During this pandemic, artificial intelligence in HR is balancing tech and human touch
Recently, the pandemic has pushed digital transformation to the front of the line. While collaborative tools allowed us to work from home and maintain close contact with our co-workers, the next step is just around the corner, thanks to artificial intelligence and machine learning. In every element of the company, the pandemic is driving a move towards a hybrid work paradigm, changing people’s management and the way we work. Enterprises are on the verge of digital transformation and the use of artificial intelligence in HR departments will accelerate this process. Digital transformation improves the customer experience while also unlocking new value.

The adoption of artificial intelligence is a significant driver of digital transformation. While there are numerous definitions and explanations of artificial intelligence, Deloitte’s is the most straightforward and relatable. It says, “Artificial intelligence is the theory and development of computer systems able to perform tasks, that normally require human intelligence”. Visual perception, speech recognition, decision-making under ambiguity, learning, and language translation are just a few examples. This approach, which defines AI in terms of activities performed by people rather than how humans think, allows us to consider real-world applications.

Artificial intelligence has spawned a subset of cognitive technologies that are improving with time at doing certain activities that were previously solely performed by humans. The application of these cognitive technologies, either alone or in combination, is what gives Artificial Intelligence its strength. Cognitive technologies include, deep and machine learning, natural language processing (NLP), and robotics process automation, which are already at the forefront of a substantial revolution in the design and delivery of work processes in companies. Organizations are rapidly increasing their use of these technologies to completely reimagine their work architectures due to their ability to perform a wide range of tasks ranging from analyzing numbers, texts, and images to digital and physical tasks that lead to potential gains in efficiency and productivity.

From a practical standpoint, some of the applications of these technologies in Human resources and business are further highlighted.

Machine Language:

It may be utilized in any sector where huge volumes of data must be analyzed quickly and predictive models must be developed. It might be utilized in Human resources for predictive talent management, as well as in business for sales forecasting and other purposes.

Natural Language Processing (NLP):

It may be applied to situations in which a significant amount of data must be analyzed and judgments made. If accompanied by adequate algorithmic tools, CV shortlisting in Human Resources might be a viable option. Other developing fields include gaining information from judicial procedures, customer feedback, and so forth. NLP and machine learning are used by a chatbot. For employee inquiry resolution, several Digital Human Resource systems use chatbots.

Speech Recognition:

The technique is similar to that used in natural language processing (NLP), but with the added problems of various accents, ambient noise, and so on. Siri, Amazon Alexa, and other voice-based chatbots are just a few examples.

Computer Vision:

This technology allows you to distinguish between objects, pictures, and scenes. Face recognition for attendance is a fairly widespread usage in offices. Advanced applications might include better medical diagnosis and treatment of x-ray pictures.


It integrates technology such as computer vision, machine learning, high-tech sensors, actuators, and other well-engineered components into a device capable of duplicating human motor abilities while operating in high-fatigue and dangerous environments. In industries, repetitive physical operations such as lifting, loading, and unloading may simply be automated.

Artificial intelligence (AI) will revolutionize efficiency, enhance employee engagement, sharpen talent management and make processes more adaptable if it is used wisely. Accuracy in data capture is a crucial success element in AI deployment. The future rests in finding a balance between managing people and utilizing data to make employee-employer communication as smooth as possible. Maintaining the important cultural element in any organization requires a combination of technology enablement, empathy, and human touch.

The Human Factor and Artificial Intelligence:

The pandemic’s last fifteen months have taught us the value of empathy and compassion for one another in both our personal and professional lives. If applied correctly, Artificial intelligence’s capabilities can be a wonderful chance to speed up objective and fact-based decision-making while still allowing for solid human judgment. We observed an exploding use of AI in HR, with socially concerned but tech-savvy individuals using it to connect people to hospital beds, oxygen cylinders, and medications, among other things. The GOI’s ArogyaSetu App is an excellent illustration of how AI may be used to safeguard the country’s inhabitants. Vaccination will be the only way to survive the pandemic. This opens up a big window of opportunity for artificial intelligence to be used to make the world a safer place.



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