Impact of Artificial Intelligence on Hr Jobs

Artificial Intelligence means using intelligence which is artificially created. It is a branch of science that aims in creating intelligent machines which work and behave like humans.

It is classified as four types

1. Purely reactive: This is the most basic form of AI. It does not form any memories to affect current decisions. For example, chess player machine
2. Limited memory: It considers past experiences and keeps on adding them to pre-programmed representations in the world. For example, self-driving cars, chatbots
3. Theory of Mind: It has capability to understand human behaviour and emotions and can act upon it. For example, Robots from Star Wars
4. Self-aware: They are super intelligent machines and can predict others’ feelings. For example, Eva robot in movie Ex Machina

AI mainly aims at increasing the time efficiency by automating the repetitive and menial tasks.

This purpose is to ease out and simplify the work performed by humans, so that they utilize their time more efficiently.

The areas in HR where there would be a major impact:

1. Talent Acquisition -Resume screening

Writing up the job descriptions, sifting and screening of multiple resumes is in process of getting automated. There would be applications which would perform the screening in less time and would relieve from this repetitive task.

2. Recruitment -Scheduling

Calling /texting potential candidates and following them up from time to time, would be replaced by bots. Bots will schedule the time with candidates for interviews and follow up with them, without human intervention, saving time and efforts.

3. Administrative Operations work

HR Administration once used to be one of the major work of HR. But now it’s considered to involve most repetitive and menial work which includes updating and tracking HRIS (human resources information system). Also, answering the employee queries via phone/mail. This area of work is now getting automated, where most of the employee queries are being via chatbots. These chatbots have been programmed to attend any employee query and avoids manual intervention.

4. HR Analytics

Analytics is an area which is being imbibed in every domain of work, be it marketing, finance or even HR. HR/People analytics is the most important part of AI which will help us to understand and solve the current issues and also predict the future trends.

To determine which data to track and utilize, attract best talent, employee retention,

Attrition rate, employee engagement, training needs, and many others.

HR would need to create HR marketing positions meant for building brand awareness in this area. Also, there is a need to stay abreast with the current business scenarios and be involved in strategy making. HR has the power of having loads of employee data, which can be used to determine the present and future trends.

HR now will have more time for the “human” side of their positions, leaving bots do the mundane tasks of searching, updating, query resolver.