www.peopleandmanagement.com
New employees have no idea about their
new workplace. IBM is creating a system to
answer a new employee’s most pressing or
job critical questions. The AI-based system
can provide the names, locations and contact
info for people they should connect with on
their fi rst day. and create the best-unbiased talent pool based
strictly on talent. These AI recruiters can
automatically provide ongoing feedback to
candidates, schedule interviews, and answer
their questions in real time. This efficient
process helps HRs to convert prospective
candidates to hires.
HRs have to generally deal with vacation
requests, training requirements, hiring
processes etc. AI’s cognitive engines could help
HRs drive their key day-to-day decisions in the
workplace. When HR is fi lled with employee
vacation requests, AI-based systems can
notify further employees not to request as it
might get declined. Based on team size, work, AI’s assistance with HR management is
of great benefi t in performance evaluation.
Monitoring employee performance generates
a large volume of data and metrics. AI can
contribute valuable and systematized insights
for each individual employee and their
behavioural assessment. With these metrics,
an HR executive can set grading systems
productivity, AI can provide team managers
with a list of training opportunities for the
team members. for each employee and conduct periodical
automatized reviews with regard to set
performance goals.
While applying for a new job, applicants
expect custom experiences tailored to their
unique needs, the correct set of benefits
or development opportunities. AI can help
streamline this hiring process for HRs as well
as the applicants. Based on the company’s past
recruitment approach, AI-based cognitive
solutions can help hiring managers tap into
multiple data sources and reveal new insights
for a better talent acquisition process. AI
algorithms and techniques like auto-screening
can segregate, accept or decline applicants In the corporate world, one of the best fi elds
to put AI to good use are HR departments. Even
though the HR landscape will be transformed
by an AI tech, HR teams need to learn to cope
with it to take better advantage of these AI
advancements. HR practitioners must have a
clear understanding of how AI-based decisions
are made to reduce biases into their employee
development, on-boarding, and performance
review programs. This transparency is vital
in terms of employees trusting the new
technology. P & M
Vol. 10 Issue 2 • FEBRUARY 2019, Delhi NCR |
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