Page 100 - Tcexpression2021 - Sept to Dec 2020

Sometimes AI is embedded in the system and tools to • Just in time, employee query resolution
identify the suitable candidates. Once the candidates
are shortlisted, the recruiter can follow the normal • Verifications of the documents submitted by the
selection process of checking the ability, potential, and new employees
recruit appropriate candidates.
• Responding to the infrastructure requests
AI also helps in advertising the available position 2. Career Path & Retention
openings with the organisation, analyse interview
outputs. The advanced technologies enable us to assess Internal Knowledge Management system with AI can
the likelihood of candidates joining the organisation; be used as training modules by HR to provide new and
post Job Offer is made. existing employees to learn, upgrade their skills, and
competency to the required levels. AI today is making
Onboarding considerable advances in big data technology. It can

mobilise huge and variable data sets with several
After hiring a qualified talent for the organisation,
the next step is to fit them into a new environment biographs, performance reviews, and historical data to
and make them comfortable and productive at the improve the training and educative model.
earliest. It is the responsibility of HR to ensure that new After using AI to improve technical competency and
employees adapt to the organisational environment by expertise, many companies are now using dynamic
creating a digital onboarding structured, personalised analysis techniques. These are used to check employees’
program. It has been found that it is not easy to allow positive & negative feelings and biases, which shall
dedicated time to every new employee by HR. measure employee sentiments, engagement, and
role in the organisation. Two essential qualities of a
So, by creating a customised digital onboarding successful professional are towards productivity and
procedure for each different position or skillset, it is engagement. Therefore, to check these, organisations
seen that it’s quite useful in making the new employees use emotional analysis techniques to monitor employee
happy and comfortable. AI makes a significant behaviour and performance indicators.
contribution to improve the efficiency of employees
and make them productive at the earliest. An important It is possible to get employees’ unconscious level “of
aspect is that the AI process shall be personalised to information using smart people analytics & digital IQs.
the extent and not familiar to all employees. The new In this analysis technique, people statements, moods,
employee who wants to interact with other employees intentions in various social media platforms, and an
and get organisation information will not know where internal social platform are consolidated compressively
to start. In this context, AI significantly contributes and validates human behaviour. This AI is also simulated
to enhancing and creating the first impression, thus with human and validated; these are inputs available
building confidence in the new employee. AI chatbots to HR to evaluate and take corrective actions to
are also used to answer all questions regarding reduce attrition. Software tools like monometers track
organisation policies, rules & regulations. This is useful, employees’ sentiments over a period, try to point out
so that employee gets only the required information disgruntled employees to whom HR can speak, and sort
and is not overwhelmed with excess details, thus out the issue to retain them.
making the onboarding process “just-in-time”.
Machine Learning algorithm can learn the behaviours
The right tool and the correct information at the of the people who have left the organisation, e.g., their
start shall bring a positive impact on new employee productivity level, reasons for leaving, and other data
productivity with increased engagement. sets. The algorithm can learn on this and predict who

is likely to leave the organisation for the future. Thus,
As noted above, the following functions are covered in
digital onboarding by using AI. HR professionals can design a system and framework
to retain the employees as a preventive measure
• Providing clarity in roles and responsibilities to be or identify replacements in advance as a proactive
performed measure resulting in saving money and time for the
organisation.
• Contact information for the employee to settle
down within the system in the organisation

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