15

Jan, 2017

The ERA of Artificial Intelligence in HR

Dr. Divya Jain

Technology in HR has revamped the way workforce practices dealt with, in earlier days. This has now become an on-going practice to question and re-engineer prevalent work practices and make it a seamless experience for each and every employee associated with the same. Big data analytics, in this, played a crucial role in bringing raw and subjective data, with regards to performance, on-boarding, attrition, exit interview, job-satisfaction to mention a few into a much more meaningful data based on which crucial decisions can be taken by the management.

On one frontier, where analytics in HR is the key to understand the big data via descriptive analytics, Artificial Intelligence (herein referred, AI) is the buzz of the market which completely focuses upon prescriptive analytics. AI, now-a-days can be seen in every phase of our lives. May it be a language comprehension, or diagnosing any health related problem, financial investment suggestion or making an on-line purchase. Similarly, AI has its impact upon considering the workforce patterns and suggesting the better of the methods/ways one can adopt in successfully dealing with a variety of issues in this agile economy.

In a latest research by Accenture, the influence of AI upon 12 major economies that constitute 50 % of the economy globally was studied and one of the major insights was that the execution of AI will contribute towards 40-50 % growth in driving efficiency at work.Thus, AI has the potential to replicate the sensing and responding capabilities of the people which will contribute in analyzing and gain clarity on what has to be done, how the work needs to be done, effectiveness of the function that is being followed.It can very well be explained with the instance of a machine in operation. If the robots have been functioned in the manner that they understand, interpret and respond the way a human being can, it definitely saves man hours, risk of accident etc.

As stated earlier, AI focuses on prescriptive analysis which on a large scale deals with managing huge workforce towards solving different issues arises in organizational settings and simultaneously achieving employee satisfaction. How about on-boarding formalities completed within few hours of joining? When a machine recognizes the level of disengagement at work on account of health issues, monotony, stress to mention a few? This can easily be tracked and measures are taken to either minimise the consequence of the same or eradicate completely by initiating some counselling/mentoring session, learning programs, shuffling of duties temporarily.. In a nut shell, AI proves to be a user friendly concept which when applies to organizational settings may result in yielding profitability and organizational development.

The ERA of Artificial Intelligence in HR

Technology in HR has revamped the way workforce practices dealt with, in earlier days. This has now become an on-going practice to question & re-engineer prevalent work practices & make it a seamless experience for each & every employee associated with the same.