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5 years ago
How Artificial Intelligence Can Eliminate Bias and Improve HR Operations


Originally published in FORBES, October 3, 2017

For more informative content on workforce analytics, come to Predictive Analytics World for Business Las Vegas, June 3-7, 2018.

The use of artificial intelligence (AI) is growing, and according to a report by Accenture, it is expected to double economic growth by 2035 with its integration. From simple AI pieces to more complex problem-solving uses, the technology has multiple benefits that can help make employees more productive, efficient and error-free.

Using AI as an HR function provides additional advantages by automating many of the processes that a manager does on a daily basis that can be time-consuming and arduous at best. By adding AI into the mix, HR professionals can significantly improve and streamline operations, whether by reducing administrative work or by supporting assessments and corrective actions in a bias-free manner.

Below, eight members of Forbes Human Resources Council share some ways that AI is already impacting, and is expected to improve, day-to-day operations for HR managers:

1.  Take The Human Out Of Human Resources

I believe that artificial intelligence can be a tremendous value-add into an HR tech strategy, enabling research, data gathering, information shaping and sharing, and if/then tasks to be delegated and automated, all the while still having a high level of customer service to the business. – Philip DanaBridgepoint Education

2.  Increase Predictive Data Decision-Making

As complex data analysis becomes easily accessible, an increase in predictive data decision-making will change how we solve and deliver results. For example, performance, culture and career-alignment analysis, beyond job description match, will help employers target strong candidates in a job search. Or analysis of worker or product movement will change security and safety procedures. – Thoai HaLynx Innovation

3.  Expand HR As A Resource

The HR function will not be less human with the introduction of artificial intelligence. AI will be suitable for more basic tasks and even in helping managers with performance management tasks — for example, appraisals and corrective action. Companies will still need people in their HR offices to be available for consult, and to make sure AI is delivering information properly. AI will help expand HR as a resource. – John MauckWLR Automotive Group

To continue reading this article in FORBES, click here.

For more informative content on workforce analytics, come to Predictive Analytics World for Business Las Vegas, June 3-7, 2018.


About the Authors:

Successful HR executives from Forbes Human Resources Council offer leadership and management insights.  Forbes Human Resources Council is an invitation-only, fee-based organization for HR executives across all industries.

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