IBM: How AI Improves Productivity And New Opportunities In HR's Work

JAKARTA - Artificial Intelligence (AI) is pushing for transformation in the company's operational and business strategy, including in the Department of Human Resources (HR).

IBM as a global technology innovator said that AI technology has driven efficiency and enabled HR departments to perform existing tasks more quickly and cost-effectively.

Especially in accelerating the recruitment process by matching employee skills with positions, predicting future success, and estimating time to fill job vacancies.

" Artificial Intelligence (AI) is not only about work automation, but also to improve human capabilities and encourage the company's strategic functions," said Roy Kosasih, President Director, IBM Indonesia in a written statement.

IBM will further continue to take advantage of AI responsibly to create new opportunities, reduce bias, and ensure an inclusive and transparent workplace.

By becoming a "Client Zero," IBM managed to realize the potential for AI transformation in HR. Generative AI integration and automation have succeeded in reducing HR's operational costs by up to 40 percent and handling 94 percent of employee demand through the company's digital assistant AskHR.

The innovative role of Artificial Intelligence (AI) in the HR department can provide positive changes such as:

Creating Important Functions In HR

AI can create important functions in HR departments, for example, "Talent Scientist" which can combine the role of sourcecing, industrial-organization psychology, and AI in analyzing data, identifying the best candidates, and predicting success.

Optimizing HR Professional Time

By automating repeative tasks such as answering routine questions, AI chatbots make HR personnel more efficient and effective in providing support to employees.

Guarantee No Bias

AI can ensure bias reduction if the implementation and design process is carried out correctly. For example, AI applications in the field of candidate recruitment have the potential to change the mindset of candidates in relation to how to recommend basic roles without touching demographic factors such as gender and ethnicity.