There’s nothing artificial about artificial intelligence (AI) reshaping the landscape—but a robot takeover isn’t on the horizon. Instead, it’s the humans putting AI to work. From improving crop production in agriculture to enhancing patient engagement in healthcare, industries are leveraging AI in ways that benefit humanity.
The same is happening in human resources (HR) management. HR practitioners are using AI to help enhance employee experience in the workplace and improve efficiency of HR processes. What’s more, AI is showing that it can bolster the next evolution of the office of the CHRO—partnering with the C-suite to drive a business strategy that’s more inclusive and holistic.
Transforming HR Functions for the Future of Work
According to “AI IQ: Insights on Artificial Intelligence in the Enterprise,” a new Workday survey of 1,000 business decision-makers from around the globe, the top HR-related tasks that are being augmented with AI include recruiting and applicant tracking, business analytics, and skills assessment tools. What’s more, 65% of respondents said their existing AI and machine learning (ML) deployments have improved employee experience, a key business indicator and a purview of HR.
Here’s a further look at what HR leaders stand to gain when they augment the following HR functions with AI.
Seeing a Holistic View of Workforce Capabilities and Talent Management
HR leaders must have technology that supports how skills are used for the future of work that’s here today: moving away from the rigid idea that work is done through structured job roles and responsibilities, and instead, viewing work as a more fluid compilation of skills to leverage for the changing requirements of the business.
“As organizations accelerate and scale their skills-based talent strategies, it’s impossible to know and manage the skills of their workforce—now and in the future—manually,” says David Somers, group general manager of products for the office of the CHRO at Workday. “Understanding, let alone matching, workers’ skills to business needs simply isn’t possible without AI and ML tools that help make sense of all the data.”
AI and ML go beyond identifying and mapping out the skills of employees to different projects or roles, which is a typical skills management approach. Instead, technologies augmented with AI and ML help organizations understand how skills relate to one another and how they can evolve to other adjacent skills, which is crucial insight because skills are changing constantly. For example, a worker skilled in Microsoft Excel may also have skills in data analysis, reporting, and other tasks Excel is used for. AI and ML help uncover the depth of skills in the organization and gain the insight needed for skills-based initiatives.