October 10, 2024
The Role of AI in Human Resource Management Assignments
Guest Post
Content Writer
For several years now, one of the most striking trends in the field of personnel management has been the automation and digitalization of HR processes using artificial intelligence. The trend has been greatly advanced by the mass introduction of remote work and hybrid work formats. The need to establish remote communication has spurred the development of neural networks in all aspects of working with personnel. In the article, we will talk about how AI can be useful in human resource management assignments.
If you have just started to study Human Resource Management and don’t know how to implement AI while doing your assignments, you can seek help from other sources. For example, there are special writing services where you can get assignment help if some topic is unclear to you.
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Recruitment optimization
One of the key tasks of personnel management is recruitment. The use of AI in Human Resource Management, including neural networks, allows for automation and, therefore, optimization of recruitment, initial assessment of resumes, and, in general, communication with candidates. Artificial intelligence is capable of processing more information than a person—up to 1000 resumes per day. Therefore, mass recruitment today cannot be done without automated recruiting systems, in particular, chatbots, which act as full-fledged assistants to recruiters.
Artificial intelligence in personnel selection today is represented not only by automated workplaces of recruitment managers but also by recruiting robots in the format of chatbots. The scenario of communication between a chatbot and a candidate looks like this: the robot calls the candidate by phone or messenger, introduces itself, informs about the vacancies available, and talks about the benefits of working in the company.
As soon as contact is established, the system asks the candidate several questions. The first, for example, may sound like this: “In which area would you like to work?”
After the answer and if there are vacancies in a certain location, another question is asked: “When are you ready to come for an interview?” After processing the answers, the recruiting robot independently schedules a meeting and enters information about it into the calendar of a real recruiter.
Then, the applicant receives an invitation with all the details of the vacancy, and the recruiter sees a report on the contact in the database. The day before the interview, the robot calls the applicant again to remind them of the meeting or to reschedule it if one of the parties has changed plans.
Improving adaptation
During the first few days at a new company, it’s crucial for employees to absorb as much information as possible about the organization, their department, and their specific roles. Naturally, this process leads to common questions that many new hires have asked before, such as:
- Who should I contact for specific queries?
- Where can I find important documents?
- How do I access my benefits?
- Who should I call in case of an emergency?
Traditionally, HR specialists would answer these questions, but now AI in Human Resource Management or personnel management can handle this swiftly and efficiently.
Take ChatGPT, for example—it has already proven its value in HR, especially during onboarding. This AI tool generates content based on given parameters and excels at quickly processing requests, delivering polished text, and creating content from minimal input. It’s particularly useful when companies need to update the tone of voice in onboarding materials or add a creative touch to them.
ChatGPT can draft a welcome letter for a new hire, offer a template for a newcomer handbook, or generate a schedule for the first day at the office. When evaluating the employee’s first day or week, it can assist by creating questionnaires and organizing orientation meetings. These are just a few of the clear advantages of using AI in personnel management.
Burnout prevention and behavioral analytics
Big data-based personnel analytics is the area where artificial intelligence in HR is most involved. AI analyzes a lot of data and draws conclusions about deviations from the plan, positive dynamics of processes, abnormal periods, and events. Artificial intelligence also helps analyze employee productivity and provides managers with data for conclusions about which processes and resources need to be optimized to improve performance. Digital technologies identify those specialists who have potential for development and those who can slow down processes.
Tools that can also predict a decrease in engagement in advance, including dismissal due to burnout, quite diversely represent AI in Human Resource Management today. In addition, automated systems can already assess the level of happiness and well-being of even remote employees using behavioral analytics.
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E-learning platforms are increasingly using artificial intelligence to train and develop employee competencies that they need for development and further growth. AI in HR, in addition to many other tasks, automatically plans, organizes, and coordinates training programs, content creation, and monitoring of employee residual knowledge. It turns out that, in a global sense, artificial intelligence also works to retain staff. In this case, AI-based analysis helps the HR manager better understand the individual motives of employees and determine who is ready for promotion and consciously strives for it.
Retention-focused AI technologies enable HR teams to create tailored feedback surveys, reward systems, and recognition programs, all of which further engage employees and discourage them from thinking about switching companies.
Automation of document flow
The chatbot can become a personal assistant for the recruiters themselves. The document flow automation system based on generative AI will allow the HR department to avoid wasting time processing and verifying applications. The neural network classifies incoming documents, recognizes their structure, extracts the necessary data, and transfers them to the corporate accounting system. If documents are missing when submitting an application, or the data in them is filled in incorrectly, the system will return the papers to the employee for correction.
To sum up
Many decisions in Human Resource Management are made intuitively based on subjective opinions. Research done by HR Future digital magazine on the rise of AI in HR shows that most recruiters make a decision about a candidate within the first 60 seconds of the meeting, often based on appearance, handshake, clothing, or speech. Even when using assessment centers, tests, and competency-based interviews, the error rate is 30-40%. Using artificial intelligence (AI) systems in selection increases the success rate by more than 30% and eliminates interview bias.
That’s why we can’t deny that AI plays a great role in Human Resource Management.
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