AI can be hugely helpful in an HR context, but there are challenges employers should be aware of. Cowden Associates’ President Elliot Dinkin explores how companies can use AI in human resources and what potential problems could arise.
As more employers are exploring the use of artificial intelligence (AI) in human resources activities such as hiring, retirement planning and benefits enrollment, employers must be aware of the potential hazards and unintended consequences of utilizing this technology. Clearly, AI can lead to a more robust and personalized communication process through its usefulness in highlighting particular areas of interest and helping employees make informed and logical decisions tied to their individual relevant factors.
By embracing AI data capabilities, specifically in predictive and analytical nature, HR departments can make potentially more informed recruiting and performance decisions. For example, employers can use data to determine where to distribute resources and find employees with relevant skill sets. Data can also influence existing staff to better understand factors that increase or decrease productivity by evaluating new methods of workflow, similar to employees on a production floor many years ago.
There are challenges with this and precautions need to be considered and…
