HR strategy | HR Management Slides

The Future of Leveraging Automation and Artificial Intelligence (AI) in HR

The advanced machine learning technology continues to grow due to its cost savings and increased revenue factors. This type of technology has entered the world of HR. A CareerBuilder survey reveals 55% of managers assume automation and artificial intelligence (AI) in HR will be put to good use. So, this emerging technological system will certainly reduce HR tasks since almost everything is done automatically.

Therefore, what is the use of automation and AI in the HR division? What are some of the challenges?

Automation and Artificial Intelligence (AI) in HR— A Brief Overview

In the current digital transformation, automation is not only involved in the processes of executing tasks manually. However, it can also be combined with artificial intelligence (AI) to increase productivity and make better decisions. Thus, using as little human intervention as possible, especially in the human resources (HR) division. These processes consist of tools that automate HR manual tasks, including recruitment, onboarding, analytics, and performance management.

Some of the main goals of automation and artificial intelligence (AI) in HR include:

Reduce repetitive work tasks.

Eliminate manual human errors.

Allow employees to access HR services 24/7.

Provide a clear overview of all the processes involved, including individual responsibilities, thereby improving communication and teamwork.

Enable improvement for complex processes.

The Use of Automation and Artificial Intelligence (AI) in HR

Generally, HR is mainly about increasing productivity, improving the HR processes that may be time-consuming, and increasing efficiency. Many HR managers are still trapped in the manual processes for a number of tasks. This can hamper the movement of the company’s workforce. Since, it is expected to be more agile in responding to fast-paced changes in today’s digital era. Therefore, these are 4 uses of automation and artificial intelligence (AI) in HR:

Optimizing the recruitment process

Oftentimes, conventional recruitment methods were no longer effective for HR professionals to apply. With automation and AI technology can be used to reduce the time and cost required in the employee selection process. Here, HR professionals can conduct an initial screening on applicants’ resumes. Also, assess the skills of their prospective employees through virtual interviews or online tests. Therefore, not only helps HR professionals to automate the recruitment process, it also provides applicants with real-time application status.

Employee Onboarding process

The next step after recruitment is to carry out the onboarding process of new employees. An automated and AI-integrated onboarding process makes it easy for new hires to access any information they need to know. This includes information about the company’s policies, team and divisions, and tasks. It’s important for new employees to integrate with the organization and interact with co-workers to increase productivity. Therefore, it allows HR professionals to adapt to the socialization process. Thus, having a more tangible impact on the employee side.

Learning and performance management

The automated and AI systems can analyze data on the employee’s performance. At the same time, to provide recommendations on appropriate training and development to improve their skills and productivity. Here, HR professionals are assisted in designing a learning and training style with conversational interfaces and analytics for e-learning.

HR analytics

With the development of technology, data analysis is also transitioning into descriptive, prescriptive, and predictive analysis. To perform all of these 3 HR analytics, HR professionals often rely on automation and AI capabilities. It will quickly collect and analyze data from multiple sources. This technology can make better and faster decisions with access to HR analytics. ‍Companies that do not rely on HR analytics in making decisions have the risks that can affect the company. For instance, employee turnover rates and poor employee productivity.

5 Main Challenges of Automation and Artificial Intelligence (AI) in HR

The main difficulty in HR tasks is to balance technological advances with the needs of their employees. Although the transformation of automation and artificial intelligence (AI) in HR brings many benefits, there are challenges that may arise. From data privacy to cost considerations, these are the 5 HR challenges you need to be aware of:

Investing in AI

For the companies wishing to allocate budgets for automation, AI investments are often expensive up front. However, there are a number of subscription-based solutions that companies can try. Many apps offer free trials to test out before fully committing to a more expensive software solution.

Integrate AI into existing internal infrastructure

This challenge involves an automation expert who can provide the best integration assistance. Since, it’s essential to understand today’s advanced digital ecosystem and how new tools can integrate with it. Meanwhile, companies must be prepared to drop their old infrastructure systems. Frankly, old technological infrastructure is most vulnerable to cybercrimes.

Security and privacy issues

Most HR professionals identify cybersecurity as the main barrier to their automation. For HR systems, data breaches are disastrous. These files contain private employee information, including their home addresses and evaluations. Cybersecurity should be one of the main points of any automation system, including end-to-end encryption and authentication. Therefore, employees require special training to responsibly navigate AI systems.

Compliance issues

Nothing scares an HR professional more than a compliance issue. Either a tax filing error or an underpayment, for example. What’s scarier is the different labor regulations, policies, and scattered resource information. Oftentimes, these websites are not updated.

Data collection and reporting tools

Since different types of technology evolve at different levels, HR systems might need separate dashboards for specific needs. This problem makes it difficult for companies to collect data effectively and create accurate reports. However, it is important to regularly evaluate existing tools that can handle specific tasks.

Final Thoughts

Is automation and artificial intelligence (AI) in HR the answer to future employee management? The answer is yes, only if it’s done right. It takes a lot of careful planning and investment to undertake an HR automation and AI program.

However, it will never replace the actual professional HR duties. AI excels at tasks that rely on processing data more quickly and efficiently than manual methods by humans. But, not with the “human” aspect of HR that cannot be performed by AI. Specifically, working closely and ensuring employees receive support to thrive.

5 Steps to Creating an Effective Digital HR Strategy

Digital HR is a growing trend and companies are looking for ways to leverage technology to improve the employee experience. Here are the five steps to create an effective Digital HR strategy for you to use. You will understand its importance and how to utilize it to achieve maximum benefits.

What is Digital HR Strategy and Why It Matters

Digital HR is a tool to help you manage your company better. This application will help you on recognizing talent, understand their personalities, and find the best way to help them grow.

The leading professional network firm, Deloitte, defined Digital HR as a result of the massive disruption happening in the HR world today. It’s a necessity that answers the need for an efficient system that can keep up with the constant changes. Deloitte also believes that HR should be digital-first since it’s the crucial axis that connects the talents with the company.

Most people think that an HR strategy using a machine means replacing the whole process and HR activities with a machine-based one. On the contrary, this is an ingenious idea to help the company improve its resources and avoid burning out.

Another benefit of having a Digital HR is that it will be more cost-efficient in the long run. The company will know the best way to appreciate its workforce and build an environment that encourages and deliver improvements.

Steps to Create an Effective HR Strategy

Creating a strategy is easy; following up and ensuring that it stays effective may not be. You need to figure out the best way to employ the strategy and reach the desired effect.

For the best result, there must be a good synergy among HR strategy components, the workforce, the workplace, and strategy delivery. And here are the five steps to make it happen.

1. Identify Your Goals

It is a crucial first step since you need to have a goal as your primary focus. You have to identify all of your goals before setting them based on priority.

Having a strategy doesn’t necessarily mean you must do everything at once. With a single focus, you can better measure what you can do and how you improve the HR situation.

The goals may range from improving employees’ skills to tracking applicants digitally. Having multiple goals as a focus can be tricky. You need to ensure that they are within the same line and have a strong correlation to keep everything cohesive.

2. Utilize Automation

Automation is the feature that can be the hero you never thought you needed. Of course, you must have separated the data and information between those requiring automation with the ones that need manual checks. Most automation features are easy to adjust to suit your needs.

This feature can be a massive help to save your time and energy. You don’t have to read the same thing or work from scratch again. You just need to filter the data based on your needs and adjust the automation to follow suit.

3. Leverage Data

Having good data is crucial for any digital tool, especially in HR. The data needs to be accountable and tamper-free. This is the time for you to leverage the data collection to have a more accurate view of the situation. Ensuring the data is tamper-free and still transparent is also crucial to gain the trust of all parties involved.

But most importantly, you must optimize the data to have the best result. Keep your focus only on the important data and gather the necessary people to execute the strategy.

For example, you’re looking to schedule an interview that required at least two HR team to attend. You can use the data collected by the system to know everyone in your team who are available when they are available. Therefore, you don’t have to contact them manually or check their Google Calendar to set your schedule. The machine will do most of the legwork to help you schedule the interviews. This is a small example of a cohesive flow of how a good Digital HR tool processes the available optimized data to gain the best result.

4. Optimize Your Processes

As an HR, you also need to optimize the process. With optimized data, you shouldn’t have any issues optimizing the process. The probable resistance may occur from people who are still skeptical about utilizing digital HR for the activity.

The key to optimizing the process lies in how good the data is. An optimized process saves time and prevents multiple repetitions or even a halt. Even when you adjust the strategy, you don’t have to unravel the system and can fix it immediately.

5. Measure and Monitor Performance

The final step is to keep a close eye on the performance. Executing a digital strategy means you will have time to review the performance and measure what the data tells you. It is crucial as the data won’t lie.

You will see where the areas or people need improvement and what type of improvement they need. Sometimes, the issue may take a closer look to be visible. But most of the time, you can notice and address the issue immediately after implementing the strategy.

Monitoring the performance also means constantly comparing the data to find room for improvement. Many HR thinks that monitoring is only about measuring the future, but it should work on all aspects including past performances.

Keep in mind that you need to do these steps without missing a beat to have an optimized and efficient strategy. Of course, you are free to expand these steps and go for details in some aspects. But you should avoid simplifying everything to cut some time. When you do, you are risking the employees to burn out or even risk some missed communication.

HR is racing to be the first and most adaptive people with the changes to provide the best output. Employing a digital HR strategy is an inevitable step since everything slowly turns to digitization. However, it’s a change that everyone can and should embrace to have a better performance as it provides massive benefits in the future.

Download Awesome PPT Slides on Human Capital Strategy and HR Management

In this page, you can view all of 15 excellent powerpoint slides on HR Management. All slides are designed in powerpoint files (ppt) so that you can modify and immediately use for your own learning process.

There are 15 excellent HR presentation topics :

1. Competency-based HR Management
2. HR Scorecard
3. Principles of HR Management
4. Measuring ROI of Training
5. Change Management
6. Diagnosing Organizational Effectiveness
7. Good to Great
8. Coaching for Optimal Performance
9. Balanced Scorecard
10. Career Management
11. Communication Skills
12. Emotional Intelligence
13. Developing Leadership Skills
14. Presentation Skills for HR Managers
15. Creative Thinking Skills for HR Managers

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Understanding the Complexity of HR Strategy in an Easy Way

When talking about one of important components of strategic HR management, we should not put strategic HR planning out of conversation. There is a link built between the strategic plan and HR management, so that both of them is truly inseparable. Most organizations, from mid to large size, should have a strategic plan which in essence function as a map that will guide them in making their mission successful. So basically an organization has to complete financial plans, from which it can measure whether or not organizational goals have been successfully reached. Within such understanding, workforce plans also considered important although is not too important.

A company or organization that has only 10 staffs need to develop a strategic plan, which in essence will guide it to reach any purpose in the future. Development of strategic HR plan roots from the strategic plan. It allows an organization’s HR to make management decision, which later will support the future direction of the company. From a point of budgetary, strategic HR planning take part in which it helps calculate a few of factors in terms of cost, such as training, recruitment, etc. These all will be put into an organization’s operating budget.

Continue reading “Understanding the Complexity of HR Strategy in an Easy Way”

HR Strategy in Market Globalization

Competition among business in domestic area is fierce enough that make every company need to create strong strategy to survive. As the market becomes more global, the competition becomes fiercer when competitors from abroad take some places in the nation. Excellent strategy is required to stand strong on your business field. It would be better if you can spread your wings and take place in global market. To expand operation overseas are now become the goal of many companies.

HR Strategy is important part in company’s strategy to achieve company’s objectives. It is impossible to work on big company alone and more impossible to expand overseas if you do not have staffs to help you. More important, you need to have trustable, reliable, and powerful staffs to work with you and lead the company to the top. All that would be possible if you have a strong and effective HR strategy.

Continue reading “HR Strategy in Market Globalization”

Brilliant Powerpoint Slides on HR Management and HR Scorecard

There are 15 excellent HR presentation topics :

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The Importance of Manpower Planning for Your HR Strategy

Manpower planning also known as Human Resource Planning involves placing the appropriate number of people and suitable people at the right time and place and also executing the right things for which they are fitted for the attainment of organizational objectives.

This got a very essential place in the field of industrialization. it needs to be a systems approach and must be implemented in a set procedure which includes:
• examining and determining the present manpower inventory
• formulating future manpower forecasts
• expanding employment programs
• designing training systems Continue reading “The Importance of Manpower Planning for Your HR Strategy”