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Automating the onboarding process- A trending HR procedure in hiring.
Automating the onboarding process- A trending HR procedure in hiring. The onboarding process may be made more efficient, less time-consuming, and more enjoyable for HR professionals and new hires alike by automating administrative activities. Here's an example of how to automate onboarding: 1. Digital Documentation: For new hire documentation, such as tax filings, employment agreements, and company regulations, use electronic papers and forms. Give new hires the ability to electronically sign papers by implementing electronic signature systems. 2. Automated Processes: Establish automated workflows to provide new hires with a step-by-step onboarding procedure guide. Use HR software or workflow automation tools to monitor progress, provide reminders, and alert key stakeholders to tasks that are still outstanding. 3. Pre-boarding Portals: Create intranet sites or pre-boarding portals so that newly hired employees have early access to crucial data and tools. Make corporate policies, b...
How to automate HR employee onboarding | Automation 360
How to automate HR employee onboarding | Automation 360 Reference- You tube
In Sri Lanka, AI in HR presents moral dilemmas of bias, privacy, and job security. Ensuring transparency and justice in AI systems is essential. Ethical decision-making frameworks like FATE principles and Johnson's model can guide HR professionals. Regular monitoring, clear communication, and education on AI ethics are vital. Collaboration with stakeholders fosters trust and accountability. Balancing efficiency with ethical considerations is key for responsible AI use in HR
ReplyDeleteWell explained. Yes, safeguarding ethical AI usage becomes a crucial challenge in Sri Lanka's AI navigation. Maintaining justice and equity in HR decision-making processes requires that AI technology be used ethically. Building trust and upholding integrity in the workplace requires addressing ethical conundrums brought on by the use of AI in HR procedures.
ReplyDeleteI completely agree with your thorough exploration of concerns such as algorithmic bias and privacy issues, as well as your pragmatic approach in offering solutions and ethical decision-making frameworks for HR professionals. Insightful article Dilhara!
ReplyDeleteWell written. Yes, the use of AI in HR may raise concerns about privacy and data security, particularly in a country like Sri Lanka where data protection regulations are still evolving.
ReplyDeleteInteresting perspective on AI in Sri Lankan HR! While AI offers efficiency gains, addressing fairness is crucial. The FATE principles and Johnson's model sound like valuable tools for responsible AI implementation.
ReplyDeleteAnd also i found this article brings up a thought-provoking point about AI in HR specifically for Sri Lanka. Ensuring fairness alongside efficiency is key. Are there any cultural considerations for AI implementation in HR that the article might not have covered?
ReplyDeleteYes, Agree. Using AI, it helps to increase the efficiency of HR for some extent. But not at all. We have consider it again whether AI fulfils the entire HR requirement that is expecting by the HR personnel. In terms of AI, everyone responsible for the outcome which is a good mechanism to measure the individual productivity using proper measurements. Good Luck
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