[ad_1]
human Resources An organization’s departments are an employee’s first contact with the company. The effectiveness and quality of HR practitioners largely determine how employees view their employer. As more companies increasingly respond to unprecedented technological onslaughts and the makeup of their workforces becomes multigenerational, HR departments are evolving rapidly. Additionally, as companies experiment with generative AI tools, HR becomes a testbed for such applications.
While the role of HR spans recruiting, employee engagement, payroll and benefits, retention, exit, and compliance with labor laws, the main job of recruiting is where artificial intelligence has significantly penetrated.
IT and ITES companies, one of the largest employers in the service industry, are deploying in-house AI tools in some of these processes. Infosys, India’s second largest IT services company, uses artificial intelligence to assist everything from recruitment to employee support. “AI helps filter candidate profiles and dynamically map panel members. Facial recognition through AI helps reduce the risk of impersonation. From an employee experience perspective, AI assistants can help interpret policy documents to resolve queries and Personalized interactions based on individual needs,” said Shaji Mathew, Head of HR Development Group at Infosys. The company also uses a voice-recognition-powered help desk that allows employees to connect directly with the relevant person to answer questions.
At Wipro, the company is building use cases for artificial intelligence and Gen AI deployments that can be showcased to customers as well. Saurabh Govil, chief human resources officer at Wipro, said that the use of artificial intelligence has significantly shortened the turnaround time for candidate background verification from 11 days to 48 hours, and our goal is to shorten it to less than one hour. Another use case is built around internal opportunities that arise based on an employee’s strengths once a project is completed. “As we speak, we have about 50 use cases, about 210,000 employees are using them, and the accuracy and adoption rate is 97%. This is to improve the employee experience,” Govil said.
Also read: Azim Premji ‘gifts’ Wipro shares worth Rs 500 to sons Rishad and Tariq
As the pandemic has changed the way work is done and companies have been forced to take the virtual route, working from home has become the norm, from candidate interviewing to onboarding. However, industry experts said that there are many cases where employee information has been forged, and impersonation is common. Such cases have declined as artificial intelligence now plays a major role in candidate screening and fraud detection. Experts believe multi-city virtual collaboration is here to stay as hybrid working models become a strong option for companies. Therefore, it goes without saying that HR must be more effectively engaged.
Zoho, a SaaS company run by CEO Sridhar Vembu from Tenkasi, a small town in Tamil Nadu, integrates artificial intelligence into its HR products such as Zoho People (its HR resources platform) and Zoho HR, a talent recruitment platform. Praval Singh, vice president of marketing and customer experience at Zoho Corp, said productivity-enhancing tools and features, including chatbots that help screen applicants, schedule interviews and clarify organizational policies, are already being used. The file processing technology, called IDP (Intelligent Document Processing), allows users to extract information from various files, thereby facilitating faster processing when there is too much data,” he added.
It’s not just large companies looking to deploy AI in their internal HR functions, even large talent acquisition firms are using AI and Gen AI tools to find the right candidates. Artificial intelligence tools help analyze resumes faster, identify job-appropriate qualifications, and allow recruiters to focus on quality candidates. CEO Sekhar Garisa said Foundit (formerly Monster APAC & ME) is a talent platform, part of Quess Corp, that uses artificial intelligence to discover candidates and deliver personalized results tailored to an organization’s specific needs. These tools also help streamline interviews by automatically scheduling them, helping to save time. “We leverage AI-driven tools to provide access to an advanced folder management system that allows recruiters to sort and archive your candidate list, update recruitment status and share candidate profiles with just a few clicks,” he added.
Once an employee’s life cycle with the company begins, the HR department becomes the nodal touch point for queries related to employment, grievance redressal, feedback or any other employee facilitation. Nonetheless, the adoption of Gen AI-based chatbots is increasing. Prajakta Kanaglekar, vice president of supply chain at Flipkart, said that AI/ML has been integrated into every step, especially the human resources department, which helps optimize decision-making and improve operational efficiency while enhancing the overall employee experience. Head of Technology and CX HR at Flipkart. “Artificial intelligence-driven solutions such as Gen AI have transformed the feedback process, providing concise, actionable summaries based on individual needs. The adoption of these tools also saves time in feedback review,” Kanaglekar added. Wipro’s Gen AI chat WiNow can assist employees to complete their work instantly, such as asking the chatbot to obtain payslips, apply for leave, etc.
Also read: How generative AI is changing the way Amazon, Flipkart, Myntra shop
While AI does help streamline processes, CHROs stress the need to keep them bias-free. As Gen AI thrives on the data it’s fed into, the biggest challenge is adapting the technology to remove bias. “Importantly, our focus is on implementing artificial intelligence in an ethical manner through clear guidelines to ensure standards are adhered to and privacy is protected,” Matthew said. However, AI can never replace the empathy and personal touch that comes with human interaction, especially in functions like human resources. “HR teams will continue to play a key role, while technology will become more people-centric, driving the human agenda and improving the quality of work,” Govil concluded.
[ad_2]
Source link