Lately, artificial intelligence or cognitive computing use in the HR professional environment is capturing more and more attention.
In a time when “tech-minded” people are already eager to experiment new cognitive solutions, most of the professionals are inched to take more calculated approaches; they will gladly receive counseling with the aim of improving the success chances of their HR operations.
In this post, we’re looking to provide the necessary guidance for those professionals who are looking for the sweet spot of the cognitive HR space. The world’s changing really quickly, and all HR professionals (and not only) need to adapt to this amazing marketplace that shifts on a consistent basis.
Cognitive computing is defined as a complex computing system which manages to interact with human beings in a natural way. It learns, understands, reasons, and interacts. Simply put, cognitive computing solutions bring the solutions that A.I (artificial intelligence) are bringing right now. Only that these systems are specifically aimed to serve the needs of the HR professionals from all across the world.
The main differences between the behavior of cognitive computing software and other applications is based on four key features:
Cognitive computer systems are similar to humans according to the ways they grasp and process information that comes in unstructured conditions. They have the capacity of understanding patterns of different languages and capture sensory inputs.
Take as an example, the fact that a cognitive application has the capacity to analyze a lot of audio content (examinations, recordings of different human resources centers). The purpose? To identify different patterns and keywords that reflect the frequency, emotion, and the voice tonality of the prospects.
Cognitive computing software understand more complex ideas that can only be initiated by humans. For example, a manager is looking for an internal role, so a cognitive app will scan the candidate’s profile, performance, and previous experiences.
Furthermore, in order to determinate if he or she would be a strong fit in the organization, it can analyze the candidate against of a successful job holder.
A cognitive computing system is always up-to-date; it learns and develops itself through each database entry, interaction, and result. This capability becomes demanding in the HR world, new politics rules and professional regulations are in a constant. Moreover, most companies strive to improve the talent potential of their prospects, so the usage of cognitive systems should really come in handy.
There are no specialized skills needed in order to interact with a cognitive system. People can easily interact with them by only using normal language. This amazing capacity gives this technology an immense applicability to a wide range of HR professionals.
And as new technology arises, everyone’s eager to implement it as soon as possible, in a wide area of domains. Look at the augmented reality trend. In this moment, thousands of companies are beginning to take advantage of the newest technology. Why? Because it brings results.
Nevertheless, these amazing HR cognitive systems are definitely a game changer in the human resources space. As soon as people get it, there’s going to be a huge change in the way companies will interact with their clients, prospects, and customers.
This “new” technology comes with an amazing potential of benefits for human resources. In order for a company to be stable, the employees must adapt and fully accept the big change which is happening right now. It would be ideal that most employees would consider an A.I’s advice as valuable as if it was given by a real human being.
By some researches related to the replies of over 8000 employees concerning several human resources concerns, the feedback offers several indications for organizations which are hoping to find out the “sweet spot” for cognitive human resources. Here are some of the highlights of the research:
Therefore…what does “cognitive sweet spot” actually mean?
According to the benefits of today’s cognitive apps’ uses, we can identify several important factors for a successful HR culture. Basically, organizations should go for scenarios where:
Cognitive computing seems to play a huge role in the activities of a modern HR department. In fact, the only persons responsible to make this change would be the founders and the CEO’s of each company. By improving the performance of each of your departments (especially the human resources one,) any company can climb up the ladder and expand to great heights.
Lucy Benton is a writing coach, an editor who finds her passion in expressing own thoughts as a blogger. She is constantly looking for the ways to improve her skills and expertise. Also Lucy has her own blog ProWriting where you can check her last publications.