Artificial Intelligence (AI) could revolutionise the way HR professionals work. This article explores the key potential benefits which could be harnessed, but also the significant challenges involved.
Recruitment & Retention
No more filtering through mountains of CV’s, AI can do this for you. It can also conduct video interviews to assess candidate suitability and ensure a cultural fit, providing time and cost saving benefits during the recruitment process. AI could also help predict employee turnover by analysing job satisfaction and performance, allowing HR teams to intervene when early signs of attrition are identified.
Onboarding & Training
Chatbots can streamline the onboarding process by guiding new employees through their induction, and providing the necessary documentation, allowing HR teams time to focus on other more demanding issues.
Engagement & Wellbeing
AI can conduct employee surveys and analyse feedback to provide valuable insights and gauge employee morale. HR teams can use this data to identify trends and develop strategies to enhance engagement and wellbeing.
Performance Management & Feedback
AI has the power to analyse performance management metrics and provide insights into employee strengths and weaknesses, helping HR teams to make informed decisions about how an employee performs. It can also highlight areas for improvement and reveal hidden strengths.
Annual Leave & Absence Monitoring
AI can manage annual leave requests and provide payroll input. It can also automate attendance tracking, and flag recurrent absenteeism patterns before they escalate, allowing HR teams to intervene and implement preventative measures.
The challenges of AI in HR
However, whilst AI can undoubtedly improve efficiency and streamline HR processes, there are significant potential challenges to consider:
- There must be transparency to allow for accountability and responsibility.
- Strict compliance is required with regards to data security to ensure personal data is protected.
- Auditing must be carried out to ensure algorithms are bias-free and that they are operating within legal parameters.
- Automated recruitment processes could give rise to claims of discrimination, particularly in respect of the employer’s duty to make reasonable adjustments for disabilities.
- Organisations require the tools and skills to interpret data effectively.
- There is still some uncertainty surrounding AI, therefore employees would need to be educated to promote trust and transparency.
- Employees may fear losing their jobs to AI which may result in increased levels of anxiety within the organisation, and reduced wellbeing. The introduction of AI technology requires a significant amount of thought and planning.
How can EML assist?
If you’re an employer who needs assistance with regards to the use of AI in HR processes, EML could assist with any data protection implications and carry out auditing by running a series of test scenarios that we know could give rise to bias and/or discrimination. We could also help employers with the potential consequences of increased use of AI, e.g. via advice/support on redundancies, the provision of outplacement services etc.
If you would like further advice with regards to this article, or you have any other HR, Employment Law or Health, Safety & Wellbeing issue you would like to discuss, please contact us on 01942 727200 or email firstname.lastname@example.org