Using Artificial Intelligence within HR to drive quantifiable value | Guest Post from Ceridian

Guest Post from: Ceridian

Thank you to Wendy Muirhead, Vice President of Ceridian Europe for providing us with her insights for this blog

Whether Artificial Intelligence (AI) has a role to play in the future of HR is no longer the question. Instead, HR leaders should be asking what they can do now to ensure they are ready to reap the benefits and address the challenges ahead.

If the pandemic has shown us one thing, it’s that the human race’s ability to adapt and change is stronger than ever. With the mass adoption of technology in the form of collaboration and video conferencing tools, it’s clear that people have become more comfortable embracing digital tools and how it can help them in their daily lives.

In the world of work, the benefits of technology have undoubtedly come to the fore – paving the way for AI to be embraced and adopted, perhaps quicker than it would have been had the COVID-19 pandemic not reared its disruptive head.

There is renewed openness to look at what AI technology can do to enhance the HR function, and along with this, an understanding that actually, a little help from our robotic friends is a welcome and necessary addition to people management.

For some added insight into this topic, we spoke with Wendy Muirhead, Vice President of Ceridian Europe, a global leader in human capital management technology credited for its innovation in modernising HR and payroll functions, about the role they see AI taking and what can be done to facilitate adoption.

What trends are you currently seeing in relation to AI?

Implementing AI is neither a trend nor the future – it is the present and it is ubiquitous. AI and machine learning (ML) drive value through efficiency, immediacy, and informed decision-making. When it comes to recruitment, powered by AI and ML, we are seeing it help organisations identify the best-fit applicants, making recommendations on who should be interviewed, instead of valuable time being spent on reviewing tons of CVs.

In short, AI in the HR industry allows businesses to turn data into actionable insights, fast.

How can HR leaders expedite the use of AI amongst users?

Providing an exceptional employee experience is paramount to encourage adoption of any new product or service. It needs to work as easily and perform as well as any consumer application on a phone or tablet in the market.

For HR leaders, it means ensuring employees are able to do things like shift-swapping, viewing of their schedules, seeing when they can take time off, their pay slips – all at their fingertips via their mobile phone.

What do you see as the potential impacts of AI in HR – positive/negative?

As with most things in business, it pays off to be optimistic about the future. We see AI having the potential to dramatically improve HR effectiveness, helping employees do their jobs easier and faster, helping managers make smarter decisions, and predicting and recommending future courses of action.

That being said, with more AI comes more responsibility. AI involves large amounts of data, and if that data is inaccurate or tainted with bias, the AI’s output will reflect those shortcomings.

Investments to make AI effective and bias-free will therefore grow significantly in the years ahead to address this challenge.

What are you as a vendor doing to meet expectations of the industry when it comes to AI?

We imagine a future of work that is fluid, on-demand, and guided by data and intelligence that always stays one step ahead.

A future that puts the physical, mental and financial well-being of our people first. Our intelligent Dayforce platform, which has embedded AI and machine learning, provides insights customers need to have unprecedented advantage against their competition.

To learn more about how Ceridian’s Dayforce platform is helping nearly 5,000 organisations worldwide with their human capital needs or to request a demo, visit our Ceridian Dayforce Partner Page.