Traditional AI, on the other hand, cannot assist with recruiting depending on an organization's culture. Some organizations, for example, need candidates who can work well in groups. Others, on the other hand, include candidates who can function professionally and independently.
FREMONT, CA: The impact of cognitive computing in human resource management would help leaders to obtain valuable information and make better decisions about their operations.
Although the terms are often used interchangeably, AI and cognitive computing are not synonymous. AI helps computers to imitate human intelligence through learning, reasoning, and self-improvement. In addition to all of this, cognitive computing enables computers to imitate human intelligence by giving AI a more human, emotional touch. To put it another way, they can be differentiated by the methods they take. AI employs a rational approach, while cognitive computing employs a more human-centric approach to assisting people in making decisions.
The Impact of Cognitive Computing in HR
Recruiting Top Talent
Finding the best talent is the first step in acquiring them. While HR professionals are aware that they can find talent through job boards or social media, acquiring them can be difficult and time-consuming. Manually screening resumes remains a significant obstacle for human resource practitioners in talent acquisition. HR managers have also introduced AI programs and automate the screening process to help with the recruiting process.
This has saved HR managers a lot of time and allowed them to concentrate more on choosing who to recruit. Since AI uses a logical approach, it can recognize the best talent based on their abilities and work experience.
For example, if an applicant has experience working as a sales agent, AI systems would recommend hiring that candidate for the same role. AI will assist in recruiting the best candidate for the job, depending on the needs of the company. Traditional AI, on the other hand, cannot assist with recruiting depending on an organization's culture. Some organizations, for example, need candidates who can work well in groups. Others, on the other hand, include candidates who can function professionally and independently. Cognitive computing may use the social media activity of candidates to recommend the best cultural match. For example, if an applicant is socially involved and enjoys meeting new people, he might be a better match for teamwork tasks. Thus, cognitive computing can recommend candidates based not just on their skills and abilities but also on their behavior.
Developing Recruited Talent
Recruiting the right candidates is just the beginning of an HR manager's duties. They must also train newly recruited employees. To achieve their end goal, each company employs a unique set of processes. Furthermore, HR leaders must ensure that the newly hired candidate easily adapts to these processes. A skills gap may result from a lack of development in hired talent. AI is now changing corporate learning by delivering tailored learning paths, generating content on a wide scale, and assessing training effectiveness. AI systems will track how an employee performs a particular task in order to identify any issues that arise when performing that task. AI systems will create a customized learning path for that candidate based on such factors. However, if applicants are uninterested in their job functions, designing customized learning paths is futile. That is where cognitive computing comes into play to assist with talent growth.
See Also: Top Cognitive Solution Companies
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