AI has influenced everything these days; it also impacts the HR department. They have understood the necessity of revamping the integration of human knowledge and machine learning for an effortless work process and predictive work environment. Artificial intelligence (AI) is a breakthrough innovation that shapes decision making realtime. It follows a definite set of algorithms and innovative computing techniques. Integration of AI with the human resource department will enhance the experience for your workforce and candidates.

There is no denying that the current trend in business is implementing automation across the different sectors. It is beginning to impact all aspects of the business from eCommerce to the Human Resource (HR) department. A big part of automation is the use of artificial intelligence (AI) with the technology already showing up in many functions of HR. So how is artificial intelligence changing HR? The key thing to understand about the transformative power of artificial intelligence is its ability to analyze large data sets. This can help in decision-making in a wide variety of ways.

Chatbots have become extraordinarily popular in recent years largely due to technological advances, but not all of them are created equals. From basic button-based bots to NLP-driven conversational chatbots, what differentiate them and most importantly, how can you design a qualitative conversational bot, that's what we'll see in this article. First and foremost, it is important to differentiate the various types of chatbots available in the market. From simple menu/button-based chatbots to conversational AI chatbots, they're not equals as they can be using different types of technology. So let's see what are the specificities of each of them.

It is well-documented and widely understood that AI will make a huge difference to how process-oriented functions are performed. Promising greater speed, accuracy, efficiency and performance across a plethora of working activities from production lines to healthcare to administrative functions: the possibilities are hard to ignore. But for the many individuals whose current roles may be impacted by automation, HR can play a pivotal role in two vital ways: support and training. Explaining the changes afoot and the potential individual impact is one way in which HR can proactively support their workforce. The speed and effect of AI will obviously vary considerably from one industry sector to another. In car manufacturing for example, robotics has already significantly transformed the production lines of 20 or even 10 years ago and made significant changes to some roles.

The gender pay gap has always been a topic of debate but never has it ever been able to bring the much-required change in the system. Time and again, feminists have raised their voices against such inequalities. Infact, they have been very right in stating that the women are sharing responsibilities equally then why not authority? Besides, many compensation guidelines and policies have also been articulated by the government but little did all of that benefit. Otherwise, the rate at which the global economy is embracing the removal of the gender pay gap can take the next 202 years to hit the equilibrium. In this blog, I will take you through the ways in which AI can be the most practical method to remove the gender pay gap.

SAP is betting that artificial intelligence can help eliminate bias in hiring and employee performance reviews. The tech giant has been particularly vocal about improving gender and ethnic diversity, not exactly strange considering it owns human resources software company SuccessFactors. It even recently gave nearly 1% of its U.S. workforce, including some men, raises in order to close a pay gap. More significantly for the rest of the corporate world, however, are additions that SAP sap plans for its SuccessFactors HR management system, which includes applications for recruiting, performance appraisals, and career development. The new features include data crunching that flags potentially biased language in job descriptions that could unintentionally limit a pool of candidates, according to presentations that the company is making during its annual customer conference this week in Las Vegas.