Introduction

In the past few years, we’ve seen a dramatic shift towards automation and machine learning. Thanks to AI, we’re able to automate many tasks that used to take up a lot of time and resources. From customer service chatbots to self-driving cars, these innovations have improved our lives in numerous ways. But it’s also important not to forget about human resources (HR) — what happens when we apply AI solutions to this industry?

Leveraging AI for Employee Self-Service

Employee Self-Service is the use of technology to automate processes that are traditionally handled by HR departments and employees. This includes things like answering questions about benefits, completing paperwork, changing vacation days, and more. When done right, it reduces the burden on HR teams and can save companies a lot of money on outsourcing costs. It also gives employees access to information they need in real-time, which makes them more likely to engage with the system and make changes when necessary.

The most common way that AI is used in Employee Self-Service is for chatbots: automated programs designed to answer basic questions about company policies or procedures. These chatbots have been widely adopted by many large companies because they’re easy for employees at all levels (from entry level up through senior management) to understand and use, even if they don’t have much tech experience themselves! Plus since these bots are powered by artificial intelligence algorithms instead of humans behind keyboards — there’s no need for training costs or hiring additional people! You’ll be amazed how much time this saves your organization overall – both yours AND theirs!

Recruitment and Onboarding

Recruitment and onboarding are two key areas for AI. Recruitment is the process of finding and hiring new employees, while onboarding is the process of getting new hires up to speed once they’ve started working at your company.

AI can help with both recruitment and onboarding. For example, artificial intelligence can be used to screen job candidates, allowing you to choose only those who meet your criteria (such as relevant skills or experience). It can also help you identify which applicants are most likely to succeed after they are hired—which could make it easier for you to hire people who won’t need much training before getting started.

Onboarding is another area where machine learning has big potential benefits: machine learning algorithms can mine data on past onboarding experiences in order to predict what will happen during a new employee’s first days on the job—allowing managers at all levels of an organization access information about how best to approach this important task

Human Resources can make good use of machine learning.

Human resources (HR) can make use of AI to reduce time spent on repetitive tasks, improve recruitment and onboarding, and more.

HR departments have long had the task of managing large volumes of data in order to ensure that employees are appropriately compensated, valued, and treated in accordance with their needs. One recent report estimated that HR professionals spend up to 80% of their time mastering compliance tasks like processing payroll or benefits claims. With AI-powered solutions like Workforce Analytics or EEO Compliance Analytics solutions from Oracle Human Capital Management Cloud Service (HCMS), companies can automate many of these tedious manual processes by leveraging machine learning technology—but only if they’re incorporated into a broader strategy for HR transformation.

Conclusion

HR departments are one of the best places to start applying artificial intelligence. In fact, algorithms that can automate the most repetitive tasks can save HR staff a lot of time and money. AI’s ability to process large amounts of data quickly will also help companies find potential candidates faster than ever before. As we’ve seen above, there are many ways that AI can be used in human resources departments today–but they’re just the beginning!