In "Making HR Tech Easy," work tech expert Tim Sackett, SHRM-SCP, makes complex HR technology understandable for all HR professionals, because having a high competency in HR technology is critical to moving your HR career forward. On March 7-8, I'll be in San Francisco attending and speaking at the SHRMTech 2023 conference. I'll be discussing the most disruptive technologies impacting all functions of HR today and in the near future. HR technology is one of the most desired HR leadership skills organizations are looking for today. Yet what I find in most HR leaders I speak with is it's their biggest weakness by a mile.

To help you get a glimpse into how HR departments are leveraging AI, we asked business leaders and HR professionals this question for their best insights. From using chatbots for applicant engagement to creating bias-free communication, there are several ways that companies have been leveraging AI that may inspire you to implement AI into your organization's HR department. Leveraging chatbots within your organization can help HR not only prior to a new hire but also with current employees. First, the use of chatbots to engage with candidates during the recruitment process as well as for screening and assessing candidates during recruitment will make the job of HR much easier. Current employees can use company chatbots to look up information such as company policies or best practices and also for employee self-service, such as changing benefits or requesting time off.

It's safe to say that AI recruitment tools are a major topic in the HR space right now. While they're praised for their ability to reduce the time and expense involved in the recruiting and hiring process, currently available AI is also notably imperfect. As smart as current AI can seem, it's also easy to manipulate. There are countless websites and forums devoted to helping candidates game the system and zoom right past the AI's algorithms. Their known propensity to pick up and then deploy ethnic and racial biases is troubling, to say the least.

Read Article Written by: Mr Mayank Maitreya, Chief Executive Officer at Aapai Technologies Life seems impossible without technology nowadays. Technology is changing the way we work, live and interact with the world today. From smartphones to cloud computing to AI, technology continues to amaze us by making our lives easier, convenient and worry-free. In an […]

TMI's editorial team is comprised of researchers, writers, editors, proofreaders, and contributors with extensive experience in the HR and Talent Management space. The team scrupulously researches, analyzes and deliberates on each submission before concluding its suitability for our publications. In the early part of 2020, the war for talent was as heightened as ever, and poised to become even more so. Several industries and sectors expected ambitious hiring to cater to strong growth. And automation, artificial intelligence (AI), and other forms of HR technology were frequently tapped to aid HR in efficient, quick, and scalable discharge of HR duties.

The pandemic has caused seismic shifts in our world. Work from home mandates suddenly changed our day-to-day work life. From a personal level, health and wellness priorities as well as job and safety concerns have increased. McKinsey and Company reported that 62% of employees are now working from home. And while 41% of these employees are more productive, 31% are struggling.

After several stop-starts, artificial intelligence, or AI, is now the single most important driver shaping the future of work, but has proved itself to be evolutionary rather than revolutionary. So says Ian Jones, co-founder and chief strategy officer at the business software developer AMPLYFI. While it cannot transform a firm overnight, nor be "a silver bullet to business leaders' painpoints", it can deliver "incremental improvements to productivity or planning" provided realistic expectations are set, Mr Jones says. AI in HR can make a positive impact across everything from recruitment and retention to fostering staff wellbeing, enriching jobs and protecting against brain drain, he believes. As information overload intensifies, the ability of AI to process big data at a speed, scale, and accuracy that humans cannot match will reduce stress among all knowledge workers.

The umbrella term for software and hardware it automates the human resources function in organization. One of the most discussed and debated trends of the contemporary times in the HR Technology is the use of Artificial Intelligence (AI). As per recent predictions, AI is going to be the crunch point, in terms of productivity for HR professionals. It has been feared by many professionals that machine is going to take away their jobs. Basically there is no reason to be cautiously optimistic; this is quite early to predict the actual impact of AI in HR and Talent Acquisition.

HR and Rewards are experiencing a technological transformation, but it will require a transformation in HR skills too. The technology revolution that is currently underway in HR could be totally undermined if HR practitioners do not have the skills needed to make the most of new digital solutions. Your HCM System controls the trinity of talent acquisition, management and optimization - and ultimately, multiple mission-critical performance outcomes. While HR is one of the last operational areas to see the full force of technology transformation, it is in the crosshairs of an increasing number of software vendors. Technology strategists look at the outdated and manual processes that still occur across HR and Rewards as the perfect opportunity for automation solutions.

As much as many companies seemingly view their Human Resource department as an obligatory expenditure, the fact of the matter is that good HR management is a significant determinant of the long-run success or failure of the organisation. When properly utilised, a modern Human Resource department can add substantial value to its company by recruiting only the most qualified candidates and retaining them once they've been hired. While the basic objectives of HR like talent acquisition, retention, optimising productivity, and securing employee welfare, remain unchanged, the tactics employed have evolved considerably over the last few years especially given the rapid advancements in technology. Technology has advanced to the point where it's not merely shaping how the workforce operates, but what constitutes the workforce itself. HR is being pushed into a much larger role which entails helping their respective organisations go digital.