Source: analyticsinsight.net
Cognitive computing typically refers to simulate human intelligence to enable computers to understand data and derive insights, all through the use of AI and machine learning. Applications of cognitive computing are enormous giving computers the human-like brain to compute data at fast. As a collection of algorithmic capabilities, the technology strengthens employee performance, automate complex workloads and create cognitive agents to mimic both human thoughts and engagement.
Cognitive computing and its applications are holding much promise for Human Resources (HR), transforming HR functions and paving ways for new possibilities. As businesses always face challenges in acquiring adequate talent, in an IBM survey of 6,000 executives, 66 percent of CEOs believe cognitive computing can drive significant value in HR, while 50 percent of HR professionals acknowledge cognitive computing to drive transformation in HR. On the other hand, almost 40 percent expect their HR function to adopt cognitive solutions.
Cognitive computing consists of a wide range of capabilities that help augment human skills and HR abilities, from hiring through on-boarding and HR operations to employee engagement and performance. It delivers new tools that create a more efficient HR function and workplace and can be leveraged to enhance and customize the employee experience.
Already, the evolution of technologies over the last few years such as AI, cloud computing, mobile and IoT, among others are transforming the way HR services are delivered and experienced. But with the advent of cognitive computing, HR professionals are able to make effective decisions, improve expertise and shape the culture of their organizations for the long-term.
As cognitive systems can derive and process unstructured information in similar ways that humans can, they have the potential to change how HR provides the strategic value to their organizations. Cognitive systems comprehend language patterns and sensory inputs, such as video and audio, text, pictures, and can understand, recognize and extract contextual elements involving sense, syntax, time, location, domain, goals, and others.
Talent acquisition is one of the significant areas of HR functions where cognitive technologies can deliver an enhanced experience. Since this specific area requires a lot of optimization in terms of operational efficiency, according to the IBM survey, nearly 46 percent of HR executives consider that cognitive computing can positively impact talent acquisition and on-boarding capabilities. On the other side, as the digital talent gap has always been a major challenge for all-sized companies, 40 percent of HR professionals believe that cognitive computing can help address this challenge effectively.
The technology can also help human resource managers to analyze social media activities of candidates to suggest the best cultural fit while hiring. This is vital because this process infers whether the aspirant is fit for the company, based on their behaviors.
Applications of cognitive computing have also the capabilities to empower HR advisors with more streamlined and accurate information that will help improve overall decision-making and reinventing core processes. They could even answer employee questions and requests by learning and improving through every data point, interaction and outcome.
Therefore, in the world of HR, cognitive computing holds immense promise looking at a wide range of various data sources, including a candidate’s experience and performance, to further analyze his/her skills and behaviors and help managers to hire talent that can fit their organizations.
