The terror of artificial intelligence haunts employees in their dreams and in their work
Artificial intelligence In the future, artificial intelligence will be able to appoint qualified employees, and dismiss those who do not achieve the goals set for them by departments, in addition to performing more complex tasks, such as responding to employee inquiries related to human resources affairs such as job evaluations, and mechanisms applied to increase wages. , managing and selecting programs that contribute to the development of employee performance and managing their records, and many others.
As evidence of the increasing interest of human resources departments in artificial intelligence applications, research company IDC said that a study on the future of business revealed that 60 percent of global companies will adopt artificial intelligence and machine learning tools to support their business and improve employee performance and satisfaction.
Also, 80 percent of international organizations said that by 2024 they will use HR managers with AI expertise to apply their knowledge in the recruitment, assessment and development of people.
Among the uses for human resources teams that enable them to take advantage of AI technology are to capture talent, reduce the time spent on hiring new employees by automating manual tasks, and hone the most successful communication strategies.
The Chat GBT chatbot can also be used to generate employment interview questions according to desired positions, discover candidates' weaknesses, and respond to unexpected questions on their part.
After selecting the appropriate employees, artificial intelligence programs can verify their academic and professional documents and qualifications, and conduct an introductory tour of the company and its laws at a later stage, which leaves a positive impression on the organization's brand.
To facilitate employee integration into the company, AI software can customize the onboarding process by analyzing data about each employee, such as their skills and preferences, and tailoring trainings for them accordingly.
In the field of employee monitoring, artificial intelligence applications can evaluate their performance, behavior, and participation, and provide human resources officials with notifications and alerts when any violation of the organization's policy is detected, as well as analyze work patterns and emails, which helps management to address any problems before they escalate, and improve the functioning of employees. Work evaluates data related to the amount of time spent on specific tasks.
AI enables automation of repetitive and time-consuming tasks, so HR professionals can focus on building strategies.
Despite all the benefits that we mentioned earlier, there are considerations that must be taken into account when human resources departments consider investing in artificial intelligence tools, such as remembering that there are limits to this technology. This is what makes it reject many qualified job seekers who may only lack some skills from the pre-established list.
It is also necessary to keep data privacy and cybersecurity risks in mind when integrating AI applications into human resource departments, and to reassure employees of the security of their personal data such as banking details and health insurance.
Using AI to assess talent comes with risks, in the form of complex data sources and modeling techniques, so that even the experts who model the tests will not be able to understand how the technology arrives at its decisions, or respond to conditions that the algorithms did not see.
There is no doubt that AI is having a significant impact on HR. From automating routine tasks to providing data-backed insights for more objective decision-making, to enhancing how companies attract, develop and retain talent, it is important for HR professionals to realize that AI should not To replace the human touch in human resources.
Accordingly, companies must be able to balance technology and human participation to achieve the greatest benefits, as artificial intelligence alone cannot give the full picture of the situation, and therefore HR professionals must dive deeper into the reasons behind the data to understand and interpret the results correctly, and draw on experience process to make the right decisions.
A good example of concerns related to the application of artificial intelligence in the field of employment, the passage of the US state of New York a law that requires companies to review recruitment programs supported by artificial intelligence in search of any biases, with the imposition of fines for companies that violate this law.