In a profoundly data-dependent function like human resources, AI is a no-brainer. Businesses still shy away from “the unknown.” The purpose why HR is still skeptical of this relatively new method is the dependence on the touching human judgment that has pushed the decision-making process for decades. Some HR experts always depend on that familiar gut reaction because they understand an algorithm, no matter how advanced, can never replace human intuition. The traditional management cliché that “people are the most valuable asset” is in full power here. HR leaders sometimes relied on data to produce actionable insights.
This is a problem that needs more in-depth analysis. IBM analysis shows that while two-thirds of CEOs assume AI will drive significant advantage in HR, only 11 percent of chief human resource officials state that their organizations have the required skills (data science, AI, and machine learning) needed to achieve that potential. The Boston Consulting Group study (paywall), and an MIT Sloan Management Review shows approximately the same numbers: 85 percent of business managers think AI will present their companies with a competitive position, but only a handful (one in 20) showed that they have extensively incorporated AI in methods and offerings.
The main difficulty here is implementation, which incorporates a broader understanding of a technology that’s discarded the limits of typical software investment. Unlike the bulk of well-defined problems and results, artificial intelligence is typically raised on, and business decisions have more extra complexity to them.
The concern of handling such a complicated method, despite AI’s best efforts to simulate the operation of our brain’s neural systems, makes it difficult for companies to implement AI company-wide, not only in HR. IBM’s research reveals that only a few organizations are able to take advantage of AI’s potential, despite recognizing its disruptive capabilities. In fact, as numerous as 120 million workers in the world’s ten most comprehensive economies may require to be retrained or reskilled in the following three years as a direct consequence of AI and intelligent automation.
The Role of AI Technologies in HR Data
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