In some HR departments there are many tasks and activities that repeat, daily, weekly, monthly, etc. and we try to automate or streamline that work where ever possible. More and more of those tasks along with interactions with staff and reporting to leadership can and are being managed in a new way with artificial intelligence (AI) or machine learning (ML).
In this presentation we will explore AI, how it is defined, terminology, common application area for HR and the related metrics typically used and requested/required by leadership. Starting with a basic understanding of the changing landscape of machine learning as applied to everyday interactions the material will address both the specific to work applications in human resources and how it will benefit employees, the organization and clients/customers.
According to some reports, 32% of HR staff are already using AI to assist them in the performance of their jobs, and their managers are not aware. Getting your AI strategy in place and solidified will benefit the organization and help mitigate risks associated with its use. Your HRIS or HRMS probably is already using AI to help streamline reporting, aggregation of data, and assisting staff with repetitive tasks or activities.
Certainly your 3rd party vendors in areas such as health and dental insurance, retirement, and others already us “Chat Bots” to provide assistance to your employees to fill out forms, find care or services close to them, make appointments with appropriate service providers, and many other applications. Your HR Self Service portal can do the same for staff.
Your HR Metrics can also be provided to senior leadership or all employees with similar applications. Tools currently in use cross the HR functional areas from developing job descriptions to creating employee engagement surveys, the use of AI is exploding in support functions like HR.