In recent years, the rise of artificial intelligence (AI) has begun to revolutionize many different industries and business functions, with Human Resources Management being no exception. With the help of AI, HR professionals now have the potential to automate many of the tasks that they used to have to do manually; ultimately freeing up their time so that they can focus on more important things, such as strategy, employee development, and talent acquisition.
To truly appreciate the impact that AI can have on Human Resource Management, one must first understand what AI is and how it works.
AI has been defined in many ways, but in general, it can be described as a way of making a computer system “smart” – that is, able to understand complex tasks and carry out complex commands.
In many ways, we are already seeing examples of AI in our personal and professional lives. For example, many of us use virtual assistants like Siri or Alexa to help us with tasks both big and small. Even something as simple as a spell checker on our phones or computers is a form of AI and as these capabilities become more advanced, they will be able to help us with more complex tasks.
There are different types of AI, but some of the most common are machine learning, natural language processing, and computer vision. These are all areas where computers can be made to outperform humans – for example, by being able to learn faster and more accurately, or by understanding spoken or written language better than we do.
The apprehension around AI is understandable.
After all, AI is still a relatively new technology and there is bound to be some hesitancy in embracing it wholeheartedly. However, the potential benefits of AI far outweigh the risks. When it comes to Human Resource Management, AI can help identify patterns and trends that would otherwise be hidden. It can also help automate tedious and time-consuming tasks, freeing up HR professionals to focus on more strategic initiatives.
In the past decade, there has been a dramatic shift in the way that companies are using AI in Human Resource Management. This shift has been driven by advances in technology and data analytics that have made it possible to use AI for a wide range of HR functions, from recruiting and hiring to performance management and employee retention.
As a result of this shift, the role of the HR professional is changing. HR professionals are now required to have a deep understanding of how AI can be used to improve HR processes and help their organizations achieve their business goals. They also need to be able to identify and manage the risks associated with using AI in HR, such as data privacy concerns and potential bias in decision-making.
The use of AI in HR is transforming the industry and the role of the HR professional. With its ability to automate repetitive tasks, improve decision-making, and drive business results, AI is changing the way that companies operate and compete for talent. As the use of AI in HR grows, so too will the demand for HR professionals who are able to harness its power.
For many organizations, the prospect of deploying AI remains daunting, complex, and costly. Yet few companies would purposely dismiss or ignore a productivity boost of 30%, 50%, or 80% if such an opportunity were to present itself. Enter the use case for AI.
One such specific use for AI in the HRM space is in drafting performance reviews.
Long regarded as a necessary burden on managers, we know that writing the performance review documents can be laborious and taxing for even the most sophisticated leader. By assisting managers through a prompt-driven process, AI can now draft unique and customized first draft language for performance reviews or development plans. This applied use subsequently allows managers to spend less time on paperwork and more time interacting with their employees.
This is not an aspirational or ambitious forecast of the distant future, but rather an example of a capability that exists today! According to a recent study by Gartner, 86% of organizations will be using some form of AI by 2025.
One new entrant to this space is MgrWorkbench.ai. MgrWorkbench.ai aims to be a part of this trend by helping managers improve the quality and effectiveness of their performance reviews. Using artificial intelligence (AI) and natural language generation (NLG), the tool provides suggestions on what to say and how to say it, based on the specific situation and input from the manager.
Unlike many AI tools that require deep technical understanding and data engineering prowess, this startup is deploying capabilities designed to be easy to use and understand, so that any manager can benefit from using it. And because it is available online, as a Software As A Service (SaaS) tool anyone with internet access can use it.
In the past, organizations would have to worry about missing out on the next big technological innovation. However, with MgrWorkbench.ai, organizations can now easily deploy artificial intelligence and natural language generation at scale with minimal cost and no necessary technological expertise. This allows organizations to stay ahead of the curve and remain competitive and stay relevant by using the latest tools available.
This blog is a guest post by our friends over at MgrWorkbench.ai.
MgrWorkbench.ai empowers managers’ employee communications. MgrWorkbench.ai’s platform unleashes the power of next-gen machine learning models and advanced AI language generation empowering users to get the most out of their employee communications like performance reviews, quarterly check-ins, and development opportunities. MgrWorkbench.ai’s solutions improve the quality of written communications while making them easier and faster to create. MgrWorkbench.ai offers turnkey and customized solutions for automating performance documentation and improving communication between managers and employees. We enable organizations across various industries to improve their bottom line by saving them time and money to increase employee satisfaction and retention. Learn more here.
