How Artificial Intelligence Helped HR Increase Employee Productivity

Artificial Intelligence has proven its worth in the corporate workspace time and time again. The HR department is no different, and the technology has been implanted in analytic, predictive, and diagnostic applications that let HR staff make the best decisions.

Today, let’s talk about how HR has helped increase workplace productivity through the power of Artificial Intelligence.

1. Improving Employee Experience

AI and apps help you track employees better, and they do this through insightful data analysis. By gathering the work ethic of employees, AI can generate plans for improving their efficiency without costing their mental or physical health.

Improving these factors is key to keeping a high retention rate for employees. High turnover is often the result of mismanagement and failure to see unrest in the workplace.

With AI, HR staff will have an easier time finding out what’s wrong in a workspace. Therefore, they can make moves to improve the employee experience through new policies or activities.

HR should also notify upper management of these findings, as they have the most power in changing the workplace experience. Artificial intelligence, contrary to popular belief, builds stronger human connections.

AI and risk management systems mitigate the daily risks that your employees might encounter. By predicting issues such as burnout and employee engagement, HR staff can more effectively connect with the employees under their care.

Productive and engaging conversations are possible through AI, as it leads HR staff to problems in the workplace fast.

 

2. Smart Hiring Practices

HR’s duties include empowering the workforce, and one of the best ways to accomplish this is through efficient addition of manpower by recruiting skilled employees. The traditional method of hiring involved a lengthy process that left potential hires with a sour taste.

To be less dry, companies now use AI to transfer their resumes quickly into their system. This saves time not just for the hire, but for the recruiters as well. Certain AI even does background checks automatically on potential hires.

All of this data is stored for future use, and makes repetition a thing of the past.

The recruitment experience of your potential hires is crucial to building good relationships, and AI helps you do just that. It analyzes their resume, from interests to work experience, and assigns them to a position suited to their skills.
AI shaves off a lot of the common questions done in a recruitment process, leaving recruiters space to focus on deeper questions for potential hires.

 

3. Employee Referrals

When it comes to employee referrals, AI has HR covered as well. The algorithm automatically analyzes the quality of hires that an employee is referring to. This leads HR staff to pinpoint which employees have a good eye for referrals. Certain employees even get promoted to a recruiter role due to their skill in referring hires.

Not only that, but this also gives a spotlight to employees who understand the company’s culture. A deep understanding of workspace culture is needed to know whether or not a potential hire is a good fit for the company.
When a successful hire occurs, AI will note that hires’ skills, interests, and work experience and compare it to future potential hires. This lets recruiters easily spot great resumes without manually reading each one.

 

4. Training Enhancements

Training your employees is a crucial task of HR, and AI has streamlined the process. AI compiles all of the training data used by a company and compiles it into an easy-to-follow training program.

By analyzing the success rate of certain training techniques, in contrast to the success of employees who underwent that training, AI picks out the best training methods.

AI is a strong supplement to human training, as it covers any gaps in knowledge. There is no replacement for human trainers, but the existence of AI only makes their jobs easier and more effective.

An agile learning model supports training on an individual level, which is a large improvement over the “broad strokes” training of yesteryear. Broad strokes can only teach an employee so much, and trainers are limited in number.

AI lets every trainee test their limits through individual analysis.

 

5. Workflow Improvements

Artificial Intelligence helps improve workflow on a micro and macro scale. On a micro-scale, AI analyzes the individual worker and their work ethic. The AI will correlate this to the quality of their output.

If it’s positive, the AI suggests the work ethic to similarly skilled employees. If the result is negative, then the AI provides the user with training materials and tips on how to improve their work ethic.

On a macro scale, the AI gathers the very best practices and starts applying them to policies and projects. A project’s prep time is significantly reduced thanks to the streamlining of efficient working practices.

 

6. Chatbots

Artificial Intelligence goes hand-in-hand with KYC, this can better help you understand your clients and customers to develop your business process where your employees can better align.

However, this same technology can be applied to employees as well. Chatbots can be used in the workplace to improve the relationship between HR staff and the employees.

Most employees value human interaction, and chatbots are the first step towards this. The unfortunate truth is that HR staff will always be outnumbered by the employees they aim to take care of.

To mitigate this, chatbots act as a middle man for employees to vent their concerns to. HR staff can then use the data gathered from that conversation, and use it in a conversation with said employee.

 

Conclusion

Artificial Intelligence is a tool, and one of the most powerful in any HR department’s arsenal. The ability to not only store massive quantities of data but also analyze it for the benefit of an organization is incredibly useful for a people-oriented department like HR.

AI is not a crutch nor is it a replacement. It is a supplement to existing policies that make them more efficient and engaging to employees. If your organization still hasn’t implemented AI into its environment, there is no better time than now.

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