22/04/2023

Artificial Intelligence
in Human Resource
Management
[email protected]

Artificial Intelligence in Human Resource

Management
While, in the past, artificial intelligence may have been thought to be a product of
science fiction, most professionals today understand that the adoption of smart
technology is actively changing workplaces.
There are applications of AI throughout nearly every profession and industry, and
human resources careers are no exception.

1
 22/04/2023

Artificial Intelligence in Human Resource

Management
What is Artificial Intelligence?
At a high level, artificial intelligence (AI) is a technology that allows computers to
learn from and make or recommend actions based on previously collected data.
In terms of human resources management, artificial intelligence can be applied in
many different ways to streamline processes and improve efficiency.

Artificial Intelligence in Human Resource

Management
3 Top Applications of AI in HR
Among the numerous applications of AI in the human resources sector, some of the
first changes HR professionals should expect to see involve recruitment and
onboarding, employee experience, process improvement, and the automation
of administrative tasks.

2
 22/04/2023

Artificial Intelligence in Human Resource

Management
. 1. Recruitment and Onboarding
During the recruitment process, AI can be used to the benefit of not only the hiring
organization but its job applicants, as well.
For example, AI technology can streamline application processes by designing more
user-friendly forms that a job applicant is more likely to complete, effectively
reducing the number of abandoned applications.

While this approach has made the role of the human resources department in recruitment
much easier, artificial intelligence also allows for simpler and more meaningful
applications on the candidate’s end, which has been shown to improve application
completion rates.

Artificial Intelligence in Human Resource

Management
. 1. Recruitment and Onboarding
Additionally, AI has played an important role in candidate rediscovery.
By maintaining a database of past applicants, AI technology can analyze the
existing pool of applicants and identify those that would be a good fit for new
roles as they open up.
Rather than expending time and resources searching for fresh talent, HR
professionals can use this technology to identify qualified employees more
quickly and easily than ever before.

3
 22/04/2023

Artificial Intelligence in Human Resource

Management
. 1. Recruitment and Onboarding
Once hiring managers have found the best fit for their open positions, the
onboarding process begins.
With the help of AI, this process doesn’t have to be restricted to standard business
hours—a huge improvement over onboarding processes of the past.
Instead, AI technology allows new hires to utilize human resources support at any
time of day and in any location through the use of chatbots and remote support
applications.
This change not only provides employees with the ability to go through the onboarding
process at their own pace, but also reduces the administrative burden and typically
results in faster integration.

Artificial Intelligence in Human Resource

Management
2. Internal Mobility and Employee Retention
In addition to improvements to the recruitment process, HR professionals can also
utilize artificial intelligence to boost internal mobility and employee retention.
Through personalized feedback surveys and employee recognition systems,
human resources departments can gauge employee engagement and job
satisfaction more accurately today than ever before.
This is incredibly beneficial considering how important it is to understand the overall
needs of employees, however there are several key organizational benefits to having
this information, as well.

4
 22/04/2023

Artificial Intelligence in Human Resource

Management
2. Internal Mobility and Employee Retention
According to a recent report from the Human Resources Professional Association, some
AI software can evaluate key indicators of employee success in order to identify
those that should be promoted, thus driving internal mobility.
Doing so has the potential to significantly reduce talent acquisition costs and bolster
employee retention rates.
This technology is not limited to identifying opportunities to promote from within,
however; it can also predict who on a team is most likely to quit.
Having this knowledge as soon as possible allows HR professionals to deploy
retention efforts before it’s too late, which can strategically reduce employee
attrition.

Artificial Intelligence in Human Resource

Management
2. I3. Automation of Administrative Tasks
One of the key benefits of leveraging artificial intelligence in various human resources
processes is actually the same as it is in other disciplines and industries:
Automating low value, easily repeatable administrative tasks gives HR
professionals more time to contribute to strategic planning at the organizational
level.
This, in turn, enables the HR department to become a strategic business partner within
their organizations. internal Mobility and Employee Retention

10

5
 22/04/2023

Artificial Intelligence in Human Resource

Management
2. I3. Automation of Administrative Tasks
Smart technologies can automate processes such as the administration of
benefits, pre-screening candidates, scheduling interviews, and more.
Although each of these functions is important to the overall success of an organization,
carrying out the tasks involved in such processes is generally time-consuming, and the
burden of these duties often means that HR professionals have less time to contribute
to serving their employees in more impactful ways.

11

Artificial Intelligence in Human Resource

Management
Preparing For the Future of Human Resources Management
While artificial intelligence will continue to positively shape the field of human
resources management in the coming years, HR professionals should also be aware of
the challenges that they might face.

The most common concerns that HR leaders have focus primarily on making AI
simpler and safer to use. In fact, the most common factor preventing people from
using AI at work are security and privacy concerns.

12

6
 22/04/2023

Artificial Intelligence in Human Resource

Management
Preparing For the Future of Human Resources Management
Moving forward, HR professionals will need to be prepared to address these concerns
by staying on top of trends and technology as they evolve and change.

“People will need to be aware of ethical and privacy questions when using this
technology,”. “In human resources, [AI] can involve using sensitive information to
create sensitive insights.”

13

Artificial Intelligence in Human Resource

Management
Preparing For the Future of Human Resources Management
For instance, employees want their organizations to respect their personal data
and ask for permission before using such technology to gather information about
them.
However, organizations also want to feel protected from data breaches, and HR
professionals must take the appropriate security measures into account.

14

7
 22/04/2023

Artificial Intelligence in Human Resource

Management
How can we promote the responsible use of AI-based tools in human resources?
1. Involve multiple stakeholders and equip them with the necessary skills
Overcoming the fear of AI in HR requires involving multiple stakeholders in the process
of selecting and adopting AI-based HR tools, including HR professionals as well as the
workers who will be impacted by such tools.
Furthermore, everyone should be encouraged to learn the basics of how AI
systems work.

15

Artificial Intelligence in Human Resource

Management
How can we promote the responsible use of AI-based tools in human resources?
1. Involve multiple stakeholders and equip them with the necessary skills
Armed with this basic understanding, a multi-stakeholder group of individuals can
prove to be a more valuable resource for deciding on an AI-based HR tool than a data
scientist or IT specialist.
Technical experts are of course also valuable, but the multi-stakeholder group
brings an understanding of how the organization works, what changes are
needed to the status quo, and what is (and what is not) captured in the data that
the AI systems will be using.

16

8
 22/04/2023

Artificial Intelligence in Human Resource

Management
How can we promote the responsible use of AI-based tools in human resources?
2. Provide a balanced understanding of AI tools
The creators of AI-based HR tools, meanwhile, should move away from selling AI as a
mysterious and powerful tool and toward emphasizing thoughtful, understandable, and
trustworthy designs.
Not only is this the more responsible path, but with growing concerns around the
potential ethical and legal challenges of AI in HR, organizations are increasingly
valuing this approach.

17

Artificial Intelligence in Human Resource

Management
How can we promote the responsible use of AI-based tools in human resources?
2. Provide a balanced understanding of AI tools

A tool that is clear about how it works, provides explanations for its
recommendations, and is less grandiose in its claims will provide organizations
and users with a better understanding of how the recommendations generated by
the AI algorithm can be combined with human input and oversight in an effective
way.

18

9
 22/04/2023

Artificial Intelligence in Human Resource

Management
How can we promote the responsible use of AI-based tools in human resources?
3. Establish an organizational infrastructure
Finally, organizations should recognize that the effective use of AI-based HR tools
requires considerable planning, with a key aspect of that planning centering on
the human-AI relationship.
One aspect of this planning includes ensuring that the previous two steps are taken:
that users have an adequate input into and understanding of the AI system, and that the
tool being used is transparent and understandable.
In addition, organizations need to give considerable thought and guidance on
how employees should use the tool and combine its use with their own insights
and judgements.

19

Artificial Intelligence in Human Resource

Management

20

10