The adoption of Artificial Intelligence (AI) is imminent in various sectors of industry and life in general. This technology has ceased to be a field of study with only academic value and is increasingly part of the nucleus of the next great technological revolution due to its ability to adapt to different industries.
Chatbots have already begun to integrate into different sectors. In fact, by 2020, 84% of companies will consider the use of this new technology essential if they want to stay current and competitive in their market, according to the study “Be smarter every day: As AI is raising the performance of global companies ”, prepared by the company Tata Consultancy Services (TCS).
Human resources departments are especially benefited by working with AI. Many companies store curricular and employee selection data, as well as their performance information over several years. This data can be used, for example, to look for similar patterns in candidates in the selection processes or to generate algorithms that detect people with high exit risk in advance.
For Gustavo Parés, director of the artificial intelligence company NDS Cognitive Labs, human resources teams are already visualizing a future in which AI plays an essential role in personnel strategy and decision making.
“Today it is crucial to make the leap from the traditional to the digital world and from the digital to the cognitive world, so starting to integrate these technologies into the work environment is key for business and for the transformation of the world in which we live,” said Parés.
In addition, AI provides information for key areas, such as employee productivity or their involvement in different activities. This will help HR teams understand and predict trends in their workforce and improve in key sectors.
These are some of the ways in which AI can support human resources areas, according to NDS Cognitive Labs:
1. Smart training programs
Most modern training programs, especially those automated with software, include some kind of test or questionnaire, both to help employees recap what they have learned and to measure the effectiveness of the program in general terms.
Tests developed with AI can extend beyond the basic question and answer format. This talent acquisition software can scan, read and evaluate applicants and filter out those who do not meet the requirements during the recruitment process.
These teaching tools are improving over time and are specially designed to help companies achieve the best results, based on a committed workforce aligned with the company’s objectives.
2. Improve relationships with existing employees
Human resources management has been completely transformed thanks to the digital connection. Helped, for example, to reduce the turnover rate and increase the retention rate, among other improvements.
One of the great advantages of process automation is that it can save the time of the members of the HR area. The task that an employee spends hours doing could be reduced to minutes through automation, allowing his work to focus on more creative and strategic tasks, such as staff recruitment.
The fact of freeing employees from performing certain tasks will generate an increase in the productivity of organizations in a short time due to the incorporation of AI in Human Resources. In addition, employees become more active and motivated, which lowers the risk of a high turnover rate.
In addition, AI could play a role in other slightly more mundane HR tasks. For example, the company x.ai recently launched “Amy”, a personal assistant that automates the meeting scheduling process. There is also the case of HireVue, which helps automate the employee training process.
3. Logistics and wear patterns
AI is also used to predict results within various aspects of the functioning of an organization. Companies like Walmart, use this technology in the optimization of the supply chain to predict price trends, among other uses.
IBM, with Watson technology, is working on building a predictive model for companies that will detect the most typical reasons that contribute to employee attrition. Thus, it will generate a score for each employee based on the calculated probability that he will quit his job due to wear.
This predictive model can play a fundamental role in detecting potential talent leaks and alleviating the pressure of workers within an organization.