Winning HR Automation Top Tips

HR is integral to the success of any business. While there have been several technological changes in other areas of an organisation, HR remained more or less free of smart technology. However, the recent developments in artificial intelligence and related technology meant HR could also reap the benefits of smart technology. HR automation is no longer an alien technology as more and more HR professionals are understanding and adapting themselves to changing times and technologies in workplaces.

While some of the traditionalists might wonder how AI can replace human intervention and emotional intelligence in workplaces, the truth is several HR functions can be automated. Recruitment and onboarding, payroll management, employee retention, and administrative tasks can all benefit from automation.

Let’s see how:

Recruitment and Onboarding

Although some organizations have already started integrating AI technology into their recruiting efforts, most organizations are yet to do so. One of the areas that AI can help an organisation is recruitment. This means it can be used for job applications, which can be designed in a user-friendly form. This ensures applicants don’t leave an application midway and also allows the managers to maintain a candidate database to analyse candidates to find a perfect fit for a role.

After hiring, managers can use AI for the onboarding process too. As such, they can use AI to offer support even after usual business hours. In short, support and training can be seamless with the help of AI. It also reduces the administrative burden on the employees.

Boosting Internal Mobility and Employee Retention

Apart from improving the recruitment process, HR managers can utilize artificial intelligence to boost internal mobility and employee retention. The personalised feedback surveys and employee recognition systems can help the managers to measure employee satisfaction and job satisfaction accurately.

AI can help to evaluate the KPIs to identify those eligible for promotion, thereby enabling internal mobility. This means lower acquisition costs and better employee retention. HR managers can also use AI features in software to identify those who are most likely to quit. In such a scenario, they can use proactive tactics to retain the employee. Lower attrition means lesser acquisition and training costs.

Automation of Administrative Tasks

Leveraging AI in HR processes means automating low-value, repeated administrative tasks to free the managers to employ their time creatively elsewhere. They can contribute better to strategic planning at the organizational level, which means the entire department can be a strategic business partner within the organizations.

Some of the processes such as administration of benefits, pre-screening candidates, scheduling interviews, and payroll management can be offloaded to AI. This way HR managers can devote time and energy towards strategic planning and other managerial decision-making processes.

Conclusion

Although it could be unthinkable that AI can replace human intervention especially in HR, the truth is several tasks within HR can be handled by AI. A proactive HR manager should be prepared to learn about the current trends in the field and lay a strong foundation of HR knowledge to build upon. This will help to adapt and grow with changing times and technologies. It will also ensure you will not be left behind when some big change happens – you will be prepared to make the best of the opportunity.

Enquire with Humanforce to know more about AI applications in HR which help Employee Engagement, Retention and other HR key focus points.