yodhia1971 – Page 10 – HR Management Slides

Essential Skills For HR To Manage Efficiently

Just like its name, the department focuses on every human involved in the company generally and individually. Considering its substance, here are some essential skills for HR to manage a company effectively. Before going into details of the skills, the overview of a good performance of HR is also presented.

What is a good and efficient HR department?

An efficient HR department is strategic, process-oriented, and metrics-driven. It develops programs and initiatives that are tied to overarching business goals and enable the organization to execute its strategies. HR teams from big companies utilize analytics and data to gain insights into turnover, hiring effectiveness, and talent development needs. They make data-backed decisions when refining policies and practices.

Apart from the technological involvement, the human resources of the HR itself should possess fundamental value in running the departments. The department should prioritize open communication and strong relationships with both employees and company leaders.

Another value that a good HR should grip on is the dynamic. Focusing on continuous improvement, efficient HR departments evolve practices over time to support the needs of the workforce and organization. The indicative sign of a good HR is that the engaged teams/individuals in the company feel valued and productive.

HR job description

Human resources departments play a critical role in supporting employees and managing key aspects of the employee experience. To achieve the stated above condition, some daily/routine programs need to be carried out. The common responsibilities of the HR department cover:

1. Recruiting and hiring top talent. HR teams lead recruiting efforts, from identifying hiring needs and writing job descriptions to screening candidates and coordinating interviews. Their goal is to attract and select the best people to join the organization.

2. Supporting performance management. HR facilitates performance reviews, provides feedback tools for managers, and helps address disciplinary issues constructively. The aim is to boost employee productivity and development.

3. Onboarding new hires. HR ensures new employees go through proper onboarding, covering everything from paperwork and system access to company culture and training. Smooth onboarding helps new hires become productive faster.

4. Advising on organizational change. HR provides input on major initiatives that impact employees, such as restructures, policy changes, and workforce planning. The goal is organizational success through people. This requires the basic essential skills for HR such as communication and planning.

5. Promoting engagement and culture. From organizing team-building activities to fielding employee satisfaction surveys, HR helps maintain an engaging and healthy work culture. This fosters retention and productivity.

6. Ensuring legal and regulatory compliance. HR maintains employee records, ensures policies follow employment laws, and helps the company avoid lawsuits. Keeping up with regulations protects the organization.

7. Managing compensation and benefits. HR administers payroll, processes expenses, and manages employee benefits packages. Competitive compensation and benefits help attract and retain top talent.

Human resources play a multifaceted role in maximizing employee and company performance. While often unseen, their work is essential for organizational health. Indeed, the responsibilities follow the size of the company. Practically there might be more responsibilities apart from the list that require certain skills.

Essential skills for HR

To ensure success in carrying out the responsibilities, the essential skills for HR are needed. These are some essential skills that each individual and as a team of HR shall demonstrate.

• Communication Skills

HR professionals need to have exceptional written and verbal communication abilities to convey policies, provide effective performance feedback, coach managers, and keep employees informed. Strong communication helps ensure understanding and proper implementation of HR programs.

• Critical Thinking

HR staff use critical thinking skills to analyze information, evaluate options, and make sound recommendations on issues like resolving workplace conflicts, assessing training needs, or interpreting policy impacts. Sharp, objective critical thinking helps HR staff handle complex situations appropriately.

• HR Expertise

In-depth knowledge of key HR disciplines is crucial. This includes mastery of areas like compensation, organizational development, labor relations, talent acquisition, learning and development, and employment law. Deep HR expertise comes from pursuing HR certifications, training, and gaining well-rounded experience.

• Relationship Building

HR professionals must develop strong working relationships throughout the organization, fostering trust and credibility with employees and leadership. Building partnerships enables HR to gain insights and drive change collaboratively.

• Adaptability

HR needs to evolve policies and practices to align with changing workplace norms, regulations, and employee expectations. Adaptability helps HR address emerging needs like flexible work arrangements or new HR technology systems.

• Tech-savvy

With the rise of HR information systems, people analytics, and automation, HR professionals need comfort in leveraging technology and managing data to provide insights. Tech skills help optimize HR operations.

• Ethics and Integrity

Handling sensitive employee situations and data with integrity is paramount. HR must exemplify high ethical standards and enforce policies consistently and objectively. This builds trust.

• Strategic Thinking

HR translates business objectives into aligned people strategies and policies. Strategic thinking skills help envision future workforce needs and shape HR plans accordingly.

• Cultural Awareness

Cultural competence and awareness of diversity issues enable inclusive policies and prevent bias. Valuing differences results in respectful employee relations.

Those are some essential skills for HR to make significant strategic contributions. Apart from the listed above, there are still more soft skills to possess considering the varied real-life conditions.

Conclusion

In summary, human resources departments play a critical role in managing people – an organization’s most valuable asset. To perform this multifaceted function effectively, HR professionals need to cultivate a diverse set of essential skills. By developing competencies in these key areas, HR teams empower themselves to drive employee productivity, engagement, development, and retention.

How To Develop HR Presentation Topics In Such Captivating Ways

It involves simple, precise, and quality presentation when it comes to the way on how to develop HR presentation topics. There are as yet numerous perspectives to consider, in order to accomplish specific objectives. Presently, there are some ways to work with such a task, what to fill it with, and what significant guidelines to keep.

Whichever side of the calling you are in, the presentation is an exceptionally fundamental device in drawing to individuals’ advantage and conveying specific data. On the off chance that you are an expert in your business, you know precisely that having fascinating and valuable substance to foster such a project is so significant.

Best Steps On How To Develop HR Presentation Topics

You need to recollect that the HR profession might cover various capabilities. This kind of profession can have general, or particular, job descriptions. For this situation, the substance show may be transformed, though the methodologies of their conveyance won’t be excessively assorted. In this way, effective moves toward accomplishing the most significant presentation that could intrigue audiences are as follows:

Knowing The Group Of Interest

It is the major object you should pay attention to before you start to promote a project of human resources. Consider who will listen to you and how those individuals get their inspiration. You should also learn whether they really need your data or not.

This is why, it is set to make use of the AIDA, the most successful model on how to develop HR presentation topics. This method doesn’t only interest users. But, this method really can boost specific moves towards users.

Precise Objectives and Main Ideas

Your presentation should consist of the main project ideas. It is much recommended for writing them down specifically. By doing this, you will comprehend undoubtedly what you should inform for every sub-point. Be sure to answer any question of what you want to communicate to the audience in the exact way to be more unambiguous about them.

Write it down by hand, so you can pause your thoughts in focusing on the right ideas. Keep in mind that the more obviously you outline what you want to reveal from your HR presentation, the simpler and easier it will be to get it.

Focus On The Content Of the Presentation

You should develop the message in steps with good PowerPoint templates. They will help you in reinforcing your thoughts. You can consider about four main messages, based on the ideas you want to put into words to your audience.

Every message should come along with facts progressively. It is also important to insert videos that relate to the visual content, along with pictures and infographics in the presentation. Don’t underestimate the power of effects and animations.

It is an old-school technique, yet still has good impacts. Animations will wake your audience up so they will pay attention to them. You’ll notice that it works great.

But, you should ensure there you don’t overabundant these components. It is much better to offer only a few effects than too many animations on every slide. Add fonts with extraordinary typefaces to make your presentation look creative.

Pictures, animations, and fonts should correspond to the project’s topic. By doing so, you can put emphasis on specific aspects that you want audiences to remember. It requires good typography as a major presentation part so that it engages the audience.

Practice Makes Perfect

More often than not, a presentation requires more than just creating reports. But, you should be good at delivering it. It is time to do some good practices. This is because writing out the information in such a stylish way may not be enough.

Avoid becoming insecure like looking at your notes constantly. Make sure you can keep up the conversation so audiences know that you are ready with your presentation. The majority of a successful presentation depends on the speaker’s preparation.

Basically, your slides and pictures are just requirements as you are the main attention of your listeners. It is fine to add some jokes but stay focused on the topic. You don’t want to spoil the overall impression.

Good Presentation Tools

It is much easier for you to choose presentation tools for offering high-quality and attractive presentations without consuming your time. Choices include Power Point Presentation, Google Slides, and Keynote. Before making a presentation, choose any program that brings more advantages with the simplest tool.

Choose the best presentation with complete and sophisticated pre-made products. They should facilitate the whole developing presentation process. Your presentation tool should be easy to customize so it can meet your aims by inserting only the right images, exact information, as well as other significant elements.

Real Photos

When you need to show photos, make sure those photos are real and of high quality. You can emphasize professionalism in your presentation. When you are discussing about clients or partners, you should put their picture of a real person that relates to the topic. Real pictures that represent the topic will attract audiences.

Final Words

The last but not least, how to develop HR presentation topics in an interesting way is creating special designs for the first and last slides. Both are the main attention to audiences because they usually focus on the first and rarely pay attention to the rest of the slides, particularly the last one. Don’t forget to createa call to action to make the last slide interesting.

Free presentation slides for HR managers: How to Choose the Best One

You sure have heard about websites offering free presentation slides for HR managers. But did you know that most of them don’t work or have a watermark? As a manager, you should when and which templates to choose. Having the right template will impress your audience and make your delivery even more memorable.

Which Free presentation Slides for HR managers Works Best

When you need to deliver your best presentation, you need to come up with the best slides. It must be complete with all of your needs to help you with the flow. It sure is easy to just download all of the available templates out there. However, most of them only have minor differences that are not worth checking out. Here are four things for you to consider when looking for presentation slides.

1. Set Standard

One important thing to note is there is no such thing as a fit for all templates. But you can have a solid standard to guide you in choosing and writing presentation slides.

What you can do is start by listing what will you have in the presentation. Will you present pie charts? Or maybe you’re showing tables full of data or a combination of texts and charts. How and what you will include in the slides can be the standard for each presentation.

Looking for the right templates that fit your standard is far from being easy. You will need some time to collect the free templates and even more time to create a new one that you and your colleagues can adhere to. creating one. And eventually, you will have the master slides that have all of your needs and you can adjust easily.

The standard is not only for the topic but also for the slides’s layout overall. Don’t forget that you also need to get your personality and keep everything on budget. slides’ layout, but also on the wording and page

2. Choose the Right Color Scheme

Most people don’t realize the importance of having the right color scheme during a presentation. After all, most people choose neutral backgrounds and texts. This strategy is only okay and does not showcase professionalism.

You can always take a look at the color wheel to know which colors complement each other and which pairs will give a good contrast. This will help you create the slides that will grab the attention of the audience, even when they’re at the back.

The best color scheme is the one that meets your presentation topic. Of course, you need to add some of your flairs to make it more personal and relatable.

Anyhow, it doesn’t mean you need to keep everything in the same color to make it cohesive. You should explore and try out more color combinations to see which will work.

3. Get the right theme

A theme doesn’t always go hand in hand with the color scheme. But you can connect them to have a more cohesive professional look. You need to have a good eye that will keep things in balance, especially on color usage.

It’s easy to go overboard with colors and themes. But you need to set the distinctions on whether you want the theme to be in line with the presentation topic or something more general. Remember that different audiences require different sets of themes and color schemes.

The thing with free slides is their professional theme is mainly lines or geometric. There is hardly a professional theme that also can look fun. While it may be hard, it’s not impossible to find one.

If you want to, you can always combine several slides. As long as they’re in the same color scheme and suit your presentation topic, nobody will know that they’re from different templates.

4. Consider Freemium

When it’s difficult to get the free presentation slides that have all of your needs, then you should consider getting a freemium. Several websites offer a subscription service that you can use.

These websites will charge you monthly for a small amount to give you access to their large database. Some of their premium slides have a more cohesive color scheme. They also often include pictures and clipart to enhance your presentation.

However since there are so many websites offering the same templates, you will only need to subscribe to one of them. No need to worry, these websites often share their resources.

Before you start downloading freemium slides, you need to know their creative licenses. Some freemium templates still don’t allow you to use the template for commercial uses and some others only have limited access. It’s always a good idea to check with their licenses to prevent any legal issues in the future.

At a glance, getting the presentation ready is an easy thing to do. But as you look deeper, you see that things are not as it seems. Even though there are thousands of free slides available, you may only like a fraction of that number.

That is why you need to set the standard for all of your presentations. Then you can get the best theme and color scheme that will suit your delivery style. And sometimes, they don’t come for free. Looking for the best free presentation slides for HR managers means looking into the endless possibilities of how to get the best delivery.

Presentation skills for HR Managers: What you need to have

Many people think that presentation skills for HR managers are subpar and not a primary necessity. However, an HR manager needs to be able to deliver a presentation well. It’s more than just communicating it’s more than just communicating the slides or reading the notes. To deliver a presentation well, the manager needs to have the necessary skills.

Must-Have Presentation Skills for an HR Manager

Each person can have their ideas on how to deliver a presentation. But they also need to consider what the audience is thinking. Terms of HR managers, they have more audience than just the employees. Sometimes, they also need to present their reports to the higher-ups or even a prominent sponsor. Therefore, they need to have these five skills as follows:

1. Confident

Confidence may not come out in a day, but everyone can be confident enough to speak in public. As a manager, they need to speak in front of their team, the directors, as well as the employees. Being able to take the right position based on the audience is also part of having the right confidence.

Being confident also means putting trust in others. When the HR manager has to deliver a presentation it means that the topic is big enough since the manager addresses it. Therefore, it requires teamwork from the people who confide in and trust each other.

A confident presenter will share a positive vibe with the audience. They can be an effective communicator and efficiently induce respect from others. One thing to keep in mind is how being confident can be synonymous with being arrogant. This is a task that one has to tackle to gain the trust of others at a professional level.

2. Can read the Room

Not everyone has the skill to read the room. Being sensitive to the situation is also necessary during a presentation. This is crucial because it helps the presentation to stay engaging. While delivering the presentation, the manager needs to know when the audience is getting bored or need refreshment.

Some people may say that one needs to be an empath to be sensitive enough to read the mood. But everyone can read this skill and apply it accordingly. Reading the room means understanding when to change the tones of the presentation. It’s all about accommodating the audience as well as keeping the momentum going.

A manager who can’t read the room will either continue with the presentation as if nothing happened. They are also likely to be distracted by the weird mood and start getting off-topic.

3. Good Sense of Humor

A good laugh is crucial for everyone, especially during a presentation. When delivering a topic, the manager needs to include some jokes to light up the mood. But of course, timing and delivery make all of the difference.

A presentation with too many laughs will not be effective in delivering the topic. The same goes for a dry, monotone, and boring presentation. However, since everyone has a different sense of humor and the capacity to understand one, it’s best to start with small jokes.

A picture or pun between the slides can be a good point to showcase one’s sense of humor. Another option is to write the pun in a short paper and read it out loud after the presentation.

4. Articulate

What’s the point of presenting when the audience can’t hear your words well? However, being articulate is also about clarity and conciseness when delivering the presentation.

It’s common knowledge that some people are even willing to hire a coach to help them with public speaking. After all, speaking in public is very different than in a smaller group. Good enough consonants, clear vowels, and precise enunciation for each word can make a difference.

Being articulate means more audience will pay attention to what you have to say. You don’t have to repeat the same words multiple times. It also will reduce the audience who ask for unclear points. Therefore, the presentation can go smoothly with minimum interruptions.

5. Attentive

The final skill is being attentive. At a glance, being attentive is similar with able to read the room. But they are two different things. Reading the room means recognizing the mood to help you perfect the delivery. While being attentive is all about ensuring the audience that you hear them.

This skill is mostly usable during the Q&A session where the presenter needs to listen to the questions carefully. However, it doesn’t mean that being attentive has no other use during a presentation without Q&A.

An attentive manager will captivate the audience because they will think and feel impressed by the delivery. In short, anything the manager says will receive positive feedback from the audience.

Addressing the Negative Trait

Of course, everyone has negative traits that may show up during a presentation. It can be impatience, ignorance, and even being careless with the clock. While these traits may exist, they must stay hidden during public speaking.

It’s important to keep one’s composure during a presentation. Focusing on the topic of the best delivery will help everyone to keep their patience and generate adoration from others.

Despite the early dismissal and overlooked, presentation skills for HR managers are crucial to have. These skills will drive the manager to become a better leader and inspire the employees. As they will get to experience the interaction with kids in the summer.

HR Presentation Slides: Key for Effective Communication

Which Free presentation Slides for HR managers Works Best

1. Set Standard

One important thing to note is there is no such thing as a fit for all templates. But you can have a solid standard to guide you in choosing and writing presentation slides.

2. Choose the Right Color Scheme

The best color scheme is the one that meets your presentation topic. Of course, you need to add some of your flairs to make it more personal and relatable.

Anyhow, it doesn’t mean you need to keep everything in the same color to make it cohesive. You should explore and try out more color combinations to see which will work.

3. Get the right theme

If you want to, you can always combine several slides. As long as they’re in the same color scheme and suit your presentation topic, nobody will know that they’re from different templates.

4. Consider Freemium

When it’s difficult to get the free presentation slides that have all of your needs, then you should consider getting a freemium. Several websites offer a subscription service that you can use.

However since there are so many websites offering the same templates, you will only need to subscribe to one of them. No need to worry, these websites often share their resources.

How to Recruit Employee with AI: Revolutionizing the Recruitment Process

Many companies are guides on how to recruit employee with AI. These days, AI is nothing new as it helps the process into a more efficient and streamlined one. As the job market gets even more competitive for both companies and employees, they have no other choice but to use AI. Artificial Intelligence.

Utilizing AI for recruiting can help a company of any size to find the best candidates. And the applicants can use AI to find the best-matched company to work and be loyal with.

How to Recruit Employee with AI

Instead of thinking of it as a high-tech thing, AI for the recruitment process comes in various forms. One of the most popular is the applicant tracking system or ATS. This system will automate the screening process. It will notify the HR if an applicant has applied before and the HR can compare their applications.

Anyhow, AI is not a magic trick as HR still needs to do some leg work during the recruiting process. The difference is they only need to work less on some of the repetitive tasks of screening and streamlining the process. They can focus on preparing the applicants for seamless integration into the company.

Using AI for recruiting means utilizing new technology for the company’s benefit. And even though it sounds scary at first, AI can be the answer that the company has been looking for all these years.

Benefits of Using AI for Recruiting

AI comes with various benefits, primarily on how HR can tailor the parameter to fit their needs at that time. Here are some of the most prominent benefits that the company can enjoy.

· Increased Efficiency

AI is equal to being efficient. Utilizing AI for recruiting can massively improve efficiency. Since up to 80% of the applications are unqualified candidates, HR has been wasting their time doing the screening process. It reduces up to 24 working hours for HR to get to the next process.

But with an AI, HR can set the parameters and have the AI work on the arduous tasks. AI will screen the applicants and send notifications when they have enough applicants.

Using AI is more than just speeding up the recruiting process. It’s about being efficient in streamlining the recruitment process. Also, it takes the burden off of HR on losing the best applicant from not being fast enough.

· Improved Candidate Quality

In addition to the automated process, the company also will see improvement in the candidates who apply. This result is separate from the automated screening process. Most companies can see the improvement after using AI for recruitment at least four to six times.

In some cases, they may see the improvement right away. As the words get around on how the company has been looking and hiring only high-quality applicants. Both candidates and the company can benefit from this situation.

When more candidates meet their ideal companies and vice versa, it will lead to better employee retention. Happier employees mean they are more productive and less likely to resign after only a few years of working.

· Cost Savings

Even though the initial cost may be high, using AI can save the company in the long run. HR doesn’t have to work long hours. They also can assess the applicants better and only hire the best candidates.

Using good software during the recruitment process also helps the company in managing the employees. They can work on efficient and effective working conditions that will guarantee the best productivity.

Potential Challenges of AI in Employee Recruitment

Keep in mind that there is no perfect technology, and AI is not an exception. There are several issues that the company will face from using AI during its recruitment process. Even with all of the benefits, some companies often choose to neglect AI altogether.

· Data Privacy

With data rising in importance as the new currency of late, keeping it private has become a priority. However, the company may be risking some of the applicants’ data when they use AI software.

Since most of these software are using cloud technology, they are susceptible to a digital attack. Security is only becoming more important.

The solution to this issue is by having an in-house recruiting system. They still can use AI but with limited capabilities to prevent data leaks. However, it may not be the best solution since an in-house system takes years to develop and there is no guarantee for them to give the expected result.

· Human Error

Most people forget that AI technology still needs human interference. In terms of use, human, or in this case HR, is responsible for the result. They need to input the values and parameters they are looking for. And since it’s one of the initial recruitment steps, any mistake in hiring can happen.

Another error that may happen is how HR misinterprets the AI result. Just because it’s from the machine, it doesn’t mean that it has an absolute value. AI as a model language is still undergoing the process to recognize other qualities and parameters.

Even though they use AI, HR still needs to do some manual work on the process. They need to manually check some of the candidates that AI deemed as highly unqualified. No need to worry since it may only be a small percentage of the whole applicants.

Conclusion

Recruiting with AI can be very beneficial for the company that has been working to streamline its process. HR doesn’t have to spend long hours screening the applicants.

The more they do less strenuous work, the more they can focus on other HR-related work. They can focus on employee retention and provide a good working situation for the recruit.

Despite all of the benefits, HR also must be aware of the challenges in the recruiting process. In addition to knowing how to recruit employee with AI, HR also can learn how to tackle the challenges.

Navigating the Challenges of AI in HRM: Balancing Efficiency and Ethics

While maximizing the usage of AI, recognizing the challenges of AI in HRM will also help the company to streamline processes and improve its overall situation. The question is how HR strategy molds the system to meet their needs.

The importance of recognizing the Challenges of AI in HRM

The many uses of AI in various sector raises a concern about how effective it is for the recruitment process. There is a significant rise in how many HR Companies are using the technology, from 56% of total companies in 2022 to close to 80% in 2023.

Many analysts and HR managers have been predicting this jump for a while. The customers are expecting better products and services. Thus, the company needs to meet the market’s wishes to stay in the business.

Utilizing AI can save the company time and effort on various fronts. The AI system can automate parts of the process of recruiting and maintaining employees. It will help HR to do their essential work.

Having HR who recognizes these issues will help the company to build a better plan for employee management. They can retain more talents and have minimum difficulties in training new talents. Overall, the company will continue to grow with the market and be able to meet the customer’s demands.

What are the Challenges in HRM

Here are several challenges that a company face in utilizing artificial intelligence. Keep in mind that the company may only need to face one or two of these issues at once. Yet, if they don’t address it soon, they may face other challenges as well.

· Cost

Using AI is not cheap, and since it’s still in the early stages, the initial and maintenance cost can be expensive. And this led to some of the companies can’t afford to use AI. While at the same time, they may be the ones who need it the most.

The cost of technology is only part of the problem. As there is no guarantee that an expensive technology can give the company the best result. And the company also has to worry about implementing the system and maintaining it for the years to come.

Another cost-related issue is how the company also needs to train recruits on the system. While AI may provide immense help, it might be not suitable for the recruit with a high potential.

· Data Security

Since most AI technologies are using the cloud storage system, there is still a possibility for data tampering. In a sense, the company can mitigate the risk by using an in-house system that uses LAN.

However, it possesses more issues as they may be limiting the HR and other employees to do their best. While it means enhanced security, it also means difficulties in accessing from a remote place. Thus the employees may have issues with having a work-life balance. And in the long run, it will reduce their satisfaction and employee retention.

Some HR data also includes personal information. This can lead to fraud cases and identity thefts in the future. In addition to enhancing the security of their data, the company must assure the employees that their private data is also safe with them. Moreover, they also need to abide by the law on data protection.

· Inaccurate Interpretations

Artificial Intelligence is a misnomer at heart. The mathematical language relies on input from the developer. AI will only show results based on the information they have. Therefore, it’s still imperfect and may have inaccurate results.

And since it depends on the parameters that the developers and users are setting, AI can get unreliable at times. This can be an issue for employees with unstable performances and HR that equally have no clue on how to translate the AI result.

For example, an HR can put education requirements above work experience in the parameter. The AI will suggest recruits from specific colleges instead of looking at work experience and certifications.

And it means instead of cutting the recruitment process to half, the AI forces HR to work on another round and do more screening. It also means that the company can’t have the right recruit immediately.

HR also has issues with integrating the new system. It can be a case of bad implementation or a misinterpretation. Relying on AI to screen the employees means losing out on some of the potential. As the recruitment process often goes through several HR processes, they may have different ideas about what they’re looking for.

On Balancing Efficiency and Humanity

While it may sound difficult, finding a balance is still highly possible. A company can find the best formula to integrate AI into its HR system. However, even two companies working on the same business may need a different approach.

AI can be personal and highly usable for a company of any size. It’s a case of how well the company can utilize the technology.

It’s a misconception to think that it’s all on HR to find the balance. There must be a working relationship between all employees to achieve maximum efficiency. HR can act as the control and balance force to adjust how much the company can rely on the AI. And they also need to know when they need to take action.

The human touch in using AI for many HRM activities is still inevitable. As a growing language, AI has the potential to enhance the human ability to be more efficient.

Conclusion

A company needs to understand the best way to utilize the AI force in its hands. Albeit the many benefits, the system still has flaws and possesses some serious challenges for the company. And that is one thing they need to know and address beforehand.

As the company recognizes the challenges of AI in HRM, it can improve its overall productivity. In addition to having better efficiency, they also can improve the employee’s experience and have a better loyalty rate.