HR AND AI: THE EVOLUTION THAT PASSES THROUGH HUMAN RESOURCE MANAGEMENT
February 15, 2024
Report of the event "The frontiers of Employee Experience: best practices compared"
February 22, 2024
WHEN THE AI IS AN ALLY FOR HR DIRECTIONS
February 16, 2024
Alveriapress
WHEN THE AI IS AN ALLY FOR HR DIRECTIONS
In recent times, Italian HR departments have faced considerable challenges, highlighting a clear gap between the expectations of candidates/employees and organisational responses. Among the most pressing issues are Talent Shortage e il fenomeno della and the Great Resignation phenomenon . Talent Shortage has made the search for qualified candidates increasingly complex, while Great Resignation has brought to light a significant decline in employee engagement, prompting HR departments to reflect deeply on human resources management.
Increasing difficulties in selecting qualified candidates and decreasing engagement among employees have prompted HR departments to carefully examine the critical issues that have emerged and to impegnarsi nella ridefinizione dei rapporti con risorse sempre più orientate a dare al lavoro un significato sociale oltre che economico. In risposta a questa sfida, nel 2024, le organizzazioni sono chiamate non solo a riconoscere, support and exalt merit,, ma anche a dotarsi degli strumenti necessari per prendere decisioni oggettive, support-oriented decisions, thus guaranteeing a personalised People Experience geared towards tangible support.
The role of AI in a challenging environment
It is undeniable that the advent of Artificial Intelligence has opened up new scenarios for automating work activities, contributing significantly to the efficiency of HR processes, freeing up valuable time for more strategic activities.
AI algorithms are, in fact, already used in various contexts:: from analysing CVs to investigating data on employee performance and well-being, to predicting possible cases of turnover. AI also proves useful in supporting the onboarding process, offering personalised guidance and facilitating the integration of new employees.
However, as is always the case when faced with innovation, it is crucial not to fall into easy exemplification and to maintain a balance between the automation provided by AI and human sensitivity, especially in matters related to people management. Indeed, AI is not meant to replace human skills, but to enhance them, creando un impatto positivo sull’intera società. Per ottenere questo risultato, le organizzazioni sono chiamate non solo ad investire in innovazione, ma anche a implementare una strategia HR orientata all’upskilling e al reskilling dei propri collaboratori, rendendoli consapevoli dei benefici e dei potenziali rischi legati a questa trasformazione.
In this transformation process, therefore, the collaboration between human and AI becomes essential, as each contributes in a complementary way to the success of the organisation. Indeed, the advanced data analysis performed by AI allows a deeper insight into business dynamics, while human sensitivity is indispensable in managing interpersonal relationships and understanding emotional and cultural nuances.
Affinché l’AI contribuisca in modo ottimale al raggiungimento degli obiettivi strategici delle Direzioni HR, è essenziale, inoltre, considerare anche gli aspetti etici e legali. La trasparenza nell’uso dei dati, la gestione della privacy e la prevenzione dei bias algoritmici sono componenti cruciali per una corretta implementazione dell’Intelligenza Artificiale.
The introduction of Artificial Intelligence in human resources management cannot be an end in itself but must serve to enhance human capabilities. Sensitivity, understanding of organisational dynamics and management of interpersonal relations remain indispensable aspects that only human skills can guarantee.
A tool to help HR departments face the challenges of the near future
Se i fenomeni del Talent Shortage e della Great Resignation hanno posto in evidenza la necessità di adottare approcci innovativi nella ricerca del personale e sollevato le questioni di engagement dei dipendenti e della loro retention; l’AI si presta a facilitare i processi di selezione, accelerando i tempi di risposta, e ad analizzare rapidamente dati di performance e benessere prevedendo possibili casi di turnover. Ciò consente alle Direzioni HR di intervenire in modo proattivo, implementando strategie di retention mirate.
Automatizzando queste attività operative through AI, HR departments, infatti, possono concentrarsi su compiti più strategici such as the definition of company policies oriented towards employee welfare, recognition of merit and skills enhancement.
Il binomio tra Intelligenza Artificiale e gestione delle risorse umane può essere, quindi, un a catalyst for business success. By embracing this synergy, HR departments can harness the full potential of emerging technologies to build more efficient, inclusive and long-term success-oriented work environments.
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CONSULTANCY, TRAINING, HR DIGITALIZATION AND CORPORATE SOLUTIONS, DISCOVER THE ALVERIA METHOD. GET READY FOR CHANGE.
In recent times, Italian HR departments have faced considerable challenges, highlighting a clear gap between the expectations of candidates/employees and organisational responses. Among the most pressing issues are Talent Shortage e il fenomeno della and the Great Resignation phenomenon . Talent Shortage has made the search for qualified candidates increasingly complex, while Great Resignation has brought to light a significant decline in employee engagement, prompting HR departments to reflect deeply on human resources management.
Increasing difficulties in selecting qualified candidates and decreasing engagement among employees have prompted HR departments to carefully examine the critical issues that have emerged and to impegnarsi nella ridefinizione dei rapporti con risorse sempre più orientate a dare al lavoro un significato sociale oltre che economico. In risposta a questa sfida, nel 2024, le organizzazioni sono chiamate non solo a riconoscere, support and exalt merit,, ma anche a dotarsi degli strumenti necessari per prendere decisioni oggettive, support-oriented decisions, thus guaranteeing a personalised People Experience geared towards tangible support.
The role of AI in a challenging environment
It is undeniable that the advent of Artificial Intelligence has opened up new scenarios for automating work activities, contributing significantly to the efficiency of HR processes, freeing up valuable time for more strategic activities.
AI algorithms are, in fact, already used in various contexts:: from analysing CVs to investigating data on employee performance and well-being, to predicting possible cases of turnover. AI also proves useful in supporting the onboarding process, offering personalised guidance and facilitating the integration of new employees.
However, as is always the case when faced with innovation, it is crucial not to fall into easy exemplification and to maintain a balance between the automation provided by AI and human sensitivity, especially in matters related to people management. Indeed, AI is not meant to replace human skills, but to enhance them, creando un impatto positivo sull’intera società. Per ottenere questo risultato, le organizzazioni sono chiamate non solo ad investire in innovazione, ma anche a implementare una strategia HR orientata all’upskilling e al reskilling dei propri collaboratori, rendendoli consapevoli dei benefici e dei potenziali rischi legati a questa trasformazione.
In this transformation process, therefore, the collaboration between human and AI becomes essential, as each contributes in a complementary way to the success of the organisation. Indeed, the advanced data analysis performed by AI allows a deeper insight into business dynamics, while human sensitivity is indispensable in managing interpersonal relationships and understanding emotional and cultural nuances.
Affinché l’AI contribuisca in modo ottimale al raggiungimento degli obiettivi strategici delle Direzioni HR, è essenziale, inoltre, considerare anche gli aspetti etici e legali. La trasparenza nell’uso dei dati, la gestione della privacy e la prevenzione dei bias algoritmici sono componenti cruciali per una corretta implementazione dell’Intelligenza Artificiale.
The introduction of Artificial Intelligence in human resources management cannot be an end in itself but must serve to enhance human capabilities. Sensitivity, understanding of organisational dynamics and management of interpersonal relations remain indispensable aspects that only human skills can guarantee.
A tool to help HR departments face the challenges of the near future
Se i fenomeni del Talent Shortage e della Great Resignation hanno posto in evidenza la necessità di adottare approcci innovativi nella ricerca del personale e sollevato le questioni di engagement dei dipendenti e della loro retention; l’AI si presta a facilitare i processi di selezione, accelerando i tempi di risposta, e ad analizzare rapidamente dati di performance e benessere prevedendo possibili casi di turnover. Ciò consente alle Direzioni HR di intervenire in modo proattivo, implementando strategie di retention mirate.
Automatizzando queste attività operative through AI, HR departments, infatti, possono concentrarsi su compiti più strategici such as the definition of company policies oriented towards employee welfare, recognition of merit and skills enhancement.
Il binomio tra Intelligenza Artificiale e gestione delle risorse umane può essere, quindi, un a catalyst for business success. By embracing this synergy, HR departments can harness the full potential of emerging technologies to build more efficient, inclusive and long-term success-oriented work environments.
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CONSULTANCY, TRAINING, HR DIGITALIZATION AND CORPORATE SOLUTIONS, DISCOVER THE ALVERIA METHOD. GET READY FOR CHANGE.