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The role of Artificial Intelligence in Human Resources management in 2024

Artificial Intelligence (AI) is the most important technological phenomenon that we have seen in recent decades, and it has enough potential to continue surprising us in the future.

This is something so new that it generates a certain fear among people and companies, and has even raised concern among governments. Not in vain, there is already talk about how to limit it, and the European Union will soon become the first territory to have its own regulation in this matter.

It is true that it poses many challenges and concerns, but it is also a tool that can make our lives a little easier inside and outside of work. So it doesn't hurt to keep track of her and try to get the most out of it, but always in an ethical way.

This technology is so versatile that we can apply it in many fields, and Human Resources management is no exception. Let's see how it will be present in everything related to personnel administration in companies throughout this year 2024.

Table of Contents

AI will be the great ally of HR departments

Automation and Big Data have been revolutionizing the way of working in the field of personnel selection for some years now. These technologies they have not ended the jobs of recruitment specialists, but they have achieved make your work much more efficient. Well, we hope that exactly the same thing will happen with AI. Let it be a tool that helps us move forward and give greater quality and value to the work carried out in the Human Resources department.

It will be key for planning jobs, for selection, as well as for streamlining and make the onboarding process more effective

Personnel selection and hiring

If there is a critical task within personnel management, it is undoubtedly selection and hiring. Because the medium and long-term success of the organization largely depends on it. And it is vital to be able to have a well-trained and productive workforce.

AI is turning out to be a very useful tool to streamline recruitment and selection processes. Thanks to her, it is possible quickly analyze a large number of resumes, identifying patterns and correlations that are relevant.

This helps recruiters make a first screening, and ensure that those who advance through the selection process adapt well to the general characteristics of the profile they are looking for.

By automating the initial stage of the selection process, HR professionals They can focus on much more important aspects such as the evaluation of soft skills or the cultural alignment between the candidates and the company. 

Furthermore, by leaving the first screening of resumes in the “hands” of Artificial Intelligence, the presence of unconscious biases is significantly reduced that lead to discriminating or overvaluing certain candidates based on non-objective issues and qualities.

Onboarding process

A successful selection process does not end with hiring, because we need to ensure that it has been truly effective and that there is a good employee-company adaptation, and for this there is the onboarding process.

Looking ahead to this year, Artificial Intelligence will gain weight within the welcome procedure for new members of the staff. 

A clear example is the implementation of AI-based chatbots, who are already streamlining the process of initial orientation. These tools provide information to newly hired employees about internal policies, security protocols, and everything they need to know to fully understand the organization they have joined and the organization. way in which they have to carry out their work.

Through these chatbots, employees can resolve your doubts quickly and efficiently. Without having to wait for their tutor or other colleagues to assist them. As a result, newly hired people adapt much more quickly to the company and become fully efficient in a shorter period of time than is typical when the onboarding process does not use technology.

Furthermore, in the case of companies, the use of AI within this adaptation process also allows them know first-hand and in real time how the new employee is progressing. This way, if any inefficiencies are noticed, action can be taken quickly to solve the problems.

Predictive talent retention analysis

Retaining talent is essential for companies, which is why many of them are interested in doing predictive analysis to anticipate and proactively address the loss of the most talented workers.

Throughout 2024, we are going to see how organizations increasingly turn to AI to do this type of analysis. Because its advanced algorithms They quickly evaluate patterns and trends that help detect that a worker might be considering leaving their job.. For example, if you are absent from work more and more frequently, or if your level of performance has decreased without an objective cause to justify it.

Artificial Intelligence can not only be used to detect these indicators, but it is also useful for taking action. Because you can analyze the problem and propose different solutions to those in charge of HR management that help retain talent.

The objective is that companies can take action to try to retain talent, instead of limiting themselves to what they have done until now, which is to react once staff turnover has already occurred and one or more talented employees have left the organization.

Measure performance management

Managing employee performance and finding ways to improve performance is essential for the success of the organization. In this sense, the integration of Artificial Intelligence is already representing a revolution in the way in which companies evaluate, provide feedback to their employees and promote the development of their staff.

AI works objectively, and this allows it to measure a person's performance more accurately, focused solely on the analysis of some key data. This makes it possible to evaluate the level of productivity, but also other performance indicators such as the quality of work. Thus providing a more complete vision than that provided by an analysis based on subjective factors.

On the other hand, Artificial Intelligence is capable of improving the feedback that employees receive. Since it analyzes your performance automatically, it can also give you tips or suggestions for improvement.

In addition, the performance reports prepared with the help of this technology are very useful for Identify strengths and weaknesses in staff members and design training plans well adapted to the needs of the team and the organization. This can also be very important when managing employees' careers.

Personalization of benefits and rewards

On some occasion we have already analyzed the importance of employee recognition for the purposes of his motivation. But it happens that Not all people react the same to the same reward., and we are all different.

While it may be a source of motivation for one employee to receive a public congratulation from their boss in front of their colleagues, another may need something more material, even if it is not specifically about money. 

Rewarding and recognizing is necessary, but it is not always easy to do it well and, therefore, one of the trends in HR management for this year is to use AI in this field.

By adopting the necessary restrictions to protect the privacy of employees, it is possible analyze their profiles and get to know them a little better. In order to know what their preferences are and to be able to offer them personalized benefits when the time comes to compensate them for the effort made.

To do this, the algorithm takes into account issues such as age, family composition, and even marital status. Resulting benefit programs that adapt much better to the tastes, preferences and needs of each member of the staff. For example, an employee with children may greatly appreciate that the company pays for him and his family to have private health insurance, while a younger, more ambitious employee may be more enthusiastic about a training program that helps him develop his skills. his career. 

The increasing presence of Artificial Intelligence within the field of Human Resources is going to be one of the trends this year. This technology is here to stay, and its role in the different management areas of the company will continue to increase over time. In the specific case of HR, we have already seen that it can be especially useful both for companies and for the well-being of their employees, so it is time to start taking advantage of it.

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