Article: How AI is solving people related problems

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How AI is solving people related problems

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How AI is solving people related problems

Disruptive technologies are here to stay; they have become part and parcel of our day to day lives.  Thanks to advanced technology, artificial intelligence is now making computers “think” for themselves. AI technologies viz., expert systems, natural language processing, and robotics are becoming an important part of our everyday lives. 

Here’s how they are being applied to solve people-related problems:

Expert systems in HR talent acquisition can help recruiters to source suitable candidate resumes and give recommendations for the selection of prospective and potential applicants. Here’s how the expert system works: Firstly, a profile that is suitable to the open position is matched to job description and competencies, experience, salary etc. Motivation and culture fit are other factors that are crucial while hiring. The recruiter first puts the general data requirements including education, experience, technical and behavioral competencies about the open position into the computer expert system. The expert system proposes a hypothesis and then tests it. First, it searches for clues to support the hypothesis. In case the expert system is unable to confirm or reject the hypothesis, it can then ask the recruiter additional questions and even request for certain psychometric assessment and other tests to be performed. The diagnosis is made by comparing the applicant profile with those of the various requirements of the job. This process goes on till the match is found. Later, taking into account the previous employment history, compensation fitment and the candidate’s motivation and cultural fit, the expert system offers a recommendation and next course of action, which should be appropriate for the organization and prospective candidate. 

Expert systems can help in predicting trends in attrition. Firstly, AI technologies analyze employees from within the company by looking at data related to their tenure, level, function, gender etc., This is also matched with inputs from exit interviews and it predicts attrition trends. Expert systems are capable of predicting the trends in attrition for upcoming years, it also suggests action points to minimize attrition. 

Similarly, expert systems are capable of predicting HIPO (high potential) employees in an organization.Information about employees’ performance ratings, achievements, rewards, recognitions, skill set, and mindset is analyzed across all respective functions and processes. The system then analyzes the data based on the organization’s requirements and suggests suitable internal candidates for future roles or for any new challenging assignments. 

Natural language processing: Today, we have machines that are capable of responding in real-time to operators’ queries. Similarly, in the field of HR, if you ask questions related to employee information,the system can give you information pertaining to the company. It can tell you the exact head count details, the diversity ratio or how many employees joined or left on a particular date.  It can also consolidate data about employees who are on leave, even those who are on a break based on integrated technologies linked to attendance swipe machine, workstation, machines.  

Robotics: Electro – mechanical robots are now replacing human labor in Japanese automobile industry.In the HR field, robotic systems can be programmed to perform manual tasks; they can move materials, machines, tools, and perform a variety of tasks. Autonomous intelligent robots include sensory devices such as tactile sensors and cameras. It can be programmed to perform different functions. The system reprograms itself based on the signals received from its sensors .They can be used to perform manual tasks for roles where employees  could be exposed to hazardous substances or dangerous goods. For instance, welding, as elders get exposed to dangerous fumes and heat, similarly, garage workers are exposed to painting, solvents, oils and grease likewise cleaners who handles chemical substances like bleach or acids. Imagine a future where robots can step in and alleviate the dangers posed to employees in these roles – it is truly game-changing.

A number of other AI systems are forthcoming, and interestingly, some of these would even provide advice on matters related to employee relations, general administration, and legal advice.They are being used in plethora of fields to solve complex mathematical problems, database management, information retrieval, forecasting economic trends, business intelligence and even to assist management in taking decisions   

In fact development in technology gives more opportunities and benefits to both the people and organization. There is  a high likelihood that manual labor work could soon  be obsolete. For example robots are used in the automobile industry in an assembly line, welding and in many areas. However, advancements in AI technologies demands new skill set and mindsets. Leaders and employees need to learn new technologies, new systems and new processes. They must be willing to adapt and align  with emerging technologies as we are in the era of survival of the fastest. It’s time to leverage technology in the retrieval of relevant information to make the right decisions, save time, energy and cost. Therefore, it is clear that we should use technology for strategic initiates and to add value to businesses. On other hand, machines cannot think, analyze and judge. Atleast, not yet!

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Topics: HR Analytics, HR Technology, #Lets Talk Talent

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