How is artificial intelligence taking over organisational psychology?
Keywords: Artificial intelligence, human capital, human resources, organisational psychology, recruitment, acquisition, wellness, leadership, employee motivation, productivity
What is artificial intelligence?
The term "Artificial Intelligence" was coined by John McCarthy (1950) soon after he published a paper entitled "Computing Machinery and Intelligence" and this paper led to the opening of the doors to the field termed AI. Artificial intelligence is the study of mental faculties through the use of computational modes. It is the science and engineering of making intelligent machines, especially intelligent computer programs. It is related to the similar task of using computers to understand human intelligence, but AI does not have to confine itself to methods that are biologically observable. The global AI market is predicted to snowball in the next few years, reaching a $190.61 billion market value in 2025.
Artificial intelligence in various sectors of organisational psychology!
Research conducted by EY explains that "organizations enabling AI at the enterprise level are increasing operational efficiency, making faster, more informed decisions and innovating new products and services."
AI in recruitment and talent acquisition
According to Edwin B. Flippo, "Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization". Organizations with an effective recruitment strategy will be able to employ suitable individuals in order to manage the digital world and developing business environment. So, when it comes to hiring skilled employees who can be more efficient and effective in achieving job objectives, the recruitment strategy is the most important factor for any organisation (Geetha R and Bhanu Sree Reddy D 2018).
AI in recruiting has a major role in talent acquisition (Madeline Laurano, Co-Founder & Chief Research Office). Nearly 30% of companies implement AI for recruiting activities, which can decrease down time, cost reduction, and place the right talent in the right position, which will increase with the course of time in the future.
AI is used in many ways during the recruitment process:
Screening Candidate: A Chat box helps the candidate by responding to the queries and an AI tool asks for feedback and required information about the candidate. The major benefits of chatbots are 24-hour service (64%), instant responses to inquiries (55%), and answers to simple questions (55%). The percentages indicate the accuracy levels of the chatbots.
Scheduling: But AI tools enable you to book meetings and schedules without having to do a single thing.
Candidate Engagement: AI tool automates the candidate application process using automated emails or by using messaging systems.
Re-Engagement: The application tracking system often ends with the closing of a job opening. But by using an AI tool, it allows us to target the determined candidate and check their interest level in the position applied for.
New hire On-boarding: All the formal procedures can also be answered by AI tools to the candidates. It also aids new hires with information and resources that will help with their job.
There are many benefits to using AI in the recruitment process, such as time saving, mapping of talents, cost saving, query redressing, unbiased recruitment and hiring of quality candidates.
AI in employee well-being
With modernization, employers are now aware that the mental health of their employees is critical to a healthy employee experience. Many studies have also shown that today's employees view their future work based on their employees' experiences and that a positive wellness work culture also leads to higher earnings.
According to PocketHRMs, artificial intelligence in employee wellness is used in these ways:
Feedback optimization: The traditional method of manually distributing feedback forms, then collecting and assessing them, is not only prone to human error, but also extremely time-consuming and has little to no impact on employee experience. However, with digital technology, employee feedback can be collected online and evaluated within no time. The presence of NLP-natural language processing can analyse and interpret neutral responses with amazing efficiency.
Diversity and inclusion: By using AI in recruitment processes, there is a significant reduction in the bias in the selection process as compared to human errors. This helps in increasing the diversity and inclusion in the company, which boosts the morale of the employees while enhancing the culture of the company.
Personalised wellness programs: AI has the ability to significantly impact the wellness industry by providing enhanced functionality in employee wellness programmes through personalization. Artificial intelligence technology can classify employees based on their preferences and personalities, which in turn improves the experience for your employees.
AI in employee motivation and performance
Automating tasks: AI enables employees to automate several tasks, which helps them concentrate on tasks that provide more quality in their jobs rather than focusing on tasks that could rather be taken care of by computers. For example, the tasks related to team coordination, employee administration, and management. Also, the most routine quality control and administrative tasks such as following up on the arrangement of meetings and resource allocation will soon be automated by AI.
Promoting Employee engagement: The sentiment analysis or opinion mining technology is making use of biometrics, text analysis, and natural language processing to seek insights into the motivations and behaviours of employees, thus going beyond conventional ways of determining employee experience. (Irish Tech News)
Improving company culture: AI is helping companies adopt behaviour and culture in a big way. There are various opportunities for companies by combining the scale and insights of AI with behavioural economics to leverage these abilities in order to achieve behaviour and culture which is not possible via traditional change or transformation initiatives.
AI in learning and development
Personalised learning: AI can serve as the guide for HR managers in analysing and providing the learning methods favoured by an employee. AI will help in creating an adaptive learning experience having a similar feel and look, curating content for training from external and internal sources depending on factors such as preferences, career goals, personality insights, and job history. (Irish Tech News).
Building Careers: Cognitive technology enables companies to collect data on each employee's career path and present it in a personalised way. Employees can really map their career paths in such a way that they align with the specific learning goals that are necessary to close the skills gap.
According to Forrester Research, investment in AI in the workplace will increase by 300 percent in 2017 and will affect most industries and redistribute the workforce by 2021. Artificial intelligence is definitely going to boom in the coming years and is going to make a great difference in the world of organisational psychology with other fields of an organisation. The top three most significant challenges companies face when considering the implementation of AI are staff skills (56%), the fear of the unknown (42%), and finding a starting point (26%). Now the question that is raised is, "What will happen when a machine plays the role of man in the game?"
About the author
Hi! I am C G Abilasha, I am doing my triple major in Psychology, English literature and journalism from Mount carmel college, Bangalore. I love all things related to the mind and how it works and how we can use and change it. But, Do I know any psychology jokes, you ask? I am A-Freud not. I’m interested in pursuing I/O psychology in the future. In my free time, you will find me playing with my dog and reading books.
References
Jackson, P. C. (2019). Introduction to Artificial Intelligence: Third Edition (3rd ed.). Dover Publications.
Geetha R and Bhanu Sree Reddy D, Recruitment through Artificial Intelligence: A Conceptual Study, International Journal of Mechanical Engineering and Technology, 9(7), 2018, pp. 63–70 http://www.iaeme.com/IJMET/issues.asp?JType=IJMET&VType=9&IType=7
Tambe, Prasanna; Cappelli, Peter; Yakubovich, Valery (2019). Artificial Intelligence in Human Resources Management: Challenges and a Path Forward. California Management Review, (), 000812561986791–. doi:10.1177/0008125619867910
Irish Tech News. (2019, May 13). How is Artificial Intelligence (AI) used to motivate employees in an organisation?https://irishtechnews.ie/how-is-artificial-intelligence-ai-used-to-motivate-employees-in-an-organisation/?__cf_chl_captcha_tk__=pmd_vAWAKC_dDvxOkTq4EvAOW00uO8BiDX2xJs4y9HsKMvM-1634198286-0-gqNtZGzNA5CjcnBszQfR
Todorov, G. (2021, February 26). 65 Artificial Intelligence Statistics for 2021 and Beyond. Semrush Blog. https://www.semrush.com/blog/artificial-intelligence-stats/