Remember when we used to worry about machines taking over our jobs? Well, surprise! Today, you probably interact with automation and Artificial Intelligence (AI) daily—”Hey Siri!”
Impressed? According to a report from Gartner, 81% of HR leaders have incorporated AI solutions to improve HR automation within their organizations.
These technologies are transforming how HR automation is managed, bringing efficiency and accuracy to the forefront. However, embracing automation and AI in HR raises concerns, especially regarding data privacy and losing personal touch.
This article will explore the benefits of AI and automation in the HR landscape. We’ll also tackle common concerns about their implementation and provide valuable insights into how to address them.
HR automation, aka HR process automation, is the use of software solutions to streamline various Human Resources processes and workflows. It automates repetitive, time-consuming tasks, such as recruitment, employee onboarding, health benefits administration, and performance evaluations.
Indeed, automation frees HR employees to focus on more strategic functions that provide the company with high value: improving efficiency, productivity, and security and minimizing human error.
Today, HR representatives are making the most of automation by using AI-powered software to make data-driven decisions, enhance processes, and provide more accurate and timely data.
Automation and AI in HR processes can offer the best of both worlds for organizations that want to stay competitive.
If you’re used to doing HR processes manually, incorporating automation into your processes can be intimidating. Here are some common concerns:
Choosing the wrong provider of an HR automation solution could set your company back significantly and bring shame and disgrace to the HR department (no joke). On the other hand, using obsolete technology can make your HR processes, well, obsolete.
Make sure that you reach out to your professional network to get recommendations of good HR automation software providers. Then, make a list of your questions to potential providers to check if they can provide what you need.
As employee data is collected and stored in a database, it can be prone to hacking or cyberattacks, resulting in data breaches and loss of personal information.
This is where your IT department comes in. Work with your IT department to ensure potential providers align with your company’s data protection policies.
While automation can help simplify some processes and improve efficiency, balancing automation with human interaction in some cases is crucial so your employees can feel supported and heard in the workplace.
When considering new technologies, be sure to consider any touchpoints in the process where human interaction should be maintained to enhance employee experience.
Implementing new tools always comes with a learning curve for everyone involved. It’s wise to consider whether the learning curve of any HR automation tool is worth the benefits. Then, when you’re ready to encourage your organization to adopt a new tool, don’t neglect to include the costs associated with training and adapting to the tool — keep expectations realistic and transparent to all parties.
High-end HR automation software has been a game-changer for many companies, but can your’s afford it?
This is where the finance department comes in to help consider the potential financial benefits vs the costs of new HR automation tools.
Now that you understand how HR automation can help streamline current workflow and improve efficiency, Let’s dive deep into how these automation tools can impact HR processes specifically:
AI-powered tools can lessen the burden of hiring processes using predictive analysis to determine whether the candidate is a good fit for the job. For example, Unilever uses AI during virtual interviews to analyze speech patterns and vocabulary. The company saved 100,000 hours of human recruitment time in 2018 by deploying software to analyze video interviews.
AI can also aid with a shorter timeframe and personalized onboarding process for each employee, taking into account their jobs, backgrounds, and learning speeds. For instance, Roadsurfer turned to AI to tailor its onboarding processes with interactive quizzes, personal scorecards, training exercises, and auto-triggered reminders to stay on track.
AI tools can provide an automated checklist of all the tasks and goals an employee needs to complete, or they can send out surveys. AI can also help automate data entry, leave approval, and health benefits management, freeing the HR team to work on more significant, strategic projects.
HSBC, a banking and financial organization, used AI integration, data mapping, and other relevant automated systems to increase workplace productivity so employees can focus more on improving overall customer experience.
One common challenge for employees is understanding their health benefits. AI-powered tools like Healthee can answer employees’ questions 24 hours a day, seven days a week. It also helps employees choose which health plan is best for them – a huge advantage for open enrollment season.
AI heavily relies on data, making it an excellent tool for evaluating employee skills and performance. So, take advantage of this powerful tool when personalizing training programs so you can help them reach their full potential and grow in their careers.
For instance, LinkedIn and Coursera use AI to customize their course offerings based on each user’s specific goals and needs. And research has shown that AI can improve learning and development process efficiency, which has a plethora of potential for training employees with different learning styles.
AI can also help you with your DEI (diversity, equity, and inclusion) efforts using data-based methods. This can be done with the company’s demographics, ensuring you hire people from different backgrounds and eliminate unconscious biases.
Cisco maximized AI to identify biases across performance reviews, job posts, and employer brand content, resulting in a 10% increase in female candidates and 47% of employees identifying as non-Caucasian.
AI can supply you with the data to analyze market trends, evaluate employee standards, and monitor company budgets to determine the best ways to pay and benefit people. For instance, SupportPay created a platform that helps divorced employees manage child support payments, expenses, custody, and communication. It recently expanded its service to provide a similar benefit for caregivers.
HR automation and AI are no longer buzzwords but practical HR tools for a more efficient HR system. They improve our current systems and reduce repetitive tasks that can hinder productivity for HR professionals.
While this path might seem daunting at first, with concerns about data security, delays, or losing the personal touch, remember that these are temporary challenges on your way to a streamlined and impactful HR function. Striking a balance between automation and a human touch is paramount, ensuring employees remain at the heart of HR best practices.
Having an AI-driven app like Healthee can reduce your load when addressing queries about their health benefits while empowering employees to understand and make the best choices for their health and well-being.
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