How Artificial Intelligence Can Eliminate Bias And Improve HR Operations
Source – forbes.com
The use of artificial intelligence (AI) is growing, and according to a report by Accenture, it is expected to double economic growth by 2035 with its integration. From simple AI pieces to more complex problem-solving uses, the technology has multiple benefits that can help make employees more productive, efficient and error-free.
Using AI as an HR function provides additional advantages by automating many of the processes that a manager does on a daily basis that can be time-consuming and arduous at best. By adding AI into the mix, HR professionals can significantly improve and streamline operations, whether by reducing administrative work or by supporting assessments and corrective actions in a bias-free manner.
Below, eight members of Forbes Human Resources Councilshare some ways that AI is already impacting, and is expected to improve, day-to-day operations for HR managers:
1. Take The Human Out Of Human Resources
I believe that artificial intelligence can be a tremendous value-add into an HR tech strategy, enabling research, data gathering, information shaping and sharing, and if/then tasks to be delegated and automated, all the while still having a high level of customer service to the business. – Philip Dana, Bridgepoint Education
2. Increase Predictive Data Decision-Making
As complex data analysis becomes easily accessible, an increase in predictive data decision-making will change how we solve and deliver results. For example, performance, culture and career-alignment analysis, beyond job description match, will help employers target strong candidates in a job search. Or analysis of worker or product movement will change security and safety procedures. – Thoai Ha, Lynx Innovation
3. Expand HR As A Resource
The HR function will not be less human with the introduction of artificial intelligence. AI will be suitable for more basic tasks and even in helping managers with performance management tasks — for example, appraisals and corrective action. Companies will still need people in their HR offices to be available for consult, and to make sure AI is delivering information properly. AI will help expand HR as a resource. – John Mauck, WLR Automotive Group
4. Eliminate Human Bias
Although we cannot entirely remove the “human” aspect of HR yet, artificial intelligence will unequivocally work as an advocate to HR. AI will help eliminate human bias by identifying potential bias in job descriptions and HR communication. Not only will it further protect the company from discrimination litigation, but it also improves the balance of gender and demographics within the workplace. – Tiffany Servatius, Scott’s Marketplace
5. Become A Tactical And Strategic Asset
Artificial intelligence will evolve as a tactical and strategic asset for HR. AI can be used for tactical duties such as recruiting, onboarding, benefits administration and performance management. The data from AI can be analyzed to improve operational efficiency and to create strategic plans based on real-time data for business goals, employee retention, succession planning and organizational development. – Bridgette Wilder, Media Fusion
6. Reduce Administrative Work
In the next few years, we’ll begin to see artificial intelligence automating certain administrative functions and reducing the number of menial tasks faced by HR employees. This will give them more time to focus on the elements of their job that AI cannot replace, such as building relationships with current and future employees. In the end, AI will not be able to replace the “H” in “HR.” – John Feldmann, Insperity
7. Allow More People Time For HR
“I want more paperwork,” said no HR person ever. Artificial intelligence will help to continually automate tedious administrative processes so that we can be freed up to do what we should be doing best — improving our people and their experiences at our company. More time will be freed up to meet with and address employees’ real needs, such as engagement, morale, career development, mentoring and retention. – Ashley Wilczek, Justice AV Solutions.
8. Improve Decision-Making And Drive Results
Artificial intelligence like predictive analytics can offer insight into the likelihood of an employee leaving, their potential and overall level of engagement — information that can lead to better decisions. With insights based on real data, leaders will become better equipped to take on proactive employee engagement day to day, and influence positive outcomes for individual employees, teams and their organization. – Lisa Sterling, Ceridian.