Introduction
In a competitive job market where the demand for efficiency and precision is paramount, AI in Human Resources (HR) has transformed operations. According to Gartner, -38% of HR leaders have explored or implemented AI solutions to improve process efficiency within their organization. From recruitment to payroll management, AI-driven processes are not only reducing operational costs but also enabling HR departments to make more informed decisions. By leveraging data analytics, natural language processing, and machine learning, HR teams can now forecast talent needs, match candidates more accurately to roles, and ensure compliance with dynamic labor laws.
Use Cases
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1. Forecasting and Planning
Manage job postings and recruitment to align with company objectives by forecasting and planning the necessary skills and resources. Predict and identify resource and skill needs to ensure that recruitment efforts are strategic and effective.
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2. Candidate Screening
Screen and rank candidates by evaluating their resumes and analyzing data from professional social media platforms, ensuring a comprehensive assessment of their qualifications.
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3. Logistics Organization
Connect with candidates to conduct preliminary tests using questions or interactive games. Perform initial interviews and assessments, including face-to-face screening and sentiment analysis, to evaluate their suitability.
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4. Preliminary Testing
Connect with candidates to conduct preliminary tests using questions or interactive games. Perform initial interviews and assessments, including face-to-face screening and sentiment analysis, to evaluate their suitability.
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5. New Hire Process
Onboard new employees by thoroughly processing their application records from initial submission through to the completion of the hiring process, ensuring a seamless transition into the company.
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6. Information Collection
Collect and verify the completeness and accuracy of information from new joiners. Interact with them to gather any additional information needed during the onboarding process. Generate necessary administrative and legal reminders. Simultaneously update new joiners’ information across various systems like admin, IT, and other relevant departments.
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7. Administrative Updates
Utilize AI-based matching to ensure accurate and timely information on new hires, transfers, and terminations from the HR system. This helps avoid errors and delays in procuring necessary tools and equipment, such as phones and computers, for new employees.
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8. Promotions and Retentions Analysis
Manage human capital by analyzing promotions. Inform retentions or location skills, employees’ data, demographics, behavioral surveys, assessments, and engagement data.
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9. People Analytics and Performance Management
Enable people analytics and performance management by predicting workforce needs based on workload, the nature of projects, and the size of clients. Support HR analytics and reporting.
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10. Risk Area Identification
Identify key risk areas and attributes that could affect a company’s short- and long-term HR planning. This proactive approach helps mitigate potential issues and ensures strategic HR planning.
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11. Scenario Analysis
Conduct scenario analyses to generate valuable insights on diversity, reskilling needs, retirement planning, and behavioral skills. These insights inform strategic decision-making, ensuring a well-rounded approach to HR management.
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12. Data Capture and Cleansing
Capture and cleanse data to facilitate automated report generation. Build comprehensive reports by consolidating data from diverse sources, such as gender diversity, and perform in-depth analyses based on multiple regional factors, ensuring detailed and accurate reporting.
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13. Employee Behavior Prediction
Enable predictive analysis of employee behavior to identify early signs of resignation and drivers for top performers. Utilize AI to support detailed analysis and prediction of employee exit behavior, helping to retain valuable talent and address potential issues proactively.
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14. Certification Status Review
Review employee certification status to ensure compliance with requirements. Notify employees and managers of any certification needs. Predict training needs based on various factors such as department, job role, and available courses, ensuring employees are well-prepared and qualified.
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15. Training Needs Prediction
Enhance training programs by personalizing them based on employee behavioral data, experience, knowledge gaps, and demographic information. Notify employees of new relevant training content, ensuring continuous learning and development tailored to their needs.
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16. Personalized Learning Programs
Manage learning queries, reports, and registrations efficiently through conversational platforms. Evaluate the return on investment (ROI) of learning programs and review learning and development (L&D) operations using analytics to ensure effectiveness and continuous improvement.
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17. Learning Management
Input receipts into the expense management system by using scanned copies of these documents, ensuring accurate and efficient expense tracking and management.
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18. Expense Management
Streamline the expense approval workflow using rules-based logic, allowing for the automatic approval of standard and recurring expenses, thereby reducing manual intervention and increasing efficiency.
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19. Travel Forecasting
Predict the travel needs of company employees and establish a budget that aligns with these requirements, ensuring cost-effective and well-planned business travel.
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20. Policy Updates
Notify employees of HR policy updates via email. Research and respond to employee queries regarding HR policies using chatbots or established processes. Offer customized services such as generating employment certificates and providing updates on leave status, ensuring comprehensive employee support.
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21. Benefit Calculation
Determine the benefits applicable to each employee by applying rules that take into account their level or seniority, ensuring fair and accurate benefit allocation.
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22. Salary and Budget Management
Reconcile payroll deductions accurately and utilize LLM-Chatbots to respond to employee queries about benefit policies, providing timely and precise information to employees.
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23. Job Market Analysis
Evaluate new hire requisitions by comparing them against the approved position budget and headcount. Review and approve the salary budget, and identify competitive wage market offers using external data to ensure alignment with market standards.
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24. Time Records Review
Conduct daily reviews of employee time records to ensure accuracy and completeness. Notify employees or managers promptly of any missing information to rectify errors and ensure precise payroll processing.
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25. Payroll Processing
Execute standard payroll batch extracts and import them into the payroll system to prepare for gross-to-net processing. Conduct thorough payroll validations covering benefits, time worked, and leave to ensure accurate payroll management.