What are the applications of AI technology in the field of human resources?

First, the application form of artificial intelligence in the field of human resources

1 human resources system construction

Nowadays, the human resource information system widely used in enterprises is to record the basic information of employees and input their work skills, work rewards and punishments, academic background and so on into the database. When an enterprise recruits overseas every year, it often needs HR to analyze the current operation status of the enterprise and the job matching of employees based on certain data and personal experience. There is no denying that HR has considerable professional knowledge. However, in the face of complicated statistics, there will always be some errors in manual analysis, and the accuracy of planning and judgment is different from the actual situation of enterprises, which is also one of the problems that modern enterprises need to solve.

The construction of human resources system is to estimate the number and positions of human resources needed by enterprises in the future, and reasonably judge the relationship between supply and demand of enterprises' positions in order to recruit corresponding talents. This work is essentially a statistical representation of data, judging human resources by collecting and analyzing the staffing situation, project completion progress and work effectiveness of various departments. And everything can be done by big data analysis of artificial intelligence, and a most complex and accurate human resources system can be formulated.

2 Select talents

The most important thing for human resources to select talents is the matching degree between talents and posts, that is, selecting the right talents to work in the right posts. The recruitment process of traditional enterprises is to screen resumes first, then judge the professional background, work experience and personal comprehensive quality of talents during the interview, and then judge whether to hire an interviewer according to HR's understanding of the required job functions. There are too many unstable factors in this series of processes. On the one hand, the communication between HR and interviewer is a process of mutual judgment. HR will ask relevant questions based on personal experience and the interviewer's own situation. There is a situation, such as the relationship between the interviewer and HR, which may have a certain impact on the interview results. On the other hand, the main responsibility of HR lies in the recruitment process, and the understanding of the positions required by the enterprise may not be deep enough. After all, the description of job responsibilities and the types of talents needed for the job may not be very in-depth, which will also have an impact on the interview results.

Based on this situation, the development and introduction of artificial intelligence is particularly important. Artificial intelligence can get a clear judgment of job responsibilities by collecting a variety of information such as working hours, work content and work place. And then input the same information of the candidate into the system to accurately determine whether the talent meets the needs of the company's vacant positions. In the interview process, artificial intelligence can capture all the information of the interviewer's appearance, judge the authenticity of the interviewer's language according to the body and expression language, ask relevant questions according to the interviewer's answers, and then respond with the information reserve in the data system. For example, when an interviewer is applying for a position in computer software development, intelligent robots can ask the interviewer about his past work experience and ask highly professional academic questions. This is often impossible for human resources in recruitment.

3 Retain talents

After recruiting enough talents for enterprises, enterprises should focus on ways to retain talents. In modern enterprises, especially in the media advertising industry and real estate industry, the turnover rate and job-hopping rate increase frequently. In fact, high turnover rate is not conducive to the healthy development of enterprises. When enterprises spend time and money to cultivate talents who can be independent, there is a loss of personnel, and recruitment and training also take some time.

Based on this situation, artificial intelligence can establish a model to predict the probability of employees' intentional resignation, so as to prepare for the enterprise and avoid the situation that the brain drain position is vacant for a long time and no one is competent. Employees choose to leave their jobs because of the following considerations: office environment, promotion space, welfare benefits, family factors, personal physical condition, job satisfaction of departments, work pressure, corporate culture, external market opportunities, etc. Artificial intelligence can sort all the factors that affect employee turnover, establish corresponding evaluation model, predict employee turnover intention, and help enterprises reduce business losses caused by employee turnover.

4. Cultivate talents

When enterprises recruit excellent employees to enter the company, they will definitely need to formulate a series of training programs to further cultivate talents. Training in the traditional sense is presented by employees with certain work experience in the form of professors, which does not conform to the way of thinking of modern young people. Generally speaking, young people have made a great leap in thinking, eager to have their own space to display their fists and feet, and have low confidence in the so-called experience of those who have experienced it. Therefore, enterprises can cultivate talents by introducing artificial intelligence, and robots can simulate possible problems in their work and test their ability to respond to emergencies. You can also instill professional knowledge into talents through questions and answers. Finally, we can comprehensively evaluate the harvest in the process of talent training through the examination, and finally judge whether the talent has the ability to be competent for the post.

There are many ways to train and cultivate talents in artificial intelligence, which are efficient and fast. In the follow-up work, it is impossible for manual training to conduct professional tests or simulation tests regularly and objectively judge the ability of employees through historical data.

5 intelligent service robot

In an enterprise, there is a job that needs a lot of time and information, and that is employee consultation. Communication and information transmission between different departments will often increase certain labor costs, and there will be problems of information transmission errors. The birth of intelligent service robot will provide employees with complete department introduction and accurate information transmission services, and can provide consulting services for employees in different departments 24 hours a day, greatly improving the office efficiency of enterprises and saving the time cost of communication.

Second, the future trend of artificial intelligence application in the field of human resources

1 Collection and processing of human resource information

Information is increasingly becoming the core element of enterprises, and human resource information is also an extremely important one. In the future, using multi-dimensional network information, artificial intelligence can collect all the talent information on the network, sort it according to the requirements of enterprises, and then screen out talents with high matching with the job requirements of enterprises. Because there are still some problems in the current network, the transparency of a lot of information needs to be improved, and the conflict of interests of different recruitment websites greatly increases the probability of repeated resumes on the network. To truly realize the integration of human resources information collection based on the Internet, it needs the long-term efforts of all parties.

2. Provide highly matched job choices.

In the future, when artificial intelligence technology is more developed and human beings control robots more accurately, artificial intelligence will really enter all aspects of our lives. With the disclosure of network information and the improvement of enterprise system, enterprises have clear screening criteria for job functions, and artificial intelligence has also improved the professionalism of talent collection, which will promote enterprises to screen talents who meet functional requirements through artificial intelligence, and the real bridge between jobs and talents will be greatly improved.

3. Build a humanized welfare system

The welfare system of modern enterprises is often characterized by insufficient institutionalization, especially when judging employees' ability according to their performance. The implementation of a project is often the result of a team's efforts, but how to evaluate the contribution of each employee in the team accordingly? If you can't make an accurate evaluation, how much will it cost to get the same bonus and reward to improve the enthusiasm of employees? Therefore, there are still some loopholes in the welfare system of enterprises, which can not accurately evaluate the contribution of employees. In the future, artificial intelligence can quantify the contribution of each employee into specific numerical indicators through real-time monitoring, thus avoiding such situations.