By: Alena Lipina
Introduction
This article discusses how artificial intelligence (AI) is changing human resource (HR) management. AI is helping to reduce bias and improve processes like hiring, performance reviews, training, and keeping employees. While AI can make these tasks more efficient, it also brings up important questions about ethics, transparency, and data protection. We’ll look at real examples of AI in HR, talk about the ethical challenges, and offer practical advice for HR managers. It’s important to find a balance between using technology and keeping the human touch in HR.
AI in HR: What You Need to Know
AI is transforming HR by automating tasks that were once done by people. For example, AI can analyze resumes and video interviews, making hiring faster and more objective. However, as AI becomes more common in HR, concerns about its ethical use are growing.
Using AI in Hiring
One of the main ways AI is used in HR is during hiring. For example, the company Unilever uses a platform called HireVue to screen candidates. This platform analyzes video interviews by looking at facial expressions, tone of voice, and keywords. This has reduced hiring time by 70% and made the selection process more objective. However, there’s a risk that using AI in this way can make the hiring process feel less personal, which could raise ethical concerns.
Another example is Pymetrics, which uses games to assess candidates’ cognitive and emotional qualities. The AI analyzes the results to create a profile of the candidate, helping to reduce bias based on resumes.
AI in Performance Reviews
AI is also used to evaluate employee performance. For example, IBM uses AI to analyze data and provide managers with recommendations for employee development. This helps create more objective performance reviews and supports career growth. However, companies need to be careful with how they use employee data, ensuring they have consent and are transparent about the process.
AI in Training and Development
AI can personalize training programs to better fit each employee’s needs. For instance, the Cornerstone OnDemand platform uses AI to recommend training courses based on an employee’s skills and career goals. This makes training more effective and increases employee satisfaction.
AI and Employee Retention
AI can also help predict when employees might leave the company. For example, Workday uses AI to analyze employee engagement data and predict who might be thinking of quitting. This allows HR to take action to retain valuable employees.
Data Security and Privacy
When using AI in HR, it’s important to protect employee data. Companies like SAP SuccessFactors have implemented strong security measures, including encryption and regular audits, to keep employee data safe and meet legal standards.
Conclusion
AI offers many benefits in HR, such as reducing bias and increasing efficiency. However, it’s crucial to address the ethical and safety concerns that come with it. Real-world examples show how AI can improve HR processes, but they also highlight the need for careful and responsible use. HR managers should choose AI tools that are transparent and secure, ensure data protection, and keep employees informed about AI use in their workplace. Balancing automation with the human side of HR is essential to creating a fair and inclusive work environment.
About the Author
About the author: Alena Lipina has 20 years of experience in leading global companies: TEZ TOUR (Belarus), Coffee Terra (Belarus), ViaCon Technologies (Belarus, Lithuania), Deloitte (Belarus, USA). In each of these companies she has achieved significant success in the field of HR, which is confirmed by numerous cases and examples of successful projects.
The author holds two diplomas of higher legal education (Bachelor and Specialist) from the leading University of the Republic of Belarus (Belarusian State University) and a Cambridge Certificate in English (FCE).
Alena Lipina is a member of prestigious professional associations and organizations: American Economic Association (USA), Society for Human Resource Management (SHRM, USA), National Human Resources Association, e-Commerce & Digital Marketing Association (EDMA, USA).
In August 2024 Alena Lipina’s scientific articles “Unique methodology in HR management as a key to record results” were published in the international scientific journal “Current Research”.
https://apni.ru/article/9889-unikalnaya-metodika-v-human-resources-menedzhmente-kak-klyuch-k-rekordnym-rezultatam and in HRFuture.net (HR future magazine) “Safety and ethics of AI decisions in personnel management”
Published by: Martin De Juan
