In HR, there is an “H” that refers to… the human being! There is no doubt that the human being remains at the heart of human resources. However, like all sciences, HR can legitimately be supported by artificial intelligence, when it comes to dealing with tasks with less added value, to focus on those with greater impact … What are the tasks that can be automated?
AI and automation of recurring and time-consuming tasks
Issuing a duplicate pay slip, requesting a missing receipt on an expense report, updating a vacation schedule… So many repetitive and time-consuming administrative tasks that can be delegated to artificial intelligence (AI) software. Bots, among others, facilitate and accelerate this type of tasks by automating them. As real personal assistants, they help to find the right content, to translate texts, to find information, to write emails without mistakes or to launch different operations simultaneously. The integration of AI also improves the employee experience by making it easier for them to access information concerning the life of the company. Thanks to data analysis, AI is, for example, able to inform a future parent about his or her rights in terms of parental leave.
Chatbots (conversational robots), on the other hand, have the ability to answer questions from outside the company, such as recruitment policies, the progress of applications, etc. In these times where immediacy is king, bots allow to answer to a demand of instantaneous feedbacks, and this; 7 days a week and 24 hours a day.
AI and pre-screening in recruitment tasks
The filtering of CVs via algorithms and keywords is a task that robots are doing better and better, allowing recruiters to work more finely on the candidates pre-selected by the machine with a better identification of the skills and professional qualities of the candidates.
Moreover, AI also represents an added value in the detection of soft skills, in the pre-selection phase. The AI software is indeed able to link, for example, the background of a candidate to such or such skill relational or emotional skills that he or she had to develop.
Predictive recruitment will focus on skills soft skills such as intellectual agility, creativity, open-mindedness etc.
Finally, some AI software allows, during video interviews, to listen to and analyze voices, tones, identify moods, and even evaluate the level of education, honesty or reflection of applicants. These analytical tools help to intelligently select candidates. They also analyze candidates’ career options, leadership predispositions, key skills and more.
AI and QWL improvement
AI can be useful in the prevention of accidents at work. Indeed, once all the paper documents related to accidentology have been digitized, the data is entrusted to an AI software that will analyze them and establish correlations according to the professions. It is therefore a real “profiling of accidentology” that is carried out, which then allows risk prevention to be modeled.
Numerous startups are also looking into the opportunities of using Artificial Intelligence to improve well-being at work. One example is the French app “Comeet”, whose aim is to encourage exchanges between colleagues.
Moreover, by significantly improving collaborative work and workflows, AI also contributes to improving the quality of life at work. Collaborative platforms such as Microsoft Teams, Slack, Trello, and Google Hangouts Chat, facilitate teamwork and remote work via a PC, a smartphone or a tablet. By encouraging mobility and nomadism, these applications also represent an additional source of comfort for employees, especially when working from home.
In conclusion, AI can be considered a formidable toolbox. It will eventually be able to contribute to almost all areas of the HR function: talent management, mapping of skills, individualization of career paths, training recommendations, etc. Its potential is limitless. The only limit to be taken into account is that of common sense. For until further notice, a robot will not be able to provide benevolence and empathy. HR managers will have to make sure they keep the “Human” in the service of the most noble aspect of their function: the relational and emotional.
To go further on the links between QWL and digital we recommend the article“How to reconcile digital and QWL?
