRMS(s) you use in your organization. Thus, it brings your entire employee information under a single platform while offering a text-based conversational interface. (Inc, 2024)

 


 

 

References

Inc, L. A. (2024, 08 11). LEENA AI. Retrieved from LEENA AI: https://leena.ai/ai-in-hr?utm_source=ads&utm_medium=google-search&utm_campaign=ai-in-hr&utm_term=ai%20for%20hr%20solutions&utm_campaign=HR+Chatbot-US&utm_source=adwords&utm_medium=ppc&hsa_acc=7419762464&hsa_cam=21139240475&hsa_grp=167174223824&hsa_ad=6949

Kapoor, B. B. (2023, October). Impact of Artificial Intelligence on Human Resource Management. p. 83.

WIKIPEDIA. (2024, 04 08). WIKIPEDIA. Retrieved from WIKIPEDIA.COM: https://en.wikipedia.org/wiki/Artificial_intelligence

 

 


Comments

  1. R S C N RamanayakeApril 12, 2024 at 7:43 AM

    well develop blog ,
    understanding what artificial intelligence is and its significance is crucial for individuals, organizations, and societies to harness its potential benefits while mitigating its risks and ensuring ethical and responsible use.

    ReplyDelete
  2. Gayathri De Silva April 13, 2024 at 3:51 AM

    A Well structured blog with clear expalnation on artficial intelligence with real world examples and the use of AI in HR service management has articulated. Enjoyed reading

    ReplyDelete
  3. Fathima Asma NizamApril 13, 2024 at 4:17 AM

    A very creative and explanatory article about AI and HRM. Displays a very clear explanation on AI and the challenges of AI and HRM. Good work. Keep it up.

    ReplyDelete

Post a Comment

Popular posts from this blog

Image
 SOFT HRM VS HARD HRM   What is soft work place planning? Soft HRM, also known as the human resource approach, is a management style that focuses on the development and well-being of employees within an organization. This approach prioritizes the individual needs and values of the employees, aiming to create a positive and supportive work environment. (ti&ag, 2024)     WHAT IS HARD HRM? Hard HRM is a more traditional approach to people management, sometimes associated with human resource departments that treat employees as just another resource for the achievement of business goals. The main features of hard HRM include: • employee appraisal systems that examine positive and negative performance • one-way communication between managers and employees • a hierarchical and autocratic management system • minimal business transparency • lower wages and high turnover • Minimal focus on employees’ needs for self-actualization. (Ltd, n.d.)   WHAT IS SOFT...
Read more
Image
  STRESS MANAGEMENT IN WORKPLACE     Why is stress management important in the workplace? Benefits of preventing stress in the workplace reduced symptoms of poor mental and physical health . fewer injuries, less illness and lost time. reduced sick leave usage, absences and staff turnover. increased productivity. (betterhealth, n.d.)   About work-related stress Work-related stress is a growing problem around the world that affects not only the health and wellbeing of employees, but also the productivity of organisations. Work-related stress arises where work demands of various types and combinations exceed the person’s capacity and capability to cope. Work-related stress is the second most common compensated illness/injury in Australia, after musculoskeletal disorders. Work-related stress can be caused by various events. For example, a person might feel under pressure if the demands of their job (suc...
Read more
Image
  MENTAL HEALTH IN WORKPLACE   Why mental health is important in the workplace? Key performance indicators such as productivity, creativity, and social engagement can all take a hit if an employee's mental health is suffering.  Prioritizing mental health in the workplace can help your workers flourish and reach their full potential , which is what businesses need to thrive and grow.       The link between work and mental health Work can play a huge role in your overall health and welfare. In addition to the financial benefits, your job can add meaning, structure, and purpose to your life. It can also provide you with a sense of identity, bolster your self-esteem, and offer an important social outlet. However, working in a negative environment can have the opposite effect and take a heavy toll on your emotional health. Long hours, understaffing, a lack of support, and harassment in the wor...
Read more