The critical success factor in the adoption of AI is accuracy in capturing data. The future lies in creating a balance between managing people and leveraging data to make the dialogue between employees and employers seamless
Copyright by bwpeople.businessworld.in
The Pandemic has brought Digital Transformation to the forefront. While collaborative tools enabled us to work from home and stay in close touch with our colleagues, the next shift is around the corner with the advent of technologies like AI and ML. The pandemic is pushing the shift towards a hybrid work model in every aspect of business, transforming people management and the way we work. The enterprises today are at the cusp of digital transformation and adoption of artificial intelligence in the HR function will provide further impetus to it. Digital Transformation brings in agility, improve customer/employee experience and unlocks new value. The fuel driving Digital Transformation is Data; Data is the new oil.
A key driver to Digital Transformation is adoption of Artificial Intelligence (AI). While there are many definitions and explanations of AI, the most simplistic and relatable is the one provided by Deloitte, as expanded further “AI is the theory and development of computer systems able to perform tasks, that normally require human intelligence”. Examples include tasks such as visual perception, speech recognition, decision-making under uncertainty, learning and translation between languages. This definition which defines AI in terms of tasks humans do, rather than how humans think, allows us to look at the practical applications in a real world.
The field of AI has given rise to a subset of cognitive technologies, which are getting better with time at performing specific tasks that only humans used to be able to do. The use of these Cognitive Technologies singularly or in combination is what provides the power of AI.
Some of these set of Cognitive Technologies are Machine Learning (ML), Natural Language Processing (NLP), Speech Recognition, Computer Vision, Robotics etc.
Some of the application of these technologies in HR and Business are further illustrated from a day to day applicability perspective.
Machine Language: It can be used in any field which requires analysing large amounts of data with speed and come up with predictive modelling. In HR it could be used for Predictive Talent Management and in business for Sales Forecasting etc.
NLP: It can be used in areas where large amounts of information needs to be gone through and insights and decisions taken. In HR, CV shortlisting could be an area if supported by appropriate algorithmic support. Getting insights from legal proceedings, customer feedback etc are other emerging areas. A chatbot uses the capabilities of NLP and ML. Many Digital HR applications use chatbots for employee query resolution.
Speech Recognition: The technology is like that used in NLP with the challenges of multiple accents, ambient noise etc. Some of the common examples of voice based chatbots are, Siri, Amazon Alexa, etc. […]
Read more: bwpeople.businessworld.in/