AI_in_HR_Presentation Part 1 2024 0703.pdf

The document discusses how HR technology affects strategic planning and operations. It explains that HR technology automates and streamlines functions like recruitment, onboarding, and performance management. A case study shows how implementing an HR technology suite at a company streamlined processes, reduced errors, improved employee satisfaction and cross-departmental collaboration. The conclusion emphasizes that leveraging HR technology strategically is important for guiding strategic planning, optimizing operations and providing metrics and analytics to inform decision-making.

One of the most transformative times making waves in Human Resources (HR) is Artificial Intelligence (AI). The integration of AI in HR techniques is revolutionizing conventional practices and bringing about a paradigm shift within the manner know-how is managed and nurtured. In this blog, we will delve into the numerous sides of synthetic intelligence in human belongings, exploring its manifold blessings, from AI-powered recruitment to predictive HR analytics.

The document provides information about a human resource information systems (HRIS) course, including: - The recommended textbook and marks distribution for assessments. - Topics that will be covered include the technology and evolution of HRIS, as well as types of HRIS. - An HRIS is defined as a system used to store and manage organizational human resources information to support HR decisions and functions. It includes both computerized systems and older paper-based systems.

The document discusses the role of technology in human resource planning and management. It describes how information technology can help with workforce analytics, scheduling, and skills inventories. It also explains how technology supports replacement charts and succession management through applications that track employee data, performance reviews, competencies, and development opportunities. Overall, the document outlines how human resource information systems and software help optimize workforce management and strategic decision making.

They're computer programs that make handling things like hiring new people, managing who's on vacation, and paying salaries much more straightforward than doing it all by hand.

The Future of HR Digital Strategy With digital transformation influencing the way companies operate, it’s imperative that HR embraces technology to build an engaged and productive workforce. Our presentation delves into the impact and opportunities of the digital age on HR strategies. Boosting Productivity Learn how tools like goal-setting applications, employee recognition apps, and collaborative software can help improve productivity and collaboration in the workplace. Enhancing Employee Feedback Discover how using digital platforms help employees receive and give feedback instantly, frequently, and transparently. Effective Communication See how digital tools like instant messaging, video conferencing, and social networking apps enable effective communication that adapts to your needs. Building Employee Engagement Explore how tools for surveying, gamification, and personal development can help HR managers measure and improve employee engagement levels. I. AI and Automation in HR Processes 1. Recruitement: Learn how AI supports automated resume screening, and the use of chatbots in allowing candidates to apply to jobs at a time convenient to them. 2. Performance Management See how managers can automate talent management and performance tracking, analyze feedback in real-time and reward performance using AI-based tools. 3. Compensation Management Discover how AI systems can provide a more data-driven approach to setting compensation, with improved accuracy, making the process more transparent and objective. 4. Learning and Development Explore how AI-driven virtual trainers, interactive content, and personalized learning paths can help upskill employees in a more efficient and targeted manner. II. The Future of Remote Work and Its Effects on HR 1. Flexibility and Autonomy Learn how remote work provides for flecibility and empowers employees with greater autonomy over their workstyle. 2. Redefining Employee Benefits See how the traditional concept of benefits is being re-evaluated to adapt to remote working trends, and how employers are providing remote work perks. 3. Managing Virtual teams Discover how to build and manage an engaged workforce by adapting leadership styles and implementing communication strategies to fit the virtual team structure. III. Data Analytics in HR Decision-Making 1. Data-Based Insights Learn how to leverage data analytics in HR decision-making to gain actionable insight into talent acquisition, employee engagement, and retention strategies. 2. Increase Efficiency Explore how data analysis tools can automate HR tasks, improving operational efficiency and freeing up HR managers to focus on more strategic initiatives. 3. Strategic Planning See how accurate data analysis helps HR forecast future talent needs, and make strategic decisions in the areas of hiring, training and development, and organizational structure. IV. Upskilling HR Teams for a Digital Future 1. Aligning HR Strategy with the B

The document discusses the evolution and benefits of human resource information systems (HRIS). It begins by defining an HRIS as a software or online solution that handles data entry, tracking, and information for human resources, payroll, management, and accounting functions. Over time, HRIS have become more sophisticated, starting from manual paper systems in the 1960s to today's automated systems. An HRIS model includes subsystems for inputting data, research, intelligence, and outputting information related to acquisition, development, appraisal, maintenance, and industrial relations. The document concludes that an effective HRIS provides benefits like faster data processing, better decision making, and a more transparent and streamlined HR system.

This document summarizes the development of an intranet-based human resource management system (HRMS) for an organization. Key features of the system include automated employee records, skills assessments, and an online interview and confirmation process. A SWOT analysis is used to evaluate employees for project assignments based on their strengths, weaknesses, opportunities, and threats. The system was developed using technologies like ASP.NET for the interface, SQL for the database, and allows secure access via the organization's intranet. It aims to improve communication between employees and HR while streamlining HR processes through automation.

This document discusses how artificial intelligence is transforming human resource management. It begins with an introduction to AI and describes different types of AI like voice recognition, bots, and algorithms. It then discusses how AI is being applied in key HR functions such as recruiting, learning and development, screening candidates, interviewing, leadership assessment, and sourcing. The benefits of using AI in HR are identified as reducing bias, increasing efficiency in candidate assessment, improving employee relationships, enabling predictive turnover analysis, and tailoring training. Challenges of using AI like data quality issues, policy concerns, and the subjective nature of many HR decisions are also outlined. The document concludes that AI is providing valuable insights into areas like productivity and engagement and helping HR managers address