Artificial Intelligence

-Artificial Intelligence in HR
 Artificial Intelligence
• Artificial intelligence (AI), sometimes called machine intelligence, is
intelligence demonstrated by machines, in contrast to the natural intelligence
displayed by humans.
• AI is all about a wide range of machine learning tools and algorithms that
quickly provide data, identify and predict patterns for informed decision
making.
• It is possible for the systems to understand speech, identify photos, and use
pattern matching to pick up signals about mood, honesty, and even
personality.
• These algorithms are not “intuitive” like human beings, but they are fast, so
they can analyze millions of pieces of information in seconds and quickly
correlate them against patterns.
 Artificial Intelligence
• AI has transformed lives at home and at work and has become an essential
part of the technology industry.
• Artificial intelligence is continuously evolving into a smart, intelligent assistant
for people to work smartly.
• Digital personal assistant like Google Now, on iOS and Android platforms are
being used to find useful information by using your voice. For example – you
can ask “What’s on my Calendar today”? and your question will be answered
instantly.
• According to Forbes, investments in AI have accelerated from $282 million in
2011 to $2.4 billion in 2015. A whopping 746% increase in just 5 years. In
2016, the investments continued to increase with roughly another $1.5 billion
being invested in more than 200 AI-focused companies in 2016.
Artificial Intelligence
• Automation, robotics and AI are advancing quickly, dramatically changing the
nature and number of jobs available and the way we organize our work
relations.

• The potential for digital platforms and AI to underpin and grow the world of
work is unbounded.

• In fact, AI is affecting human life on all kinds of levels varying from:

1. The automation of tedious, time-consuming tasks to;

2. The augmentation of human capabilities and;
3. The amplification of human functions.
 3

2 AMPLIFY
(Long Term)

1 -Decision Making
AUGMENT
-Autonomous Work
(Medium Term)
-Boost Human
AUTOMATE Activities
(Short Term) -Self Learning Activities
-Better Predictions
- Interaction with
- Cost Savings Human
- Improved UX(user
experience)
- Quality & Accuracy
Three Levels of Intelligent Digitalization

1. Assisted Intelligence- The technology is already widely available today, and

improves what people and organizations are doing by automating repetitive,
standardized and time-consuming tasks and providing assisted intelligence as in
chat bots.

2. Augmented Intelligence- This emerging technology brings a fundamental

change in the nature of work by enabling man and machine to make decisions
together. It makes us do things we couldn’t otherwise do.

3. Autonomous intelligence- This is the most advanced form of technologies

relying on AI, establishing machines that act on their own and reach out to the
subconscious level of information.
Artificial Intelligence in HR
“AI forces HR to rethink its added value and license to operate”

• Artificial Intelligence is basically good news for Human Resources.

• Usually HR is one step behind in the digital transformation and AI now offers the chance to catch up.

• AI can help eliminate repetitive tasks, accelerate the search for talent, reduce employee attrition and
improve employee engagement.

• The algorithms train themselves to simulate human behavior and to re-imagine workers experience.

• AI reacts faster in helping draw out the insights and inferences that might otherwise take reams of
manpower or stay uncovered at all.
Need for Artificial Intelligence
• Artificial intelligence in HR has grown exponentially in 2017 and it is going to be even
bigger in upcoming years. It has played a significant role in Human Resource
Management in 4 ways.

1. Recruitment

2. Employee Development

3. Employee Attrition

4. Engagement & Employee Self-Services

1. RECRUITMENT
• Most of the hiring decisions are made on gut feeling. The interviewers usually
take less than a minute to decide whether an interviewee is an ideal match
for the job or not. There’s no data that support these decisions. A random
decision to hire people, based on candidate’s appearance, speech, experience
and the way they present themselves is made. That’s the major reason
behind recruiters and hiring managers complaining about getting 30 to 40
percent of their candidates wrong.

• AI algorithms simplify the task by searching resumes, finding eligible internal

candidates, identifying top performers and analyzing data about shortlisted
candidates who are more likely to succeed. This even eliminates interview
bias.
1. RECRUITMENT
• Attract Top Talent Attracting top talent is a tough task . LinkedIn, Glassdoor, Indeed, etc. are the
popular job searching websites, which employ machine learning algorithms to offer
recommendations to job seekers. Data is collected based on users’ activities – their posts,
search history, page visits, clicks, connections and other criteria is monitored. The data is
analyzed to offer best recommendations to the job seekers. That’s how these algorithms help
recruiters to attract potential talent.

• Screen and Shortlist Resumes Recruiters in HR department are always weighed down with the
time-consuming task of screening and shortlisting hundreds or thousands of resumes to fill a
single job position. But now the recruitment technology has advanced immensely. Software
vendors offer Applicant Tracking Systems (ATS) that quickly peruse resumes and filter all
candidatures that match with the job requirements. Through AI, recruiters can now automate
repetitive, time-consuming screening tasks. Thousands of resumes can be easily auto-screened
in just few minutes. Manual resume screening gives 75 to 88% of unqualified resumes, whereas
AI supports in shortlisting the desired candidates who are ideal for the job. It simplifies the task
of a hiring manager too, as all the candidatures are received in order of priority (starting with
the one who is the best match for the job or has maximum skills to meet job requirement).
2. EMPLOYEE DEVELOPMENT
• Training people seamlessly requires a lot of effort and time. The global Learning and Development
industry is over $200 billion, and most learning professionals tell us that at least half of this
investment is wasted.

• Most often, managers and HR don’t know “what an employee needs to learn” for doing a job
better and becoming productive. Experts look up to Artificial Intelligence to solve this problem.

• It’s great that we have algorithms to quickly pull data and sort it on different parameters like age,
culture, previous learning experiences, educational background, work experiences, performance,
activities and behavior of individuals, and analyze data to create custom learning programs for
them.

• Companies that are already using AI algorithms have made learning as enjoyable as watching a
movie on Netflix or playing a game on PlayStation. This has been made possible through
gamification.
3. EMPLOYEE ATTRITION
• We all know that high employee turnover is a costly and challenging
problem, especially for small and midsize businesses.

• AI is used to accurately predict employee exit based on transactions

generated by the employees and machine learning.

• With the data insights, AI equips the leadership and HR into employee
satisfaction levels and predict future sources of turnover.

• This helps in identifying and addressing individual or departmental issues

before the problem becomes bigger.
4. ENGAGEMENT & EMPLOYEE SELF-
SERVICES
• Poor employee performance costs too much to a company. AI finds out
patterns and reasons that cause stress to employees and affect their
performance adversely. They can be addressed in a timely manner.

• Employee experience has become a priority for employers to keep the

workforce engaged. Intelligent chatbots are used to make interactions quick
and easy. By acting as virtual assistants all HR queries from employees can
be addressed to meet needs of employees.
Need for Artificial Intelligence

• Expectations from Artificial Intelligence (AI) in HR are sky high now.

• AI offers a platform to engage employees as co-creators of a strong, smart

and advanced workplace culture.

• This steady progress has transformed the way employees perceive their
jobs, work relationships with colleagues, and their contribution towards the
company’s growth.
Expectations vs. Reality
Impact- Artificial Intelligence
Thank You!!!!