Obtaining the best out of your workforce begins by persuading them that emerging technologies are not there to take their jobs away. In fact, artificial intelligence (AI) has become an increasingly misunderstood technology as far as its role in better managing employees in a bid to make them more reliable and efficient. Human resource departments play the key role in leading the efforts to dismiss all misconceptions relating to the disruptive power of AI and its function in changing HR management and modern-day workplaces.
When viewing an organization as a living organism, it is safe to say that its employees or workforce would be the lifeblood that drives it forward. On the other hand, various departments in the organization would act as the individual organs that strive to use of the lifeblood. As such, it is undeniable that modern organizations are complex organisms with their workforces comprising of not only employees but also other parties including suppliers, contractors among other additional systems that call for the supervision of HR managers.
The workforce is also an energy that cuts across the entire organization, and it is a responsibility of not only the HR department but also others like finance, security, and operations among others. As such, all these departments ought to gain quick and equal access to information regarding the workforce they recruit, work or engage with periodically. This situation elicited scrutiny due to the burgeoning percentage of the workforce that would rather work as independent contractors within a progressively massive gig economy system. Nonetheless, artificial intelligence technology appears to the well-sought after savior when it comes to curbing a significant portion of this burden.
Artificial intelligence (AI) serves as an ideal tool with the superhuman power to sift through a large volume of data about the workforce. When it comes to contractors, for instance, securing the right to provide their services for an organization can lead to overwhelming material documentation akin to that generated by regular employees. These materials can take several forms including instances, certificates as well as records of completed training and qualifications. Even so, such documents are subject to regular reviews and expiry.
AI comes in to help sort through as well as process all the data daily while still preparing the status report for example on the expired certificates and licenses for subcontractors. Additionally, the technology can easily deal with follow-ups on any anomaly it spots among these data, which allows it to get rid of the heavy burden HR managers carry on a daily basis. In fact, AI allows these experts to redirect their attention away from everyday activities to more vital decision making tasks concerning the most efficient use of the workforce.
In dealing with mundane tasks, AI can assist HR managers from cross-checking the qualifications of a shortlisted supplier in a similar manner to talent hiring procedures followed when recruiting regular employees. In fact, the technology can assess the references quickly as well as the possession of vital certificates and work records. Additionally, AI can create significant input in terms of recommendations or suggestions for HR managers who are interested in making the final decision.