AI's answer to Human Resources priorities

Knowing the emerging trends in the sector and having a vision of what professionals are going to focus their efforts on is essential to understand the situation in which we find ourselves and thus develop strategic plans of action. In addition, it makes it possible to proactively establish priorities for company functions and objectives.

However, in the report we have prepared, we wanted to go beyond the conventional question of “What are the priorities of Human Resources?” by recognizing the current context of the sector, where the integration of new technologies has been established as a key element for its progress. Thus, the question we ask ourselves is: “To address those priorities, how can Artificial Intelligence contribute?”

Therefore, we present our report “AI's answer to Human Resources priorities”, in which we explore how Artificial Intelligence can assist HR professionals in managing their five main priorities, identified through a Gartner study involving more than 800 industry leaders.

How can Artificial Intelligence support us in our priorities in Human Resources?

1. Effectiveness of leadership.

In a constantly evolving work environment, leaders must adopt a renewed approach. These transformations are redefining the dynamic between leaders and employees, orienting it towards a more humanized relationship.

In this context, the application of AI emerges as a fundamental support for HR leaders. Through the predictive analytics, this technology makes it possible to adapt leadership strategies by evaluating trends. It also facilitates the skill development through personalized leadership programs and adjusts strategies according to demands and employee expectations through data collection.

2. Organizational design and change management.

Human Resources Directors are prioritizing organizational design and change management as employees are losing their willingness to cooperate with changes. In addition, this phenomenon of “change fatigue” among employees is correlated with a lower intention to remain in the organization.

In this situation, AI can bring significant improvements by making the process more transparent, personalized and participatory for employees, which in turn can contribute to a higher retention and job satisfaction.

The possibilities offered by this tool include the sentimental analysis to predict employee behavior patterns, the intelligent communication and collaboration platforms to establish open and participatory strategies for change, and predictive models to show employees the possible outcomes of organizational change, thus helping to reduce uncertainty.

3. Employee experience.

Caring for the employee experience, from entry to professional development, is crucial to fostering a healthy and productive work environment. AI is presented as an invaluable tool in this process, addressing three key aspects: onboarding, employee request management and personalized professional development.

4. Talent training.

Recruiting professionals face the reality of a severe talent shortage and more complicated employee retention.

AI has established itself as a indispensable ally for transforming the candidate experience in recruitment processes. It allows you to customize interactions, offering automatic responses and scheduling interviews. In addition, it makes it easier for professionals to identify and attract the best talent in a more agile way; since it allows them to review 100% of CVs and pre-select those that best fit the vacancy, optimizing the entire process and making it more strategic.

AI can provide significant support at each stage of the recruitment cycle:

5. The future of work.

Workforce planning is disconnected from reality and as a result, the strategies being used are ineffective in the current contextl. Planning must be adjusted to the current reality.

AI can participate in finding and applying a new approach that unlocks new strategies for the future. It offers us the possibility of anticipate changes at work with predictive algorithms, redistribute tasks to gain flexibility through management systems and achieve the desired forms of work thanks to machine learning and communication and advisory platforms.

It is expected that by 2024, nearly 90% of companies will have integrated some type of HR technology into their operations to streamline processes, improve employee retention and increase workforce management efficiency.

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Learn how AI can help you address your HR priorities in our report “AI's answer to Human Resources priorities” and kicks off 2024 with a digitalized department ready for transformation.