The evolution of technology has helped transform the way HR delivers its services, including when it comes to cognitive computing. With this tech, HR professionals are allowed to make more effective decisions, improve expertise and shape the culture of their organisation for the long-term. Cognitive computing typically refers to simulating human intelligence to enable computers to understand data and derive insights, all through the use of artificial intelligence (AI) and machine learning (ML). Applications of cognitive computing are enormous, giving computers the human-like brain to compute data at fast.
Cognitive computing and its applications have so many potentials for the HR department, transforming HR functions and paving ways for new possibilities. Surveying 6,000 executives, an IBM survey found that 66 percent of CEOs believe cognitive computing can drive significant value in HR, while 50 percent of HR professionals acknowledge cognitive computing to drive transformation in their department. Meanwhile, almost half business leaders expect their HR function to adopt cognitive solutions.
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Here are some HR areas where cognitive computing could play a role:
It could be done through robotic process automation (RPA) – automating data entry to onboard new employees. With the use of software to perform rule-based tasks in a virtual environment, the program could mimic user action on the interface, often working across multiple applications.
It could be integrated with machine learning – learning and remembering frequently-used learning resources to make better suggestions. Computer system’s ability to improve their own performance by exposure to data without the need to explicitly programmed instructions. Machine learning can also uncover and identify patterns in data, thus giving better experience for employees in their development program.
Through natural language processing HR could integrate their process, helping employees navigate the relocation process. Interacting with computers via human (natural) languages, the program could directly interact, analyse, understand, derive meaning from and reproduce language and numerical information in multiple formats, including analyses and reports.
With a lot of responsibility and tasks HR staff should handle, employees are often left unanswered. With cognitive computing through its intelligent automation, HR could automate manual tasks or enable self-service for employees. The marriage of AI and machine vision make intelligent machines capable of a range of intelligent behaviours that previously required human reasoning of labour.
HR analytics, you might be familiar with this term, can help predict demand for particular benefit offering within an organisation. Analysing data to produce predictive insights, using data to make recommendations and identify current and future patterns and trends could help HR stay ahead in the competition. With this analytics, HR could understand the future demands of future employees, thus better nurture and retain the best performers within an organisation.
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