March 20188 HUMAN RESOURCES REVOLUTION ­ EMPOWERED BY ARTIFICIAL INTELLIGENCEIn recent years, there have been multiple revolutions in the Human Resources (HR) spectrum; from focusing on in-house administration, moving on to outsourcing, developing strategic business partners capability, and now, leveraging the latest technology on Artificial Intelligence (AI) and bringing the impossible to reality.AI is transforming the way organizations operate internally and externally across different industries, bringing many positive disruptions to the existing practice. It is certainly more powerful and extensive than what we imagine.While most of us broadly view AI as an intelligence solution for dealing with large sets of data, it is increasingly becoming more applicable in our everyday lives and influences how we react to it. Now the important question is­ Are we going to embrace it and help shape the evolution, or are we good with being left behind the emerging trend of AI adoption?New wave of AI disruption in HRThe most obvious and common use of AI in HR is in the space of talent acquisition, which requires attracting and bringing in the right talent at the right time. For example, machine learning helps us to understand the traits of high performers who can also culturally fit in the corporation. From integrating AI algorithms for resume parsing, it helps to set criteria for selecting the best talents for interviews. AI can also be used to schedule interviews by screening the availability of all parties involved. Furthermore, chatbot is also widely used for handling enquiries from job candidates/employees. Companies can even create an online simulation for new joiners to enhance their on-boarding experience and assimilate well into the company culture.Talent development practice is another area we will have to digitalize and maximize the usage in to stay ahead of the game. The use of digital data and computational power of AI will optimize the values of cross-team collaboration, insights around performance and development, and predictive analytics on recruitment and retention. With more information available around people's skill and behavior, HR managers can learn more about their employees and the job market demographics more than ever. Training and development plans can be designed with reference to predicted critical skills for the future market; employees can easily get their tailored learning BY MARIA HUI, HR DIRECTOR, MICROSOFTMaria HuiMarch 20188 IN MY V EW
< Page 7 | Page 9 >