Research Summary: The 2019 State of Artificial Intelligence, Disruption and Innovation
What does the ascent of artificial intelligence, machine learning and robotics mean for HR?
Posted on 12-19-2019, Read Time: Min
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Today, virtually all human capital management (HCM) solution providers are creating applications with embedded AI and machine learning, leading to a variety of potential advantages. As with any new technological development, however, there are lessons to be learned.
To help learn more about AI, disruption and innovation, HR.com's HR Research Institute conducted a study to examine how Human Resource professionals (HR) think about and prepare to grapple with a wave of inevitable AI-based change.
Highlights from the research:
Finding 1: Most HR departments are not knowledgeable about using AI to enhance HR
In 2017, only 36% of respondents moderately agreed or strongly agreed that they themselves were knowledgeable about AI. In 2018, that number rose to 43%.
In 2019, the question changed: we asked respondents whether they viewed their HR department as knowledgeable about AI technology. Thirty-nine percent agree that indeed, their department is “generally knowledgeable” about the topic of using AI for the purposes of enhancing HR. This is similar to the percentage (36%) who disagree with the statement.
Finding 2: AI-generated analytics is overwhelmingly selected as having the greatest potential for the HR function
Participants were asked to select the five areas where they think AI has the greatest potential to improve the HR function over the next two years. The winner by a landslide is analytics, the only item chosen by more than half of respondents.
Over the past decade, most HCM solutions have added analytical abilities, some of which include embedded artificial intelligence and machine learning. Some solutions are able to answer questions such as which managers best motivate high-performing employers and which locales are best at hiring the highly trained or experienced employees needed.
HR perceives AI as a way to further its ability to better understand large amounts of data and synthesize it into meaningful information.
Over the past decade, most HCM solutions have added analytical abilities, some of which include embedded artificial intelligence and machine learning. Some solutions are able to answer questions such as which managers best motivate high-performing employers and which locales are best at hiring the highly trained or experienced employees needed.
HR perceives AI as a way to further its ability to better understand large amounts of data and synthesize it into meaningful information.
Finding 3: HR sees AI and machine learning as the technologies most disruptive to talent management today
Although few HR departments have policies concerning AI, most of them appreciate how disruptive these technologies could be to people management. In fact, when asked which five technologies will be most disruptive to talent management over the next two years, they were most likely to select artificial intelligence/machine learning, followed by augmented intelligence (that is, using AI to assist/enhance human intelligence).
Finding 4: HR professionals believe that AI is most likely to be able to increase innovation through automating mundane tasks and analyzing patterns
Respondents were asked to choose three ways that AI could best improve innovation in their organization. Two items were foremost:
- the ability of AI to automate the mundane but important work tasks that deter employees from focusing on innovation (73%)
- the ability for AI to analyze patterns to identify best practices that canbe shared with employees (also 73%)
To learn more about The 2019 State of AI, Disruption, and Innovation survey and to get strategic outcomes and 10 key takeaways from this exclusive HR.com Research Institute research, please read the complete report here:
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