Artificial Intelligence and people analytics as a tool for employers

20.08.2020

As many continue working from home, companies are adapting to the challenges of a remote workplace by relying on the predictive prowess of Artificial Intelligence and people analytics technology. The insightful profiles created using AI technologies can inform decisions in hiring and training, as well as encourage employee productivity and guide career progression.

Companies that can identify talented leaders and place them in positions of power tend to be more successful, boasting greater employee productivity, quality of work, and job-satisfaction. These also tend to have a lower employee turnover and so are more profitable; happy employees often stay with the company for longer reducing re-hiring and training costs. It can be especially difficult to find promising individuals while working from home. Employers cannot rely on first impressions and instinct in the same way as if they were face-to-face. Even then, human instinct can be misguided and overlook smaller and seemingly less significant details. Particularly in larger organisations, employers may struggle to spot those most suited for leadership roles, and it can be as equally frustrating for employees who want to standout amongst their colleagues.

AI and analytics technology have become valuable tools in assessing individuals during the recruitment process and in monitoring the performance of current employees. The technology can help to identify candidates with valuable qualities and skills to put on leadership pathways based their performance history – which is inputted into the system. A qualitative profile of the employee’s strengths and weaknesses is produced, from which predictions about the individual’s values and leadership qualities can be proposed. This demonstrates desirable skills to look for in a prospective employee, but can also act as a useful guide for mentorship and training programmes.

Mentorship programmes are often put in place with the intention of producing the next generation of leaders. New and inexperienced employees are paired with a mentor who is recognised as an experienced and successful leader. Mentees can expect to shadow and have one-to-one coaching with their mentor; so they can learn by example and model themselves accordingly. Hopefully, the mentees can acquire the same valuable qualities and develop into another successful leader, ensuring the continued success of the company.

AI can recommend a personalised training program based on an employee’s performance record and self-assessments, which demonstrate their weaknesses and skill gaps. This acts as a useful guide for mentors, who can tailor their coaching to the individual on a case-by-case basis, and allows mentors to still have productive conversations with mentees despite lack of in-person contact. Periodic self-assessments can also encourage employees to be more engaged and driven. By asking employees to complete self-assessments, it also shows the company’s interest in the development and productivity of employees. This can encourage employees to stay engaged and driven, and continues to motivate competition in the workplace.

This predictive technology can also undertake extensive and systematic analysis of company’s performance across all departments and suggest areas for improvement. These weaknesses can then be remedied through considered and consistent training company-wide; an approach that is focused on producing a more well-rounded and capable workforce. This also benefits the employees, who are specifically trained in areas that were previously under-represented in the company. This opens up job opportunities and promotes career-progression.

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