5 apps AI in hr management latest HIGHLIGHT 2024

AI technology is now being used in every field of industry, economic, scientific, educational, today. No exception to this trend, industry personnel were also directed to the application AI technology to build human resources number of quality – effectiveness. One of the Application of AI in HR the most visible is to use tools AI in the recruitment process, training. Specifically applying this technology, the how, let's Lac Viet Computing go deep into details in this article.

1. 5 apps AI in hr management latest HIGHLIGHT 2024

App AI in hr management:

1. App AI in the recruitment process human resources
2. App AI in training activities integration (Onboard)
3. WHO help improve the quality of the relationship between the staff
4. Performance management, employee evaluation
5. Automation processes, administrative personnel

1.1. App AI in the recruitment process human resources

Many software AI recruitment are integrated ANYONE help screening resumes of applicants, reduce the time and effort of our team of recruitment. By data analysis, big data combined using recognition algorithms OCR – Optical Character Recognition, AI can quickly identify the most suitable candidates based on skills and experience. Instead of asking hr staff craft, consider screening hundreds, even thousands, CV, OCR technology has the ability to scan, analyze, and extract information from the document formats such as PDF, image or text is not structured to conduct classification, collated with the criteria specific recruitment of the company.

In addition, WHO also support the storage management candidate profile system. The record is scanned will be stored in the database, allowing hr staff to easily search, re-use the information when you need to re-recruit potential candidates for the open position after this.

System chatbot WHO also played a role in the handle the questions of the candidate, schedule a interview arrangement suitable for the recruitment process. All these things help to increase the performance of recruitment, reduce costs for business, at the same time create a better experience for candidates.

One of the software highlights the current can mention is CoDX Candidate Pool WHOis a software solution system human resource management HRM of CoDX, is developed that integrates AI to support the hr department in the process of recruiting talent. With optimal target recruitment process, automation of activities related to screening – management candidates.

The salient features of CoDX Candidate Pool WHO like:

• The ability to automatically screened and extracted data from millions of candidate profiles to be sent to each day to reduce the burden for staff, clear procedures for handling records, saving considerable time.
• Use the algorithm for analyzing reviews classifies candidates based on the criteria of recruitment is business setup help identify the most suitable candidates with the required job correctly, quickly.
• Create database recruit vast, unlimited storage support detailed information about candidates from various sources, create favorable conditions for the search and talent management in the future.

1.2. App AI in training activities integration (Onboard)

WHO not only help in the recruitment process but also provided invaluable assistance in the operation training integration (Onboard) for new employees. Integrated chatbot AI into data systems, enterprise systems such as document management, records, dispatch will help provide the necessary information about the company, such as workflow rules, the tools, the work for new employee through the online chat. New employees will be easily accessible with the information and quickly get familiar with the new working environment.

AI also helps monitor the progress of integration of employees, thereby providing the material or the right course to ensure they have enough professional skills and knowledge required for the job. App AI in hr management not only helps reduce the burden on the hr department but also help new employees quickly adapt and begin to work more efficiently.

Chatbot AI Lac Viet ability to integrate with data systems, training management of the business, help auto-reply the query of new employees about the instructions, workflow, internal policies that do not need to wait for the support from HR departments.

Chatbot WHO is this integration has the ability to communicate with new employees using natural language, creating a training environment interactive, friendly, not only helps to reduce stress in the process of integration, but also encourage new employees to participate more actively in the training process.

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1.3. WHO help improve the quality of the relationship between the staff

Application of technology WHO also have a positive impact on improving the quality of the relationship between the employees in the company by use the system virtual assistant to organize meetings, manage schedules, coordinate group activities. These systems not only help save time but also improve communication and coordination between the team members.

In addition, AI has the ability to data analysis of the relationship through the interaction between the stafffrom there, make recommendations, help to improve the working environment, enhance the cohesion in the team to help create a work environment that is positive, contributing to improve work efficiency, and satisfaction of employees.

1.4. Performance management, employee evaluation

The system integration of AI such as Machine Learning (ML) can track the performance through indicators KPI, even the elements, such as the number of completed work, quality, work attitude, commitment to the company. Business can rely on a report, this constant to make the decisions, optimal productivity or adjust in time when there is unexpected change. Help leaders more effectively manage that don't take much time at work monitoring the craft.

The management software integrated personnel WHO is capable of automatically proposed training programs related hints new skills need to develop, or the course aims to enhance the specific capacity. Process optimization, staff development, according personalization enhances the mount from which boost performance, create satisfaction for employees with development roadmap clearly fit.

Through the data analysis personnel, WHO help identify the factors that can cause reduced performance and simultaneously propose corrective measures, for example, improve the working environment or enhance the social welfare for employees. Help your business not only manage but also predict the risk of personnel management, from which there are appropriate policies to retain employees and optimizing performance.

1.5. Automation processes, administrative personnel

• Automate the process of data entry, records management: With the possibility of dissection handle data from multiple sources, WHO help businesses easily update and manage employee information from the input. Thanks to that, the search or extract personnel data becomes fast more accurate. Business reducing the time and data entry, improve accuracy at the same time enhance the ability to access hr information immediately.
• AI helps automate the process of payroll, insurance, benefits for employees: automatically calculate the pension insurance based on the variable data (such as number of hours worked, the coefficient of work), the welfare policies different. WHO can help answer questions related to welfare policy, the insurance of employees help save time reduce workload for personnel.
• App AI chatbot to aid personnel: AI Chatbot can play a role as a human resources assistant, answer the questions related to company policies, procedures, work schedules, leave, the employee benefits. Chatbot to help manage leave requests or administrative procedures quickly correct.

2. The challenge when the application AI in human resource management

2.1. Issues of security, privacy hr

WHO has the ability to handle storing large amounts of personal data of employees, from basic information to the sensitive information, such as performance evaluation, medical history, or financial information. When the AI system becoming more and more popular in the field of hr, the risk of leakage or misuse of personal data also increased. A study by Deloitte shows that more than 60% of leader HR interested in protecting your privacy and security when deploying AI technologies in personnel management

To ensure safety for data, businesses need to invest in security measures such as encrypted data, building systems, detection risk, comply with regulations such as GDPR in Europe or CCPA in California. The platform WHO also modern should be designed in ways that do not collect unnecessary data, ensuring only handle the information in accordance with objective analysis.

2.2. Barriers of qualified technical and financial resources in implementing AI technology

The deployment of AI requires technical platform and big budget. Businesses not only need to invest in computer systems, data archive, but also to ensure personnel are qualified to operate and manage AI. With the small and medium enterprises (SME), investment costs for AI can be a big barrier. According to reports from IBM in the year 2024, about 35% of small businesses said that cost is a major factor limiting the ability to apply AI.

Solution:

• Choose the platform WHO fit the scale of enterprise: The solution WHO like chatbot, process automation, predictive analysis can help save costs, reduce the technical requirements complex. In addition, the AI technology, open source, or the service of AI-based cloud platform (SaaS) also can help businesses reduce investment costs.
• Training and capacity internal: Business can invest in staff training, internal help members understand how the AI and self-manage the basic system, thereby reducing the cost of rent in addition and increase the efficiency of the application.

3. Note when deploying AI in the system administration personnel

Deploy AI in hr management requires not only detailed plans, but also need understanding about the process, specific requirements of each department. The application of AI success depends on the feasibility and acceptable level of organization for new technology. Business need

• Evaluation and selection of tools suitable AI: Instead of applying the tea, the enterprise should consider to choose the tool WHO meet specific needs, such as data analysis, personnel, process optimization, recruitment, or automate the administrative work.
• Survey the level of satisfaction of employees: A the study of Zendesk for see, the tool ONE more acceptable when employees feel they improve the process without creating complexity or loss of control. The comments from staff before deployment is also an important step to help ANYONE bring higher efficiency.

On this is 5 Application of AI in HR most prominent early in the year 2024. Hope the article on helping businesses get more information in understanding and selection is software AI technology, suitable for operation management personnel number.