Anand is the CEO & Product Owner at Amoeboids. The overnight changes the pandemic brought to work life over two years ago would have been a lot more difficult if not for digital tools. Employees appear to agree; according to an Oracle and Workplace Intelligence report, 82% of employees surveyed believed AI can support their careers better than humans, and a whopping 85% wanted technology to help define their future. But what is HR's role in this? Using people analytics in HR functions can bring about positive change--but only if employers cultivate the right approach for their organization.

In this "On the Job" segment from Cheddar News, Amin Venjara, General Manager of Data Solutions at ADP, describes the importance of data and how human resources leaders are relying on real-time access to data now more than ever. Venjara offers real-world examples of data's impact on the top challenges faced by organizations today. Businesses big and small have been utilizing the latest tech and innovation to make the new remote and hybrid working environments possible. Speaking with Cheddar News, above, Amin Venjara (AV), says relying on quality and accessible data to take action is how today's HR teams are impacting the modern workforce. Q: How does data influence the role of human resources (HR)?

Artificial Intelligence (AI) technology is fast becoming the new normal in organisations across industries worldwide. This rapid adoption is enabling functions such as Human Resources Management (HRM) to streamline processes, boost efficiencies, reduce operational costs and increase productivity. The integration of artificial intelligence with HRM practices is redefining the way organisations engage with their workforce and their capabilities to analyse data, predict scenarios, and take appropriate action. AI paves the way for improved efficiencies across various HR processes in multiple ways, some of which are mentioned below. The best use case of AI in HR is in the talent acquisition process.

In a first for the HR sector, the statement looks to inform customers about the logic involved in HireVue's technology, following commissioned independent audits. This takes into account interview-based assessments, as well as game-based assessments -- the latter entailing online games that test candidates on a range of cognitive skills, including numeracy, problem-solving and attention. The document has been reviewed by the Information Commissioner's Office (ICO), and supported by Best Practice AI, together with Simmons & Simmons and Jacob Turner of Fountain Court Chambers. With AI being leveraged in order to aid hiring processes, HireVue is aiming to place data privacy and security, along with ethical development of the technology, at the forefront of its work. "Being at the forefront of defining the transparent and ethical use of AI and software is at the heart of what we do," said Lindsey Zuloaga, chief data scientist at HireVue.

Machine learning can help mitigate the biases present within organisations' recruiting practices Artificial intelligence has often been portrayed as dystopian when it comes to human resources. In one famous example from 2018, Amazon used it significantly in the hiring process but ultimately had to pull the plug when it was revealed that the algorithm was biased against women. The AI was identifying candidates who used masculine words as successful candidates, and instead of addressing this flaw, it reinforced sexism. Yet technology has come a long way in just the last few years. Machine learning is now being used to tackle the problem of bias within hiring decisions, not just looking coldly at performance metrics.

High performing teams have never been so critical to the success of our organisations as they are right now. The commonplace nature of remote working brought about by the pandemic has made working in teams more difficult, despite it never being more important to do so. It is not always easy to coordinate and bond with people who you only ever communicate with on a 13-inch screen. How can we make sure that people from different backgrounds, with different stories and mindsets, can align their efforts to make magic happen when working together remotely? People analytics is at the forefront of most aspirational HR strategies. The most personal element of people analytics is behavioural analysis.

AI has already transformed the way workers are recruited, hired, trained, evaluated, and even fired. One recent study found that 83% of human resources leaders rely in some form on technology in employment decision-making. Understanding Employee Skill Set: AI allows HR departments to improve employee experiences by automating repetitive, low-value tasks and freeing up time to focus on the strategic, creative work that HR teams require. Rather than spending time supervising every step of the new employee onboarding process, those steps can be intelligently automated. AI allows HR teams to analyze the performance of their employees and predict what they need.

As HR leaders, we face a radically different landscape than we did 12 months ago. A hybrid workforce, virtual recruitment and a heightened focus on diversity and inclusion have introduced new dynamics and intensified existing ones. Increasingly, we need new platforms and technologies to stay ahead--and artificial intelligence is at the forefront. Multiple surveys show that today's Chief Human Resource Officers are aware of AI's power to improve key HR functions, including operations, talent acquisition, training and development. Many have already adopted AI and many more plan to do so in the next two to three years. As more companies integrate AI platforms into their everyday practices, the real-life tangible benefits are becoming clearer for automating transactional tasks, enhancing employee productivity and gaining valuable insights about candidates and employees.

Thinking of home as the new workplace has put most HR teams in a driver's seat when it comes to controlling and coordinating various aspects of business operations. From creating space online for smooth employee communications to managing challenges related to talent management (hiring, onboarding and attrition / RIFs), HR teams are using a mix of HR technology tools and platforms to effectively manage the organizational goals at the people's level. Like their peers in the Marketing, Sales, IT and Finance, HR teams too have a solid reason to leverage AI, Machine Learning, Automation and Data Science to upgrade their people analysis and enhance vision of how their various policies affect human capital management. With demands for personalization and DEI at an all-time high, HR teams have a solid reason to sought powerful analytics tools to create a purposeful workforce in the'new-normal' era of business operations. That's why we are focusing on the current definition of HR Analytics and the top HR analytics software makers available today for enterprise consumption.

Chatbots, and particularly those backed by AI and machine learning algorithms, are gaining steam across industries because of their power and versatility. As their impact continues to be felt and adoption spreads from industry to industry, we thought now was a great time to discuss some of the ways chatbots can help your business become more efficient. As is true for most mid- to large-scale organizations, you undoubtedly have divisions that face both outward, to your clients and customers, and some that face inward, handling employee concerns. No matter who the customer is, chatbots can provide needed assistance in streamlining processes, cutting costs, and helping your people get back to the intuitive, people-centered aspects of their roles. These are some of the better-known uses for chatbots.