AI in HR: Improving Processes Without Replacing People

Across every industry, artificial intelligence (AI) is transforming the way we do our jobs by automating repetitive tasks, thwarting human errors, and freeing up time. 

However, HR is fundamentally about people – there’s no “human resources” without the “human.” By relying too heavily on AI in HR, you can weaken the personal connections every workplace needs to succeed.

There must be a balance between using AI for efficiency and keeping the human touch at the forefront of your HR department. Let’s look at some areas where generative AI and additional AI uses can ease the burden and others where the human touch is all important.

Where AI Excels in HR

The benefits of AI in HR are irrefutable. AI can handle many repetitive, time-intensive tasks with precision and efficiency humans can’t match, which makes it a valuable resource for HR professionals. Automating these responsibilities frees up time for your team to focus on the more strategic and interpersonal aspects of HR. 

Here are some HR functions where AI can make the greatest positive impact.

Talent Acquisition

AI can vastly simplify and accelerate the recruitment and hiring process. Some use cases include:

• Writing job ads: generating compelling job descriptions that attract diverse applicants
• Sourcing candidates: using AI-powered platforms to identify and recommend qualified candidates
• Screening candidates: reviewing resumes to identify top candidates
• Engaging with candidates and applicants: providing application updates and guiding applicants through the hiring process
• Scheduling interviews: coordinating suitable time slots for all parties 

Onboarding and Offboarding

Refining an employee’s transition into or out of your organization is another way to use AI in HR. For example:

• Benefits enrollment: guiding new hires through their benefits options with personalized recommendations
• Document collection: gathering tax forms, identification, and other required paperwork from new employees
• Securing company systems and data: automating equipment retrieval notifications, removing system access, and executing remote device shutdowns to protect intellectual property and sensitive data

Training and Development

AI can support continuous learning through various means, such as:

• Personalized learning paths: recommending customized training modules based on employees’ roles, performance metrics, and career aspirations
• Adaptive learning platforms: adjusting the difficulty and pacing of the training to fit individual user progress
• Content creation: generating training materials that are specific to your organization’s needs
• Skills gap analysis: identifying areas where employees or teams might benefit from additional training

Administrative Tasks

Many HR managers use AI to reduce their administrative burden by automating repetitive tasks. Some of these tasks include:

• Data management: organizing, updating, and verifying information within employee records
• Document retention: maintaining compliance with document storage and deletion policies and regulations
• Payroll: automatically calculating payroll without the risk of human error
• Workflow automation: simplifying existing HR processes, such as time-off approval
• Writing procedures: creating first drafts of policies for human review and refinement

Employee Performance

AI tools can enhance performance evaluations and ongoing feedback loops through:

• Performance analytics: tracking individual and team progress against key performance indicators (KPIs)
• Sentiment analysis: gauging employee satisfaction (or frustration) in internal communications
• Feedback collection: prompting and organizing responses from colleagues, supervisors, and direct reports

Administering Benefits

Managing employee benefits programs is another area where AI in HR makes sense:

• Enrollment assistance: providing guidance for employees during open enrollment periods
• Cost analysis: analyzing trends and benefits utilization to evaluate your program’s effectiveness

Monitoring Compliance

Staying on top of your organization’s regulatory compliance can be less stressful if you use AI tools:

• Policy audits: regularly reviewing and updating policies to align with updated laws or regulations
• Training compliance: tracking employees’ completion rates for required certifications or training programs
• Incident documentation: collecting and categorizing information regarding workplace incidents for reporting purposes

When HR Needs a Human Touch

While AI can handle many repetitive tasks quickly and accurately, some HR moments require empathy and intuition – qualities that technology can’t replicate.

For this reason, some HR duties are best left to the (human) professionals. For example, delivering difficult news, such as layoffs or disciplinary actions, is best handled by a compassionate human who can address the emotions involved and provide support. 

Similarly, providing a human connection and a sense of understanding during workplace disputes requires active listening and a personalized approach.

AI can support your HR efforts with data and insights, but it’s the human connection that allows HR professionals to build genuine relationships with employees, understand their unique challenges, and offer specialized guidance.

Career coaching, leadership development, and maintaining a culture of trust and inclusion are a few other areas that benefit from the nuanced judgment and emotional intelligence that only people possess.

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Avoiding AI Pitfalls

AI offers immense potential in HR, but it’s important to tread carefully to avoid the common AI pitfalls. For example, an over-reliance on AI can lead to impersonal interactions or contextless decision-making.

Biases in algorithms, which often stem from biased training data, can also perpetuate inequality in hiring and career development.

To avoid these and other AI-related issues, HR professionals should:

• Avoid rushing into AI adoption
• Establish clear AI goals
• Implement effective AI procedures
• Make an employee AI policy
• Prioritize transparency
• Remember the “human” part of HR
• Watch out for biases
• Guard the company’s data privacy
• Be mindful of ethical considerations
• Stay informed on regulatory changes to remain compliant
• Conduct regular AI audits for fairness
• Supplement AI-driven insights with human judgment 

Above all, you mustn’t forget the “human” part of “human resources.”

How to Use AI in HR

AI is proving to be a game-changer in the HR world. It can handle repetitive tasks and offer insights that make HR professionals more effective at their jobs. But at its core, HR is still about people. The best results come from using AI to enhance what humans do best: building relationships, offering support, and forming connections. 

By finding the right balance between using AI in HR and maintaining that fundamental human touch, you can use AI to supplement your human capabilities instead of replacing them altogether.

Remember, technology is most impactful when it works alongside humans, not in place of them.

For more insights, tips, and advice, explore our Employer Resource Center, where you’ll find articles, webinars, and more. You can also learn more about creating attention-grabbing job postings with iHire’s AI-powered Job Ad Builder.