“ AI will augment HR and give HR time to work on more strategic business issues, The opportunity is to use AI to streamline HR manual processes and provide a more consumer grade service to the employees”
-Jeanne Meister, Co-author , the future workplace
Although AI has been utilized to make lives easier. Human resource is the area that has adapted AI with open arms. It has been shown by various studies that the corporate sector has adapted AI and has been the premier sector to integrate technology with such success rate. AI has improved the HR services to such an extent that in today’s world AI is the most resourceful colleague for an HR.
Management of Goals
A major problem that has been witnessed is the challenge of management of the key area of responsibilities of each employee along with the key performance indicator. KRA (Key responsibility area) management for each employee along with KPIs (Key performance indicator) was earlier a major challenge. AI has introduced HR to the solution of these problems. An automated application that provides the employee with an update of the key area of responsibilities assigned to them along with easy access to track the key performance indicators. It decreases the workload of the human resource team as they can generate a performance report of an employee within a few clicks.
Each employee has a different set of responsibilities assigned to them. The best way to evaluate an employee’s performance is 360 degree evaluation. An employee is associated with other colleagues, customers, clients, vendors etc. Feedbacks provided by those the employee interacts with has an imperative role to play. A complete 360 degree evaluation assists in determining a fair appraisal amount. AI assists in framing simple surveys for the clients and customers to update the feedback after any interaction with the employee.
Employee lifecycle management
To ensure smooth functioning of the organization it is essential that a consistent procedure is followed for evaluation of employee’s performance irrespective of the designation. Performance management software automates management of the KRA in accordance with the job description of the position the employee. It empowers the HR to customize the KRA with promotion of the employee and notifies about the challenges faced by the employee in completing the targets assigned to the employee. With features such as succession planning, talent pool management, career development planning, an employee can access the required resources for growth within the organization.
The best way to keep a track of the employee’s performance management is holding discussions on a monthly basis regarding the performance data generated by AI. Performance management software is designed to keep a close track on each employee’s performance indicating the loopholes adversely affecting the performance curve. It allows the employee to notify his/her superiors of the challenges that have caused decline in the performance curve. With the assistance of an easy approach the HR or the managers can provide resources or training sessions via virtual mode (considering the pandemic) to resolve the issue. Features such as workforce analysis, comprehensive dashboards, talent analytics are the key to make such evaluation possible.
The above mentioned features would not have existed without the existence of AI. AI has revolutionized the definition of simple. Innovations such as alexa, biometric attendance management, automation of compliance are a few of such examples. AI is not aware of race,color, caste, gender or any societal norms which leaves no room for biased performance evaluation. A fair performance management and evaluation system that can be trusted by the employee builds a transparent bridge connecting the employer and its employees.