Artificial Intelligence (AI). From 1927’s The Metropolis, through Hal 9000 from 2001: A Space Odyssey, past The Terminator and right on into our lives, AI is here and its staying. Its applications are wide and varied and in business, where data is king, it maybe the best thing since sliced bread, but what are its uses in HR?
Employee Engagement has preoccupied business leaders thoughts since at least the 1990’s, but aren’t all employees different, with different perceptions and drivers? Well, yes, obviously, so blanket programs will always leave gaps. What about changing moods or feelings? People change, even if minutely, with every contact they have, so how much accurate data can be gleaned from a yearly survey? What happens if the day after the annual survey the employee falls out with their line manager over Brexit or Donald Trump or Football? Do you carry on with the misconception that the employee is engaged and happy for the rest of the year?
Some say AI and Machine Learning (ML) is the panacea. We are already in a world of chat bots for HR Service Desks and video interviewing to increase the efficiency in recruitment. What if we could recognize and weed out unconscious biases in hiring and promoting? That’s got to be good for business, right? Using analytics to personalize learning hopefully will mean employees grow and progress faster. Another good thing.
What about implanting GPS chips to measure time and attendance? How about facial recognition to scan employee’s emotions while walking around the office? A bit too “Big Brother”? Or how about Email Sentiment Analysis to calculate employee emotional attachment by scanning the words and phrases they use in their emails? A bit too intrusive? Will it understand my emoji’s and memes?
What if the data quality isn’t the best or has biases riddled throughout it? Will the results still be useful? What about negative outcomes, like historic data saying there should be a gender pay gap, because the data shows that when there was a gender pay gap in the past, the company performed better?
Let’s embrace this exciting new world, but let’s be mindful that any new technology brings with it unseen benefits and costs. What are your experiences in using AI and ML in HR and where do you see the future going with this technology?
Although the utilistaion of data to shape Global Mobility programs is still at the forefront of many global mobility professionals’ minds. In our view there are bigger changes on the horizon and these changes come in the form of AI Technology (artificial intelligence).
How can AI be used?
It is expected that all HR and Global Mobility functions will incorporate some sort of Artificial Intelligence into their programs in the future. This will come in the form of technology that can replicate intelligence and decision making of a human (chatbots). These bots would be utilised to handle the more time consuming administrative tasks that face HR and Global Mobility professionals, such as expat allowances, shipping of household effects, booking of temporary accommodation and many service based requests.
With the ability to respond to complex questions and requests, AI bots can automatically action approved requests, thus alleviating the administrative burdens on HR and Global Mobility teams. In addition, AI does not make mistakes and is available around the clock, making it an invaluable tool when operating across multiple time zones.
Businesses that invest in technology will almost certainly become more efficient and productive. By utilising the large quantity of data, leaders will have the ability to spot trends and opportunities far quicker than what was previously possible.
How will AI effect Global Mobility teams of the future? Will AI allow global mobility professionals to shift to a more consultative and strategic role within the business?
This key topic is one of many that will be discussed by leaders during our Global Mobility Executive Roundtables in Seattle (Oct 16) and London (Nov 7).
To register your interest or find out more about the Global Mobility Executive Roundtable Series please email: firstname.lastname@example.org or call +447756967162
Joseph & Co will be distributing a post event white paper report summarising our findings.