Benefits of AI in HR develop effective workflow consistently, which digitally transforms employee productivity in return. Technology is already an integral part of executing daily HR tasks. With AI in HR, drawing predictions of certain employee behaviours is also possible.
To get factual clarity on the advantages of AI in HR, let’s read the listicle below. It will expand your current knowledge of how AI is making HR teams' lives better each day.
HRs switch toa smarter business solution, uKnowvafor a reason:automating their mundane tasks. They no longer waste hours completing tasks that directly do not impact their performances.
Instead, streamlining their daily task is empowering and less burdening. HR teams execute more critical tasks with greater attention as part of thebenefits of AI in HR.
For example, parsing the CV, scheduling interviews, and follow-up the status can be streamlined. This is possible when an AI-based system incorporates into the HR function.
When automated, such tasks wouldn’t need HR assistance to a greater level. And HR teams’ efficiency level would not be disrupted either.
The benefits of AI in HR are incomplete without sharing and offering an experience worth remembering. So employees use AI tools likeuKnowva Social Intranet to have an exuberant experience.
They can share their learning material, participate in polls/surveys, put up a topic for discussion, etc. It enhances the team’s trust level in one another. Besides that, automated performance management systems play a key role in offering a remarkable experience to the workforce.
With an automated and streamlined PMS, setting up monthly targets is smooth. Employees feel courageous enough to break their records. That is when they know which task holds how much weightage for their timely appraisal down the line.
Surfing the entire system within a few clicks to get more done in a limited period is a WOW factor.
It’s an experience employees would love to talk about and share with their social circle. After all, theadvantages of AI in HR definitely include how the technology improves the standard of living and working of employees.
Employees never procrastinate to share and speak if they already have an intuitive Intranet system. Their concerns will be met promptly. They would love to talk about their achievements, rewards, awards, or milestones.
Even C-level management can appreciate the feats achieved by their talented employees in a period. This encourages people to stay longer in the firm as they trust the firm's appraisal, engagement, and recognition process.
Thebenefits of AI in HR here determine how well employees are treated, motivated, and encouraged to work innovatively. In addition, they will find the uKnowva Social Intranet platform to be reliable because it's highly transparent.
The team can check what’s happening in the firm or their group on the integrated chat boxes. They can share important news updates and close the follow-up loops as soon as possible.
This behaviour encourages teams to excel and outperform, also because the management can overview these conversations when added together in the group.
This shows that each employee's opinion, suggestion, or feedback matters. With that belief, employee connection to the job and the firm increases and evolves.
Human resource professionals and their teams make the most of thebenefits of AI in HR.For example, an AI-backed recruitment engine makes hiring and talent acquisition tasks easier, more enjoyable, accurate, and reliable.
HRs can set triggered actions in the system. That would work in tandem with the job openings – as and when human resource professionals publish them on different sources.
The bigger picture here is that their hiring sources are optimised. They save time, talent, and cost involved in the entire recruitment and staffing process. An AI-backed recruitment engine helps HRs learn from their previous hiring schedules using the insights.
They would know which source is available, cost-effective, and provides them with a more effective workforce in a limited period. HRs can increasingly depend on timely recommendations for the recruitment process on the AI-backed tool.
Even tracking candidates and their application is reliable with such a powerful tool for HRs. They would know at any point and on the move about the current application fulfilment rate.
This can give them a factual idea of whether their hiring process is useful and easy to complete.
If not, they can make improvements in the triggered actions within a few clicks to:
Ultimately, their pre-boarding to onboarding steps reach the highest optimization level possible.
The ever-growing list ofbenefits of AI in HR also includes continuous learning for teams. An AI-backed business solutions tool or HRMS has ample insights. It keeps generating those every day on the live dashboard.
This teaches admins andhuman resource managers about a lot of activities concerning their employees. For example, they know things like efficiency rates, most productive hours, number of leaves allotted or applied for by a single employee.
Besides that, they know which of their employees or teams are the top performers of the month or the week. It all gets gathered in the dashboard because of the integration with the system data.
This data is integrated into the analytics when employees:
Overall,AI benefits HRs to decipher how well their employees or selected teams are performing. This forms a ground for appraisal of the teams and their employees in the next project cycle.
So HRs always know what’s the current status of their workforce. They keep learning new trends, behavioural changes, etc., in their employees using these reports. Accordingly, they can manage their workforce later, so the productivity level never drops.
They can also decipher and gauge whichemployee is on the verge of burnout. According to that report, they can give incentives or paid time off. This helps employees rejuvenate their mind and come back stronger and more enthusiastic to work.
Thebenefits of AI in HR can be countless. The five explained above are most common and you must know if you’re an HR or in their team. You can improve your daily productivity level once you know the importance of AI in HR.
This blog post helps you educate yourself about the latest benefits of AI for HRs and their teams. Reread the blog post if you think you want to refresh your knowledge and implement the same.
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Every organisation needs an HR department to manage, empower, develop, and engage its employees. But HRs overall have a huge set of responsibilities they have to fulfil and accomplish. That’s why it’s imperative to understand how HR chatbots transform your employee experience today and tomorrow.
Because with the introduction of chatbots, HRs deal with new candidates, clients, and employees a lot swiftly and more seamlessly.
If you’re an HR person, understand the advancement in the HR department and employee experience with HR chatbots. For that, refer to this blog post below.
HR chatbots have a direct link with the backend knowledge base. These can give information to every candidate on therecruitment engine or portal. Then the hiring and onboarding costs will be optimized.
HR chatbots can transform each applicant’s experience with the company. These can conduct video interviews, parse CVs and screen candidates on the basis of triggered responses.
So HRs do not require to intervene. Therefore, the recruitment processing time improves, and so does the cost to hire.
Developers andHR admins can feed triggered actions to the chatbots. This empowers chatbots to hire candidates as per the requirements. They do not negotiate salaries or skills unless there is a provision for a flexible hire.
So each HR chatbot hiring activity would only improve HR efficiency in the long run. That’s majorly because HR chatbots help HR professionals on becoming the first point of contact with the applicant.
These chatbots know what to offer to which type of candidate for the job openings in the firm. This behaviour has no room for miscalculations or manipulations. So each lead forwarded to the HR professional would be qualitatively efficient to hire.
HR chatbots transform our employee experience at every pain point. This includes solving these queries on the spot. For this, developers have to feed the chatbots with usual, general, and specific questions and their keywords.
When dealing with chatbots, employees must not feel awkward or confused. In addition, the chatbots should sound as humane as possible. That is where NLP knowledge comes into place when developers configure the firm's chatbots.
However, while using anHRMS by uKnowva,HR chatbots transform your employee experience pretty smartly. That’s because such chatbots are easily configurable, customisable, and dependable.
HR chatbots can help send company policies to newly hired employees. Such employees can connect with chatbots to know their way around the HRMS tool used in the firm. So workers would be less dependent on HR.
Otherwise, they can ask the HR chatbot to connect with the HR admin on the same interface. Then employees won’t need to depend on emails or other chat messengers to get their onboarding queries resolved on the first day.
Employees can also ask chatbots to set up their entire portfolio or profile on the network system. This way, the first few days of each newly hired staff will be seamless and flawless to join with the rest of the team.
It’s then justified to say thatHR chatbots transform your employee experience even when it’s their first day in the firm.
HR chatbots communicating with employees add more stars to the internal reputation. It shows the company uses advanced technology and systems to communicate 24/7 with their employees about any issue, opinion, or query.
As explained briefly earlier, developers can feedHR chatbots with knowledge banks. This can involve common FAQs related to the HRMS tool, salaries, KPIs, PMS, holidays/leaves, job openings, etc.
This practice puts out a positive message. Employees feel that they can reach out to the company’s admin any time to get their issue resolved. This could be at any hour for employees, especially if they are working alone, remote, or in another country.
HR chatbots transform your employee experience by genuinely asking for ratings, reviews, and quick feedback. That generally happens after every interaction. These information bites help developers and HR admins.
From there, they understand how the HR chatbot helps the user with the inquiry. And if there was no resolution, why was it so? They get all the required answers merely from this quick feedback.
Later, the HR management system generates reports based on this feedback and ratings.
HR admins and developers acknowledge these reports to improve the efficiency of the chatbot for future communications. These could be with internal stakeholders: employers, employees, consultants, vendors, or external users: clients or candidates.
There will be a constant inflow of job inquiries when job openings publish. At that moment, your company has to have assistance for new candidates to resolve their common job-related queries.
These could be about working hours, salaries, compensation, incentives, job roles, workplace, and required experience. Other technical interviews could be conducted whenever candidates approach the chatbot.
Therefore,HR chatbots transform your employee experience from hire to retire. These chatbots help improve the click-through rate on your website or job portals. Candidates can effortlessly talk to the chatbot for an extended hour till queries are met/resolved.
Once resolved, the chances of them moving forward with the application are more. That also means your company would be getting better applications. Chatbots definitely entertain those candidates who are highly qualified or absolutely fit for the job opening.
If there is enough flexibility, your developers can configure chatbots to negotiate with the candidates meeting all job prerequisites.
HR chatbots transform your employee experience if you are using advanced HRMS. This one can be provided to your HR teams and companies by uKnowva to scale and monitor every touchpoint in the candidate/employee work life cycle.
You can optimize the utility and usability of advanced HR chatbots as you like. However, they must be highly accessible, configurable, and branded logos depicting the image of your company.
Chatbots can become your company's branded image and first point of contact with outsiders. So the language used in the chatbots must be empathetic, natural, easily understandable, clear and respectful.
Traditionally, HR was just a firm's paper-intensive and not so much creative department. Then there was a major misconception about learninghow to streamline HR communication. It was majorly because of limited information or technological support.
People outside the HR tech world thought HRs and their teams were only responsible for hiring/firing and generating salaries.
But with advancements in HR communication and employee experience, HR has outperformed and proven its worth consistently.
Let’s learn about the same in detail in the blog post below.
HR generalists have better and more complex roles in executing than just hiring and firing people. Their roles now surround how employees experience their companies from day one to the last.
This is not an easy task to follow through. First, HRs have to set their people analytics goals and work on continuously improving their delivered efficiencies. They are, after all, the first point of contact with the firm's brand image.
Hence, while learninghow to streamline HR communication, there can be an existence of an HRMS.
uKnowva HRMS is the perfect example here. It’s a cloud-based and AI-backed solution for HRs to streamline their tedious targets, which are time-consuming, repetitive, yet important. In addition, this software helps HR teams to get rid of tasks that do not relate to their KPI directly.
Afterwards, HRs and their teams can focus on their hired staff more on a given day.
The most important part of learninghow to streamline HR communication is to find the right hire at the right time. That’s possible when HRs are using appropriate hiring, talent acquisition, staffing, and recruiting sources/channels.
These channels will enable hiring from literally any corner of the world – keeping the budget in perspective. This impacts HRs and their communication system greatly. Because working with remote employees is a complete contrast to managing offline workers.
HRs have to yet again bring their talent from any corner on the same platform. Their core task would be to welcome team synergies, despite their workplaces.
However, whilehiring remotely or virtually, HRs are then free to look for new avenues to find the right talent. They wouldn’t be limited to a particular location or demography. This hiring or talent acquisition behaviour eagerly and enthusiastically impacts the company’s internal culture.
Moreover, at some point, managing and working with remote employees can be cost-effective. They would not be required to come to the office daily. Therefore, wellness programs surrounding remote working employees are pretty affordable.
Another concept while learninghow to streamline HR communication should be to encourage and empower employees to remain employable.
As it is, today’s time is quite competitive. Every day, employees and potential candidates keep upgrading their knowledge and skills online.
If that doesn’t happen, employees eventually feel compelled to learn new things. Because every 3-6 months, there is a new trend in every other vertical. It is an unavoidable side-effect or by-product of the hyperconnected world.
So as an HR generalist, it’s your core duty to develop your talented hires. For that, you can share learning materials, certified courses, and sponsor scholarships or Master's programs to your employees at a self-learning pace.
In fact, you use management software like uKnowva to check and verify if your users are taking new courses provided to them. Also, check how many passed, failed, or are still stuck at one or another session of the entire module.
There is complete transparency that boosts ongoing productivity using these tools. Your teams would be encouraged, too, in the end, to do better and contribute more to the firm.
As a loop, you can encourage your employees to upgrade their skill set. In the end, this will only help them when the appraisal cycle approaches.
We all are living in a VUCA world. That’s a universal truth of this decade and beyond. Data and information are accelerating at an insurmountable rate. In this messy situation, HRs can provide their employees with a trustable platform to grow at their own rate.
That is why HR generalists must research and invest in advancedHRMS solutions like uKnowva.This software allows HRs and their teams to automate their tasks, save time, and reduce man-hours and operational costs.
This software always helps HRs deal with heaps of datasets at once. There are live dashboards, insightful reports, and analytical insights. These all depend on the user data generated inside the system.
That means there is no need for manual work from an HR team’s end. Instead, the system automatically generates reports and draws predictions on the happiness metre. That is for calculating attrition and retention rates for the next 3-6 months.
However, those are just a few examples ofstrengthening HR communication and employee experience in the firm. You can justify which technologies to use for your firm, evaluating the company culture first.
How to streamline HR communication becomes interesting to divulge with the involvement of targets to complete. But in today’s busy schedule for every employee, it becomes quite mundane and time-consuming.
With an HR management system, HRs can streamline this for their employees. This system enables HR and their teams to automate their monthly targets. From there, they can check what’s achieved or what’s not.
The teams’ efficiency level and performance levels are also on track using such tools. HRs and their employees can also set automated reminders to evaluate their weekly accomplishments.
This entire practice is productive and strengthens trust between subordinates and their superiors. They can be of any department. In the long run, helping employees set and automate their targets directly impacts their performance metrics for a defined period.
Employees feel encouraged when they see their progress and contribution matters. They will do better, even the best next time, if that performance appraisal system is streamlined.
Every new-age HR generalist must have enough eagerness to knowhow tostreamline HR communication. That is how they manage, empower, and develop their employees with the trendy company culture norms.
This blog post too educates you about the top 5 trending ways to automate your HR communication and enhance employee experience.
Reread the pointers to reinforce them in your organisation to communicate that every employee’s contribution matters.
HR function continues to be the most effective and key asset for a company irrespective of the external adversities.
The majority of its credit goes to an automatedHRMS. It extends a helpful arm to the HR leaders for disseminating information across multiple channels to serve each registered employee.
Because of this leveraging factor and other components of the changing business environment, it’s necessary that we understandthe rise of technology in HR.
Also, how it makes acquiring, developing, engaging, and managing all hired candidates less of compulsion and more of an easy-to-execute task.
HR Technology encompasses multiple business functions: payroll system, recruitment engine, workflow management, project & performance appraisal, time and attendance, and the like.
With the emergence of AI to suit the growing nurturing needs of the tomorrow-ready generation,HR software has to level up.
It has to develop regular learning tools, features, and utilities. Without that, it’s hard for today’s HR personnel to capture employees’ growing and continuous attention, satisfaction, and engagement.
Given the bigger picture,HR techgives a sense of purpose anchored with strategic roles to HRs and their employees.
Employees prefer working as per their comfort that extends up to their working hours, location, and mobility.
That has given the rise ofcloud-based HR systems and suites. Because when it's operational, workflow is smooth irrespective of chosen shifts or vocational locations by the hired people.
Companies also prefer the remote-first model to establish automated KPIs in place. Plus, they can work with talented and top-performers without location, gender pay, mobility, or working hours interrupting workflow management.
uKnowva HRMS is one such cloud-based HRMS suite that provides 360-solution to employees. The Zulip and other third-party app integrations in this tool help increase engagement, productivity, and transparency between teams.
The rise of technology in HR has given prominent importance to shifting how HRs recruit new hires. That involves using automated recruitment engines. With those, HR leaders and executives can easily screen candidates that fit the current openings in the firm.
They can add bulk employee or candidate (applicant) data within a few clicks in the recruitment engine. In addition, there’s an option to leave a note regarding each applicant to alert HR in the next episode of the screening or onboarding process.
HRs can also shift the applicant’s interview process from the offer letter stage to onboarding or multiple other options. But, again, they can tweak these options if the admin approves – each company might have different recruitment stages.
Besides that, HR personnel would know which candidate should be left out if they automate the screening and CV parsing tasks.uKnowvaprovides that automation to HR teams.
With automated tasks, further interviewing – online or offline- is easier. At least, they wouldn’t make human errors in selecting the right candidate from the recruitment engine.
Open communication through Social Intranet channels is one highlightedHRMS trend. It’s helpful for companies to reimagine their talent management, engagement, and development processes throughout employees’ tenures.
WithSocial Intranet, employees can engage well and appropriately with their team members, TLs, and super seniors. They can put out their suggestions through newsfeed posts, polls, discussion forums, and pulse surveys.
Their contribution level also increases and gets highlighted in their employee profile. It helps HRs know how culturally fit the employee is for their company as the tenure moves ahead.
HR teams also get a chance to understand their successful hires better by browsing their employees’ profiles. From there, they can check their most endorsed skills, contribution level, certifications, achievements, and more.
Further, team leaders can put their vote rightly at the time of performance appraisal when they understand the capabilities of the chosen employee.
Companies are now embracingHR software and its use innovatively. For that, HR roles push their boundaries from supportive to an enabler for core business operations.
Virtual Biometrics, real-time analytics and insightful reports, workflow management like features are their tools.
ModernHR tech is turning HR executives into strategic thinkers and executioners. They no longer depend on repeated tasks or ambiguity about employees’ wellness or mood metrics.
They have access to employee profiles, leave and attendance updates, and happiness mood analytics inuKnowva HRMS. They can churn data and reports from these dashboards without manually working for hours behind them.
From these reports, HR leaders and recruiters can know if their employees are satisfied, engaged, punctual, filling their timesheets well or not. This brings transparency between HRs and their hires.
They can further help their candidates or new hires know what the company expects from them to execute every task well.
Companies have to think one step ahead to retain employees for an extended tenure. It begins with helping employees upgrade their professional bandwidth. Which also means employees should continue to relearn and unlearn as the trend emerges with new skill set demands.
Moreover, good employees would not leave the company if it’s providing them a justified reason to stay.
This is closely related to how well they can plan their work-life in the current company. If they find no scope to grow, it’s harder and a compulsion to persuade them to stay.
However, as the rise of technology in HR is so vast and rapid, uKnowva HRMS has the right solution for that too. Employees can learn new courses, modules, and skills from this cloud-based HR suite.
Plus, they can add new skills in their profiles for others to endorse as proof. This cycle of learning helps employees get internal promotions in the long run.
Therise of technology in HR is seen in the 5 technology- and employee-friendly ways above. Companies can take note of these points to know the workings and leveraging outputs of agile and transformationalHRMS software like uKnowva.
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Businesses expect HRs to excel every day with the advancement of technology. Their role is now more of a full-time manager for the talent they onboard. That’s one of the many key roles increasing theimportance of technology in HR management.
The software or tool an HR professional must use to manage their workforce must be dependable, reliable, empowering, and secure. This tool likeuKnowva HRMS must help them solve and execute complex or tedious HR tasks.
However, these are just a few examples ofHR technology for modern companies. To study its importance and the impact of its implementation, continue to read this blog.
Applicant Tracking Systems are now in wide and regular use when we talk about employee management software. This is a functionality each such tool must-have. It makes HRs job to screen potential candidates easier and quicker than before.
They set triggered actions in the system. For example, automatic reminders will be set. HRs would know the application status of each candidate. They can leave remarks for each registered candidate in theuKnowva recruitment and onboarding system.
Later, the analytics will be used. For example, it will screen and shortlist candidates depending on their remarks and previous application status. It could also depend on earlier aptitude test scores attempted and achieved by a candidate reapplying to the firm.
All in all, candidate data management is in one place. This could be useful to HRs when they want to maximise the potential of each hiring cycle for the company. And this system doesn’t require an investment of long person-hours either.
The growingimportance of technology in HR management also relates to the ease of posting jobs online. Powerful and agile tools like uKnowva HRMS assist HRs in posting jobs to their selected list of job posting websites.
The data of job postings is integrated with the third-party apps and sites on demand. So now HRs don’t have to post the same job vacancy on each website manually. All job postings get published on the required websites integrated with the recruitment engine.
Such HR technology examples are empowering. They lead to better employee hiring, onboarding, and talent acquisition episodes.
HR & technology are becoming two inseparable pairs. With the growingimportance of technology in HR management, recruiters can now automate their regular tasks like a pro.
There is an added advantage for HRs when using uKnowva HRMS – they access it anywhere and at any time. This ensures that HRs have full accessibility to automate their tedious health checks on employee management and acquisition.
They won’t be required to waste long hours anymore. Instead, focusing on more key performance indicators would be beneficial and useful for HRs because of this technology.
It also means that HRs are not missing or skipping their regular tasks. Instead, they get it done by using the HRMS without extra effort.
For example, they can access employee efficiency reports live from the dashboard on the PMS. Now, they don’t need to extensively calculate labours' hours manually in the excel workbook and waste hours.
Theimportance of HR technology is also getting the necessary limelight because of the empowered employee engagement levels in the organisations. Now teams can easily talk to each other over chatbots and messenger apps integrated in the HRMS instance of uKnowva.
This increases a team’s productivity and proficiency. They don’t waste hours in unproductive conversations. Rather, their communication remains to the point and transparent. Anyone from the team can access the Zulip chat box to put forward their queries.
Other team members get instant notifications of new messages on their mobile phones and operating systems. There is a buzzing sound for the notifications as well to alert the professionals who are working away from the keyboard.
This experience ensures that no communication gets delayed or missed. Therefore, projects have higher chances to be met and accomplished within the deadlines. As there is no chance or scope of miscommunication.
This is possible for every employee at any level in the firm. So employees at the bottom line can directly converse with the management using the chat messenger.
It shows the culture of inclusion and involvement. Therefore, each click gives employees a memorable and respectful experience.
The importance of technology in HR management impacts how HR professionals measure and monitor their talent’s efficiency levels. With the availability of live reports, it’s all the more possible now.
These reports are accessible by reporting managers and hiring managers at any time. The ultimate access to all analytics is with the admin of the system. Accessing these analytics reports on workforce performance could be coordinated based on roles and responsibilities.
These reports are accurate. That’s because the data entered in these reports for live dashboards is from the registered employee data.
There is no scope for human errors here. So whenever employees update their project details, attendance, and timesheets, their proficiency level impacts simultaneously.
Yet again, HR professionals and employees don’t have to depend on each other for gauging their projects and timesheets. Instead, employees can access their projects and leaves/attendance sheets themselves.
On the other hand, HRs can use insightful live reports to judge and measure a particular employee’s performance. They won’t have to solicit the employee every time they want to audit a system-generated report.
However, there are options in this HR technology or tool to regularise attendance and project hours. For this, the approval for final edits shall be with the admin, reporting manager, or the management.
In the 5 ways mentioned above,the importance of technology in HR management shall be pretty clear to new hiring managers. However, each company has its own policy to use different technologies for managing and developing talent.
Whatever may be the case, systems like uKnowva HRMS can streamline hire to retire HR tasks for hiring managers effectively.
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