AI in HR Recruitment and Talent Acquisition Employee Onboarding Performance Management Employee Retention HR Analytics and Decision Support Enhancing Employee Experience Personalized Employee Experiences Legal and Ethical Considerations Bias Mitigation

1. Artificial Intelligence
AI in HR
Dr. A. PRABAHARAN
PROFESSOR &
RESEARCH DIRECTOR
PUBLIC ACTION
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2. AI in HR
Artificial Intelligence
(AI) is revolutionizing
Human Resources (HR),
streamlining operations,
enhancing decision-
making, and improving
both employee and
candidate experiences.
Here are several ways
AI is applied within HR:

3. Recruitment & Talent Acquisition
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 Resume Screening: AI algorithms can
quickly scan through thousands of
resumes to identify the most suitable
candidates based on skills, experience,
and other relevant criteria, significantly
reducing the time HR professionals
spend on this task.
Candidate Sourcing: AI tools can
proactively search for candidates across
various platforms, even identifying passive

4. Employee Onboarding
Automated Onboarding Processes: AI streamlines the
onboarding process for new hires by automating routine tasks
such as paperwork and training schedules, allowing HR staff
to focus on more strategic onboarding efforts.
Personalized Learning Paths: AI can tailor training
programs to individual employees' learning styles and
development needs, optimizing their onboarding experience
and productivity ramp-up.

5. Performance Management
Predictive Analytics: AI tools analyze performance data to
identify trends, predict future performance issues, and suggest
areas for improvement, helping managers and HR professionals
proactively address potential challenges.
Feedback and Engagement Analysis: AI-powered sentiment
analysis can evaluate employee feedback from surveys, emails,
and other communication channels to gauge engagement and
morale, providing insights into the overall workplace climate.
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6. Performance Management
Predictive Analytics: AI tools analyze performance data to
identify trends, predict future performance issues, and
suggest areas for improvement, helping managers and HR
professionals proactively address potential challenges.
Feedback and Engagement Analysis: AI-powered
sentiment analysis can evaluate employee feedback from
surveys, emails, and other communication channels to gauge
engagement and morale, providing insights into the overall
workplace climate.
.

7. Predictive Analytics: AI tools analyze
performance data to identify trends, predict future
performance issues, and suggest areas for
improvement, helping managers and HR
professionals proactively address potential
challenges.
Feedback and Engagement Analysis: AI-
powered sentiment analysis can evaluate
employee feedback from surveys, emails, and
other communication channels to gauge
engagement and morale, providing insights into
the overall workplace climate.
Performance Managementagement

8. Employee Retention and Turnover
Prediction
Turnover Prediction: By analyzing patterns and
factors that contribute to employee turnover, AI can
predict which employees are at risk of leaving and
provide insights on how to improve their satisfaction
and retention.
Retention Strategies: Based on AI analysis, HR
can develop targeted retention programs and
strategies to address specific issues affecting
employee satisfaction and engagement.
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9. HR Analytics and Decision
Support
• Workforce Analytics: AI systems aggregate and
analyze data on various aspects of the workforce,
providing HR with insights into productivity,
collaboration patterns, and areas for improvement.
• Strategic Planning Support: AI tools help in
forecasting future workforce needs, scenario
planning, and identifying the skills and competencies
required for future success, aiding in strategic HR
planning.

10. Workforce Analytics: AI systems aggregate and analyze
data on various aspects of the workforce, providing HR
with insights into productivity, collaboration patterns, and
areas for improvement.
Strategic Planning Support: AI tools help in forecasting
future workforce needs, scenario planning, and identifying
the skills and competencies required for future success,
aiding in strategic HR planning.
Enhancing Employee Experience
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11. Personalized Employee Experiences
AI can personalize employee experiences in areas such
as learning and development, benefits selection, and
even daily workplace interactions, increasing employee
satisfaction and engagement.
AI for Employee Wellness: AI applications offer
personalized health and wellness recommendations,
mental health support, and monitor stress levels,
contributing to overall employee well-being.
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Legal and Ethical Considerations
Bias Mitigation
AI in HR also brings challenges, such as potential biases in AI
algorithms.
There's a growing focus on developing transparent, fair AI
systems that support diversity and inclusion efforts.
Data Privacy: Ensuring the privacy and security of employee
data is paramount.
AI applications in HR must comply with data protection
regulations and ethical standards.

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End Note
AI in HR is not just about automation; it's
about enabling a more strategic, data-
driven approach to managing people and
enhancing the employee experience.
As AI technologies evolve, their potential to
transform HR practices continues to expand,
offering opportunities for innovation and
improvement across all aspects of human
resources management.