Artificial Intelligence (A I) and HR

Artificial Intelligence ( A I) and HR
After I booked an airline ticket recently, I was flooded with offers from other airlines and from hotels in
the city I was travelling to. A little querying and I had the answer. My simple act of booking a ticket
triggered off several reactions from many related quarters, all with the use of Artificial Intelligence. A
month after my trip I still get feelers from various service sectors, with the last one from a real estate firm
in Bangalore where I visited. A smart program; also referred to as Artificial Intelligence is at work and I am
a subject like millions elsewhere.
Some of the key terms used in AI are Machine learning, Deep learning, Predictive modelling and Predictive
analysis.
Started in the 1950s, the concept of Artificial Intelligence soon grew to engage a number of forward
looking techies, whose dream was to build the intelligent machine that could someday replicate most of
the activities done by human beings. Later developments in AI found applications in movies, space travel
and increasingly into transportation, especially the automobile. While a large number of industries and
other disciplines have come to depend on AI with several suitable applications, HR has been slow to adapt,
as most of the activities in HR were felt to need human intervention. But then with robots and programs
introduced to take over routine functions, many of the repetitive and monotonous HR functions also got
mechanised.
The current usage of AI in most walks of life, provoke an enquiry into the possible applications of AI in the
HR field as under:
1.Recruitment.
While a lot of tasks like shortlisting candidates, sending call letters and even scheduling interviews are
done using some application of A I, the scope in recruitment is immense. With the specs of an ideal
candidate profile fed into a computer, the algorithm can be fine-tuned to search for candidates from any
sector, not necessarily from a similar industry. Thus the CEO of a bank can be from the travel industry or
even a successful trader. Some of this may actually be happening, given the shortlisted candidate profile
for certain critical positions. ( CEO of Uber etc.).AI can also help do away with the subjective bias involved
in selection by a panel, however experienced in the art.
The entry of Google Hire, targeted at the recruitment function in HR, may revolutionise the way selection
is made. Introduced abroad very recently, it will surely make its way to India shortly. Once fully utilised,
Google Hire may develop a unique HR ecosystem.
2.Learning and Development
Rather than the functional head recommending training needs for her team, AI can individualise training
needs, based on the interests, previous track record and even the browsing history of the employee. Thus
an employee who is in sales may be more interested in academics based on what she browses and may
be better utilised as a trainer after adequate training in the given area.
Classroom training can be improved just by analysing genuine feedback given by participants that could
lead to a strategic realignment of training methodology.
3. Performance assessment
One major lacuna in effective assessment is the lack of a professional assessment by the line manager
who, busy with day to day activities, just grabs some time to tick the boxes in the appraisal sheet. Instead,
if she is provided with correct data by the machine, accounting for all activities done by the assesse
colleague, the perennial problem of ignoring earlier achievements can be overcome, to enable a more
accurate assessment and a valid feedback supported by facts and figures. The appraisal then gets more
accepted as impartial. Performance indicators can be assessed more accurately, and with a system of
capturing all the desired behavioural attributes for various positions, the assessment of behaviours can
also be more relevant. The machine then can throw up model profiles in each function complete with
performance and behavioural competencies, to help in shortlisting ideal candidates for selection.
The current profiling may be restricted to known and familiar features like from India. Imagine if these
characteristics could slowly cover Asian, European, and the American profiles with categorisation based
on age, sex and culture. The entire approach to recruitment and talent development may change
completely.
Employer branding could take on so many more hues incorporating characteristics from near and far.
Some programs have already started building an interface between the employer brand, the employees
and the desired culture in the company.
HR has always depended on technology, be it the compensation packages, HR systems or even the simple
use of multitasking. HR needs to be more involved in the use of AI demanding, and by asking the tech
team in the organisation to provide them with many more features available through IT programs. Thus
HR can ask for a function that helps accept and sort thousands of CVs as per laid down criteria, demand a
profiling snapshot of the best performers in the company against which future recruitment may be done,
demand a system that captures all aspects of an employee’s performance and build a model with the best
competencies that are required based on the Vision and Mission of the organisation; all these to make it
easier for the HR function to be more accurate, fast and provide quicker support.
Most HR specialists are highly imaginative and forward looking individuals, which has resulted in the
evolution of many new people oriented concepts such as engagement, variable pay and the commonly
used stay interviews. It is for these same individuals to define new areas that HR wants to explore, make
a framework and ask the tech dept. to provide them with in house tools, customised for each organisation.
That could make the HR function dynamic and exciting.
Let us hope the HR professional goes ahead and makes that list of all that the HR team wants from the IT
team of the organisation to transform the workplace.
Wish you all happy times ahead.
A.J Job Xavier- Mumbai
98923 29188

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Artificial Intelligence ( A I) and HR

2.Learning and Development

That could make the HR function dynamic and exciting.

Wish you all happy times ahead.

A.J Job Xavier- Mumbai

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