Artificial intelligence in HRM
When we talk about Human Resources, is it always related to people management? In other words, people managing other people. For a very long time, HR professionals have been looking after processes manually, interacting with employees in person and saving documents and other important company guidelines in hardcopy files. The grunt work is more the majority of the job rather than the exciting human aspects. But HR was not trained to be data collectors and scrubbers.
The technology wave launched in the late 90s with companies wanting to streamline processes with features like ATS, talent management and performance management. These enablers eased out routine, monotonous functions for HR professionals. However, more recently, things have taken a 360 degree turn with the coronavirus pandemic, forcing people to stay away from each other, dissuading employees to work in-person and calling for long-term remote management of employees.
HR was, for the first time in history thrown a stumbling block that they’ve never had to deal with. And their chosen modus operandi was what led the world to look up to Human Resources for not just emerging from the ravages of the pandemic but also to manoeuvre the way in the best, way possible. So what exactly was it that HR opted for, that led them to successfully convert an adversity into opportunity?
Almost every company was forced to embrace HR technology and use remote software tools for managing people. Be it recruiting, onboarding or conducting performance evaluations, HR technology was what bridged the tangible gap between employees and the intangible gap between man and machine.
Often when we speak about future technology trends, it is about yearning for better employee engagement with online forums and guaranteeing employee work satisfaction with pulse surveys. Although peopleHum boasts these quintessential features of HR technology, this is merely the tip of the iceberg that peopleHum has to offer! This blog will explore how the gap between HR and tech is bridged in the ‘New Normal’ thanks to new-age HR tech trends, the evolving HR digitalization and HRMS platforms like peopleHum leading the race with strategized recruiting, virtual communication and online 1-on-1s, which ensures employee engagement and resilience.
How AI in HR impacts employee and candidate experience
"The simplification of work, increased productivity, taking the “friction” out of processes and work activities, and enabling people to do less repetitive, manual work. This gives time back for more insight-oriented, higher-impact tasks. How? Easier access to curated data, visualization, along with bots and AI.” - Mike Fenlon, Chief People Officer, PwC
Top 7 HR technology trends in 2022
AI as a technology has enough potential to enhance employee experience and candidate experience. Following are some areas where HR tech trends i.e. the use of AI in HR has proven successful and will continue to do so in times to come -
1. Remote work made better
Owing to the demands of a remote workforce, online HR platforms are transcending the social distance between employees while ensuring the physical social distance remains intact. Remote yet accessible HR digitalization platforms, having a plethora of tools like talent management, attendance management, etc. for monitoring employees are increasingly being used due to the changes caused by the pandemic.
2. Diverse and inclusive hiring
With automated recruitment, there is lesser human bias in the hiring process. This ensures an inclusive recruiting process, which offers equal opportunity to all and integrates candidates from diverse backgrounds. Being an epitome of the ‘Future of Work’, this kind of hiring equalizes HR functions in the ‘New Normal’.
3. Aligning generational gaps at work
With HR softwares, millennials, Gen Z and boomers all find a common communication channel at the workplace, which does not discriminate against employees on the basis of their age. This fosters better employee interaction without inhibition since every employee is exposed to the same amount of information on all things HR as every other employee.
4. Better transparency and accountability
AI in HR guarantees transparency in the entire performance management procedure with features like 360 degree feedback mechanism and 1-on-1s that make performance evaluation more employee-centred and subjective. This ensures a balanced degree of employer-employee trust while respecting each employee’s data privacy. In addition to this, employees feel more wanted, motivated and accountable for their individual contributions and this results in a positive dent on the company’s ladder of success.
5. Encouraging agile team building
Thanks to a unified HR engagement software, interaction and collaboration between cross-functional teams increase. The common algorithmic engagement platform strengthens team building endeavours and aims to achieve organizational agility during times of change in a fluid manner. This crisis management function of Artificial Intelligence in HR tech trends leads organizations to bounce back from temporary failure and equips them with a long-term resiliency strategy.
Also read : Team building without time wasting
6. Syncing talent acquisition with company culture
An automated Human Resource Management System makes it easier for HR professionals to get clarity on the organizational culture, values, purpose and goals. Keeping this in the back of their head permits them to engage in attracting talent that aligns with their company’s vision and mission. This detailed activity of hunting for and recruiting the right candidates for better employee engagement and retention is made easier and smoother with HR digitalization and people analytics.
7. Anticipating user experience
An HR communications software exists to fill the void between employees who are both close or distant to each other. Constant improvements in the HR tech system rests on anticipating what its users are going to need in the future of work. With constant updates, a Human Resource software allows for personalization and aims to make vast amounts of information available to employees in the simplest way possible. In other words, ease of use and responsiveness are the focus of an efficient HR management system.
Today, we are witnessing HR tech trends developing rapidly and converging globally leading to a rise in demand for HR softwares for adapting to newer modes of functioning. Despite the line getting blurred between Human Resources and information Technology, each needs to be sensitive to the other’s concerns and needs. An efficient, long-lasting global solution combining tech automation and human authenticity is to develop a software that eliminates the risk of human error and puts an end to the monotony of mundane work, while at the same time capitalizing on the human brain’s originality, creativity, innovation and customization.
In the future of work and future of HR technology, IT and HR must find a balance of compromise in order to cater to both local and global employees. And this is what peopleHum strives to offer. By linking two distinct fields into one and by maintaining the fine balance between man and machine, peopleHum is one among those in the race to ace HR tech trends and successfully establish HR softwares on a mass-level while at the same time respecting each sector’s individual contributions to the unified whole for easing mankind’s interactions with each other and with the artificial world of machines!