Artificial Intelligence in Human Resources: Wired and Hired

Artificial Intelligence At A Glance

In this age where food can be instant, data can be “Googled” and your house sweeper can be a round-shaped robot, it is no longer a surprise that advancements in ideas, design and execution can come swiftly one after the other. 

Artificial Intelligence (AI) is a product of the modern world. It is the use of software technologies in machines, such as robots and computers, making these capable of thinking and acting like human beings. However, some would rationalize that not everything that seems advanced is a work of Artificial Intelligence. It is only accepted as such when the transfer of human-like capabilities is at par or supersedes the performance of a real person. This in return dispels others’ notion that Artificial Intelligence entirely replaces humans—in fact, what it does is to pattern its function and purpose to its designer, the human mind. 

Human Resources As A Field

Human Resources is an operational division in businesses. What does that mean? Simply speaking, it is the workforce of industries. People are the main characters behind structure and system placement. Without these valued propellers, it will be impossible for any sector to thrive. 

Contextually speaking, aside from being the “knowledge and skills” behind the scenes, it is also the body responsible for managing human resources needs, processes and concerns such as:

• Recruitment, interviewing and hiring;
• Talent acquisition and off boarding;
• Data collection and organization;
• Compliance with labor code;
• Strengthening of employment standards; and 
• Provision of employee benefits

A worker particularly assigned in the department of Human Resources should be skilled enough to deliver duties, which include thorough planning and organization, job and advertisement posting and recruitment and selection; scheduling appointments, interviewing candidates and administration of performance reviews on top of systematic background check to make sure that prospects hired in companies are trustworthy.

Another role of a Human Resources officer is to ensure that employees duly receive their salaries and benefits as governed by national labor laws and the standards of companies. This explains why a Human Resources officer methodically arranges payroll and promotes receipt and addition of sound benefits, ranging from various natures of valid leaves to claims resolutions. 

Because the department represents and works for its people, it is very much concerned with the general welfare of the employees. Added to its duties and responsibilities are to engage employees in company-related activities, plant them in sectors where networking can be strengthened and accommodate health and well-being wishes of employees through but not limited to counseling. 

Definitely, Human Resources is a diligent host to its people who have different backgrounds and with multiple needs and concerns. The role undoubtedly demands presence, time and energy and more likely, a set of essentials such as steadfast structures and proficient systems. The question is, “Can the workforce sustain its performance?” If the response is a “yes”, until when can people hold up? 

 

Wired and Hired: Artificial Intelligence in Human Resources

As early as the 1920s, Human Resources has been incorporated in businesses, industries and various sectors. It was first referred to as “personal administration.” Personal Administration was simple back then. It only concentrated on three major processes—hiring, evaluating and compensating employees. However, Human Resources was not as artless as it first seemed to be. Human Resources also had to deal with employment and organizational relationships, which may mean more complexities. When discussions involve people and demands, known and unknown differences will cause agreements and disagreements. It is only just a matter of time that any of these may impact performance at work in a challenging way. 

The question lingers, “Can the workforce sustain its performance?” People are people. While the reflection of what the human mind can create and skilled hands can offer is wondrous, a person will always have his natural limitations. A person may feel exhaustion, commit unforeseen errors and reach helplessness at times. The workforce can feel, receive and release emotions and energy. Even if these soft skills are as appreciated as the technical skills in a job, the unpredictability in control and management may hinder performance at work. So what is the deal? 

The deal does not mean to disengage people. It also does not discredit the emotions and vulnerability of humans. It only means that people need an extra hand—one without major inflexibilities so that stasis at work, in businesses and industries will continue to flourish despite setbacks. The stasis in return promises to complement the capacity of people so that fewer errors, frustration and inefficiency are experienced. This is the beauty of Artificial Intelligence—a creation of mankind, for the mankind. It consistently accommodates what a very flexible human mind cannot do at all times. 

Wiring of Artificial Intelligence in Human Resources will allow the unit to function doubly as it can originally do. As it decreases the load among employees, it also provides added time to attend to matters that are of utmost concern, increases opportunities for learning and diverts energy to generation of programs that will benefit the people. It also speeds-up the process of hiring, thus, the probability of tapping more skilled people, escalating job openings and decreasing unemployment are logically within reach. 

Apart from these, more importantly, because people need to do less of the technical, heavy side of Human Resources, with Artificial Intelligence wired into the practice, Human Resources can go back to the heart of its service, which no wire, machine or system can ever do for its people—listening and empathizing to employees who face the whirlwinds of employment. 

 

The Heart of Human Resources

“Can the workforce sustain its performance?” The answer is yes! The workforce can sustain its performance because the load has been lightened by Artificial Intelligence. Artificial Intelligence has put the capacity of the workforce in to better use—for them to utilize their emotions and energy in engaging employees, ensuring fairness and expanding benefits; for empathizing and evaluating so that Human Resources can continue to perform with a heart. 

 

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