Gelisim News

Asst. Prof. Dr. Canan Tiftik from Istanbul Gelisim University, who mentioned that artificial intelligence products that enter our lives through applications on tablets and smart phones take their place in business and human resources life, said: “In the field of human resources, artificial intelligence is increasing its influence day by day in many fields, from design to analysis, recruitment and placement of personnel, performance and training.”

“ACCESS TO EVALUATION DATA”

Stating that the information of those who work with artificial intelligence can be displayed and updated, Tiftik said: “For example, the employee; individual address, company information, vacation days, approval status of holiday requests and business data. Managers or human resources personnel can also access business and employee evaluation data, such as an employee's job history, team information, or performance rating. On the other hand, they can also provide analytical and key performance indicator information such as those who perform the best among the employees and pending transaction requests through speech artificial intelligence.”

Asst. Prof. Dr. Canan Tiftik continued her words as follows:

 “Artificial intelligence and machine language can be used in the human resources function components of artificial intelligence, which have an integrated function in recruitment, personnel selection, performance analysis, personnel data collection, real-time information provision and accurate information provision. It has been observed in the literature that the HR Management function equipped with artificial intelligence has the potential and abilities to produce effective results in process improvement, prediction processes, diagnosis processes, problem detection, trend analysis and environmental analysis in enterprises.”

“CREATE USER ORIENTED EMPLOYEE EXPERIENCE”

Stating that the use of artificial intelligence in businesses can create a more smooth, flexible and user-oriented employee experience, Tiftik said: “Artificial intelligence-based HRM practices have a strong potential to increase the productivity of employees employed in enterprises and to support the efficiency of personnel employed in HRM positions. Noting that the use of artificial intelligence may bring some risks with it, Tiftik said, “It can harm employees whose jobs or positions may change or be in vain. The lack of participation and opinions of employees in the application of new technology can lead to mistrust. The quality of work and the peace of the employees may be disturbed. For example, over tracking and monitoring can result in dulling people's skills or an increase in workload and stress.”