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The State of Artificial Intelligence in HR

Posted by Steve Carter on Dec 12, 2017 3:00:23 PM
Steve Carter
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Artificial intelligence will transform HR technologies over the next five years, suggests new research conducted by HR.com. In the meantime, though, HR professionals have much to learn.

Below is an overview of some of the key findings from the study:

As a profession, HR is still toward the bottom of theA I learning curve. Very few (8%) respondents strongly agreed that they are knowledgeable in this area, and only another 27% even moderately agreed.

Current usage rates are low but are expected to explode in coming years. Whereas only 7% of respondents say their organizations make use of AI to a high or very high degree today, over five times as many (39%) say expect their organizations will be doing so in five years. That number is higher (57%) among respondents who consider themselves knowledgeable about AI.

AI has the greatest potential to enhance HR in five functional areas: analytics and metrics, time and attendance, talent acquisition, training and development (T&D), and compensation and payroll.

The ability to analyze and predict are the AI features HR pros want most from AI-powered applications. The ability to personalize is the third most desired feature.

HR professionals expect that AI will be used more for automation than augmentation. Over half (54%) agreed to a high or very high extent that using AI to automate various tasks will become prevalent in their organizations over the next five years. Only 35% agreed that the augmentation of employee abilities would become more prevalent, but AI-knowledgeablea respondents were much more likely to foresee employee augmentation.

HR will make use of automated AI interfaces to aid employees. Seventy-percent anticipate that AI interfaces such as chatbots and virtual assistants will become an increasingly viable way for employees to get real-time answers to their HR-related questions.

Your next boss may be an AI. Employees will increasingly take direction from AIs, according to 53% of respondents, whereas only 13% said this wouldn’t happen.

More respondents predict job losses than job gains as a result of AI in their organizations. Although a majority of respondents do not think AI-related technologies will bring about a significant gain or loss of jobs in their organizations, nearly twice as many say there will be a net loss of jobs as say there will be a net gain.

AI is widely viewed as a valuable talent acquisition tool. Most (70%) respondents agreed that AI-based algorithms can be used to improve recruitment by scanning work samples, resumes and other materials and then predicting which ones are most likely to lead to good hires.

Most HR professionals have conflicted feelings about the potential power of AI to monitor and report back on employees. Few respondents said they either love or detest the idea of using AI to monitor employees. Most said they either “like the idea but have some reservations” (34%) or “dislike the idea but it has some merits” (36%).

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