Effective Employee Grievance Collection in HR

In every workplace, it's essential to have a system in place for employees to express their concerns, known as grievances. As an MBA student with an interest in human resources, understanding how to collect and address these grievances is crucial for maintaining a positive work environment. Let's delve into the importance of this process and explore effective methods for gathering employee grievances.

Understanding Employee Grievances:

Employee grievances are concerns, complaints, or issues that employees bring forward related to their work conditions, treatment, or interactions within the organization. These can range from interpersonal conflicts to dissatisfaction with policies or procedures. Addressing grievances promptly and efficiently is vital for employee morale, engagement, and overall organizational health.

 Importance of Grievance Collection:

 Enhanced Employee Trust: When employees feel heard and their concerns are taken seriously, it builds trust between them and the organization. Trust is a foundation for positive employee relations.

 Improved Work Environment: Addressing grievances can lead to changes that improve the overall work environment, resulting in increased job satisfaction and productivity.

 Conflict Resolution: Effectively handling grievances can prevent minor issues from escalating into larger conflicts that disrupt the workplace and hinder teamwork.

 Effective Employee Grievance Collection Methods:

 1. Open Door Policy:

This approach encourages employees to approach their immediate supervisors, managers, or HR representatives to discuss their concerns openly. Having an accessible and receptive management team can make employees more comfortable sharing their grievances.

 2. Anonymous Suggestion Boxes:

Placing suggestion boxes in the workplace allows employees to submit grievances anonymously. This method can be particularly useful for those who may be hesitant to voice their concerns directly.

 3. Regular Employee Surveys:

Conducting regular surveys that inquire about employee satisfaction and concerns can provide valuable insights into potential grievances. Ensure that survey responses are kept confidential to encourage honest feedback.

 4. One-on-One Meetings:

HR can schedule private meetings with employees to discuss any concerns they might have. This personalized approach can create a safe space for employees to share their grievances.

 5. Dedicated Email or Helpline:

Having a dedicated email address or helpline for grievance reporting gives employees an alternative way to share their concerns discreetly.

 6. Focus Groups or Committee:

Forming a committee or focus group comprising employees and representatives from HR can provide a platform for discussing and addressing various grievances collectively.

 7. Exit Interviews:

Exit interviews with departing employees can uncover hidden grievances that may have contributed to their decision to leave. Addressing these can help improve the workplace for current employees.

 8. Online Platforms:

Using internal communication platforms or intranet systems, employees can submit grievances electronically. This method can streamline the process and ensure that grievances are documented.

Steps to Ensure Effective Collection:

 Communication: Clearly communicate the grievance collection process to all employees, ensuring they know how to voice their concerns.

 Confidentiality: Assure employees that their grievances will be treated confidentially to encourage them to speak openly.

 Documentation: Maintain detailed records of each grievance, including the issue, date, parties involved, and the steps taken to address it.

Prompt Action: Act promptly upon receiving a grievance to demonstrate that the organization takes employee concerns seriously.

 Fairness: Treat all grievances with impartiality, ensuring that every employee's concern is addressed fairly.

 Feedback Loop: Keep employees informed about the progress of their grievances and the actions taken to resolve them.

 

Summary as Collecting employee grievances is a crucial aspect of effective human resource management. By establishing transparent communication channels, maintaining confidentiality, and taking prompt actions, organizations can foster a positive work environment where employees feel valued, heard, and empowered. As an MBA student, mastering the art of grievance collection equips you with essential skills for building harmonious workplaces that contribute to both employee well-being and organizational success.

 

Reference:

Anon, (n.d.). Available at: https://blog.vantagecircle.com/handle-employee-grievances/.

Google.com. (2023). Redirect Notice. [online] Available at: https://www.google.com/url?sa=i&url=https%3A%2F%2Fasiagarmenthub.net%2Fagh-themes%2Fbusiness-productivity%2Fwhy-grievance-systems-can-increase-factory-productivity&psig=AOvVaw1p67uwGJrlrAX_erLT1ivX&ust=1692116882935000&source=images&cd=vfe&opi=89978449&ved=0CBEQjRxqFwoTCPj83t7I3IADFQAAAAAdAAAAABAE [Accessed 14 Aug. 2023].

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How can we do Cost Reduction in the Human Resource Department

In the realm of business management, finding ways to optimize costs is a crucial aspect of sustaining a competitive edge. For organizations, the Human Resource (HR) department, responsible for managing the workforce, presents opportunities for cost reduction without compromising employee satisfaction or productivity. As follows can be use employed to achieve this goal.

   figure 01 :  www.youtube.com. (n.d.). How to cut HR related cost and sustain business value? [online] Available at: https://www.youtube.com/watch?v=aPS_S6g1Yl0 [Accessed 14 Aug. 2023].

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 1. Streamlining Recruitment Processes:

Revamping the recruitment process can lead to substantial cost savings. Implementing an applicant tracking system can automate tasks like resume screening and interview scheduling, reducing the time and resources required. Additionally, focusing on targeted job descriptions can attract candidates who closely match the requirements, leading to shorter hiring cycles and cost-efficient hiring.

 2. Embracing Technology for Administrative Tasks:

Automating routine administrative tasks, such as payroll processing, leave management, and benefits administration, can significantly cut down manual efforts and associated errors. Adopting HR software solutions can lead to increased efficiency and accuracy, allowing HR staff to allocate more time to strategic initiatives.

 

3. Outsourcing Non-Core Functions:

Outsourcing non-core HR functions, like payroll processing, benefits administration, and compliance management, can provide cost advantages. External service providers bring specialized expertise and technology, reducing the need for in-house staff and systems maintenance.

 

4. Training and Development Efficiency:

Investing in employee training and development is essential, but the costs can escalate if not managed effectively. Implementing targeted training needs assessments ensures that resources are allocated only to necessary programs. Moreover, e-learning platforms can be cost-effective alternatives to traditional training methods.

 

5. Remote Work and Flexible Policies:

Remote work arrangements and flexible policies not only enhance employee satisfaction but also reduce operational costs. Fewer employees in the office can lead to savings in terms of office space, utilities, and maintenance expenses.

 

6. Performance Management Enhancements:

Refining the performance management process can optimize compensation costs. Connecting performance evaluations to variable pay and bonuses motivates employees to excel, ensuring that rewards are aligned with actual contributions.

 

7. Effective Talent Retention:

High employee turnover can be costly due to recruitment and training expenses. Prioritizing employee satisfaction, career growth, and recognition programs can lead to better retention rates and lower recruitment-related expenses.

 

8. Data-Driven Decision-Making:

Leveraging HR analytics enables data-driven decisions. By analyzing trends in turnover, absenteeism, and other HR metrics, organizations can identify areas that require attention, leading to targeted cost-saving efforts.

 

9. Employee Wellness Programs:

Investing in wellness initiatives can reduce healthcare costs and enhance employee productivity. Wellness programs promoting physical and mental well-being can lead to fewer sick days and improved overall performance.

 

10. Energy and Resource Management:

Being environmentally conscious not only benefits the planet but can also reduce costs. Implementing energy-efficient practices, reducing paper usage through digitization, and encouraging sustainable habits can contribute to cost savings.

 

Summary : Cost reduction within the Human Resource department is achievable through a combination of strategic approaches. By focusing on process optimization, technology integration, and employee-centric initiatives, organizations can streamline operations and achieve financial efficiencies without compromising the well-being and satisfaction of their workforce. As businesses continue to evolve, the effective management of HR costs remains a pivotal aspect of sustainable success.

Reference :

www.sqlview.com.sg. (2022). 5 Effective Strategies for HR to Drive Cost Reduction and Optimization. [online] Available at: https://www.sqlview.com.sg/document-management-system-singapore/hr-document-management-system/5-effective-strategies-for-hr-to-drive-cost-reduction-and-optimization/.

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HR Dashboards

HR dashboards are powerful tools that allow Human Resource teams to track, analyze, and report on HR Key Performance Indicators (KPIs). By providing real-time data and insights, HR dashboards enable managers to make informed decisions and take action to improve organizational performance, increase efficiency, and enhance accountability. By following best practices for creating effective dashboards and tracking key HR KPIs, organizations can improve their overall performance and achieve their goals.

Benefits of HR Dashboards:

Improved Decision Making: HR dashboards provide managers with real-time data and insights, enabling them to make informed decisions and take action to improve organizational performance.

Increased Efficiency: HR dashboards allow managers to quickly identify and focus on potential problem areas, leading to increased efficiency and productivity.

Better Communication: HR dashboards facilitate better communication between HR teams and other stakeholders by providing a clear and concise overview of HR KPIs

Enhanced Accountability: HR dashboards promote accountability by providing a transparent view of HR performance and progress towards goals.

Best Practices for Creating Effective HR Dashboards:

Identify Key Metrics: Identify the most important HR KPIs to track, such as employee turnover rate, employee engagement, and cost-per-hire.

Keep it Simple: Keep the dashboard simple and easy to understand, with clear visualizations and concise descriptions.

Use Real-Time Data: Use real-time data to ensure that the dashboard provides up to date information

Customize for Your Organization: Customize the dashboard to fit the specific needs and goals of your organization

Ensure Data Accuracy: Ensure that the data used in the dashboard is accurate and up to date.

Regularly Review and Update: Regularly review and update the dashboard to ensure that it remains relevant and useful

Examples of HR KPIs to Track:

Employee Turnover Rate: The percentage of employees who leave the organization over a given period.

Employee Engagement: The level of employee satisfaction and commitment to the organization

Cost-per-Hire: The total cost of hiring a new employee, including recruitment, training, and onboarding.

Time-to-Fill: The time it takes to fill a job vacancy.

Diversity and Inclusion: The level of diversity and inclusion within the organization, including metrics such as gender and ethnicity representation.

Climate Change and Sustainability: The organization's environmental impact and efforts to reduce it.

Reference : 

Qlik. (n.d.). HR Dashboard: 7 Key Examples and Best Practices. [online] Available at: https://www.qlik.com/us/dashboard-examples/hr-dashboard.

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Employee Turnover & Retention

Workforce retention includes strategic measures to keep employees motivated and focused, so they can remain busy and productive to the benefit of the company. Become, A comprehensive employee retention program plays a key role in attracting and retaining key employees, reducing turnover and associated costs. All of this contributes to a company's productivity and overall performance. Retaining talented employees is more efficient than hiring, training, and onboarding equivalent replacements.

Fairness and transparency are basic yet powerful concepts that can leave a lasting impression on your employees. Employee Job Satisfaction and Engagement: The Doors of Opportunity Are Open, employees identified the following five factors as the greatest drivers of job satisfaction as follows factors,

Respect all employees at all levels.

Compensation/Salary.

Trust between employees and management.

Employment security.

Job satisfaction and employee engagement elements are important components of an employee retention program. While the importance of addressing these factors is clear, doing so takes time and these tasks are often postponed to another day. But there is value in focusing on employee retention in terms of performance, productivity, morale, improved job quality, and reduced turnover and employee-related issues. Essentially, by managing employee retention, companies retain talented and motivated employees who genuinely want to be part of the company and are focused on contributing to the overall success of the company. It means you can. See Job Satisfaction and Employee Engagement: Doors of Opportunity Are Open.

A key issue facing companies is how to retain the employees they want to keep. Organizations face a pressing shortage of talent overall, as well as a shortage of people with the expertise needed to stay ahead of the competition. Employers who systematically manage employee retention in good times and bad are more likely to overcome such bottlenecks.

Critical issue that organizations face is how to retain the employees they want to keep. Companies must anticipate impending shortages of overall talent as well as a shortfall of employees with the specialized competencies needed to stay ahead of the competition. Employers that systematically manage employee retention—both in good times and in bad—will stand a greater chance of weathering such shortages.

Key reasons a focus on reducing turnover makes sense as below,

Turnover is cost effect.

Unwanted turnover affects the performance of an organization.

As the availability of skilled employees continues to decrease, it may become increasingly difficult to retain sought-after employees.

Turnover costs can have a significant negative impact on a company's performance; however, not all turnover is harmful. For example, a new replacement hire may turn out to be more productive or more skilled than his or her predecessor.

 

Why Employees are Leaving,

employees are leaving the organization for a variety of reasons. Some find another job, go back to school, follow a transferred spouse, retire, or resent work-related tasks. Some people leave for reasons or personal reasons. Some people simply decide that they no longer need the job without giving any reason (these categories of quitting are called voluntary quits). In addition, some people are fired or dismissed from the organization (so-called "involuntary turnover"). Discover the real reasons people quit their jobs, and 13 signs someone is about to quit, according to research.

In general, an individual will remain with the organization if the salary, working conditions, development opportunities, etc. are at least equal to the employee's required contribution (time, effort, etc.). These decisions are influenced by both the individual's desire to leave the organization and the ease of doing so.

Studies show that employees typically follow four main pathways to layoffs, each of which has a different impact on the organization.

Employee dissatisfaction - Address this issue with traditional retention strategies, such as monitoring workplace attitudes and addressing factors in turnover.

Better alternative - Retain employees by ensuring the organization's competitiveness in terms of compensation, development opportunities and quality of work environment. Be prepared for outside offers for your valued employees.

Planned change - Some employees may have retirement plans (for example, when a spouse becomes pregnant, when a career opportunity arises, when a university is entered, etc.). However, some employees' plans may change as compensation increases according to seniority and employee needs. For example, if companies pull out because of family-related plans, more generous parental leave and family-friendly policies can help mitigate the impact.

Negative experience - Employees may leave the company spontaneously without planning. Generally, this is the result of a negative reaction to a particular behavior (reversed a promotion, getting into trouble with a manager, etc.). Analyze the nature and frequency of work-related issues that drive employees into retirement. Provide training to minimize common negative interactions (EX: harassment, bullying, or unfair and inconsistent treatment) and support mechanisms to address these issues (EX: dispute resolution procedures, alternative work schedules, or employee assistance programs).

Other turnover indicators that deserve special attention include:

Organizational commitment and job satisfaction.

Quality of employee-supervisor relationship.

Clarity of roles.

Job design.

Working Group Cohesion.

 

Reference :

Baker, P. (2022). What is employee retention? - Definition from WhatIs.com. [online] SearchHRSoftware. Available at: https://www.techtarget.com/searchhrsoftware/definition/employee-retention.

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The HR Value Chain Model

The HR Value Chain Model is a key tool that shows how HR adds value to business objectives. It's no secret that HR professionals in most organizations struggle to prove their worth. One reason, he said, is that every organization is unique. What works for one organization may not work for another. Another reason is that it is difficult to represent values ​​in a realistic way. The HR value chain model aims to solve this problem.

The HR value chain is the process that describes how the results associated with HR activities and practices lead to organizational objectives. This indicates that the department has multiple processes and activities that lead to HR outcomes that contribute to organizational goals.

HR Activities and Processes – Key examples of HR activities include employee relations, employee forecasting, training and development, compensation, and organizational development. These activities are measured using efficiency metrics such as recruitment cost, learning budget, number of candidates per requisition, time to hire, and number of vacancies. While these metrics are great for measuring the efficiency of HR activities, the results are not expressed in terms of quality.

HR Outcomes – These activities lead to HR outcomes that are measured as KPIs. Examples include employee engagement, turnover, retention, individual and team performance, absenteeism, quality of hires, and more. Such metrics provide useful insight into employee performance.

Organizational results - HR results are not sufficient. Ultimately, companies want to influence their goals. Strategic goals are measured by productivity, profit, customer satisfaction, market capitalization, customer loyalty, etc. Such results add value to the organization and benefit the company in the long run.

 

HR Value Chain in Action – What Can we Expect?

To implement the HR Value Chain model, we need to create a chain of people and processes. These are the analyzes that tie together what your HR team is doing to create value for your business. Here are some of the actual building blocks of the HR value chain.

 

HR Enabler – Influencer within an organization who enables proper HR processes such as design, marketing, and budgeting.

HR Activities – These are HRM tasks including recruitment, development, planning and compensation.

HR Results – These are metrics like engagement, retention, cost, performance, and talent monitoring.

Strategic Focus – Analysis of HR strategy reflected in both metrics and HR performance.

Key Performance Indicators - KPIs are monitored in three different types: customer facing KPIs, financial KPIs and process KPIs. HR results help the monitoring process, and data feeds into the results.

For example, consider increasing a company's training budget as a human resource process. If it leads to better employee performance, that's HR performance. However, improved performance leads to increased sales, demonstrating the link between HR performance and organizational goals.

Another example is the fair compensation of employees as an HR process. This leads to an improvement in the retention rate, which is a human resource outcome. This can lead to cost reduction goals for your organization. A positive relationship between HR practices, outcomes, and organizational goals ultimately leads to a perceived HR value within the organization.

The HR Value Chain Template helps highlight different topics including different aspects of HR operations such as career development, retention, and recruitment. It also helps leverage analytics across different components of the HR value chain. Using these templates eliminates the unnecessary effort, time, and energy required to create the necessary framework for HR teams to implement their HR value chain model.

Reference:

 Google.com. (2023). Redirect Notice. [online] Available at: https://www.google.com/url?sa=i&url=https%3A%2F%2Ftwitter.com%2Fqandlehr%2Fstatus%2F1359003689663557632&psig=AOvVaw07S97RcK7H5LIkOnO9bYrU&ust=1692010845200000&source=images&cd=vfe&opi=89978449&ved=0CBEQjRxqFwoTCNjoxNy92YADFQAAAAAdAAAAABAJ [Accessed 13 Aug. 2023].

Morris, A. (2021). HR Value Chain Model – UPDATED 2021 – A Complete Guide. [online] Employee Experience Magazine. Available at: https://www.emexmag.com/hr-value-chain-model/.

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Climate change is the function of HR to reduce business environmental impact

Climate change has been pointed out for many years, however, there now seems to be shift inside the urgency for change with governments the world over.

However, can we absolutely understand what climate change is, what reasons it and what business and in particular the HR department do to make a difference?

 

What is climate change?

There’s so much science behind climate change that’s its essay to get lost in terminology, statistics, and mathematical models.

Climate change is the large-scale, long-term shift in the planets weather patterns and average temperatures.

The Earth depends on a balance of gases in the atmosphere to create a ‘blanket’ around the earth referred to as the greenhouse effect. This blanket maintains an average temperature for life to thrive.

The balance of gases in the atmosphere is a delicate one. If the greenhouse blanket is too thin, the Earth would become too cold, if too thick it would become too hot. A shift either way can have a catastrophic impact on life on Earth.

 

What are the main causes of climate change?

Simply put, Science shows that current climate change is a man-made event, not a natural phenomenon.

Since the Industrial Revolution more than 200 years ago, humans have significantly increased the concentration of greenhouse gases such as carbon dioxide, methane, and nitrous oxide in the atmosphere through the burning of fossil fuels, large-scale deforestation, and increased livestock farming. have increased. and animal husbandry to feed an ever-growing population.

Other human activities, such as how we use land, how we travel by air, and lesser-known things like cement production, also directly increase greenhouse gas emissions.

As a result of an increase in global temperature it is inevitable that there will be changes to ecosystems such as the rising of ocean levels and an increase in ocean acidity (caused by the ocean absorbing too much carbon dioxide). This in turn causes noticeable changes in global weather patterns.

However, governments around the world are taking climate change more seriously and urgently than ever before, which appears to be leading to policy and financial shifts in response to climate change.

What can we do as a business to make a difference?

Unfortunately, there`s no way of reducing these greenhouse gases quickly as they can `live` in our atmosphere for hundreds of years. This means that even if we stop all greenhouse gas emissions today, the planet will continue to warm, albeit much slower than if we do nothing at all.

There are however many things a business can do to start making a difference and reduce their impact on the environment for example:

• Reduce the amount of energy we use turn off lights and equipment such computers and printers during unuse office hours.
• Switch to renewable energy suppliers
• Choose sustainable suppliers for office infrastructure and equipment.
• Reduce Waste by reusing resources (for example reuse unwanted no sensitive printed paper to make notes)
• Encourage more environmentally friendly travel to work options.
• Use technology to reduce impact – allow employees to work from home a day a week to cut down on travelling etc.
• All these changes are relatively small and can be implemented quickly without significant cost to  organization.

 

How can Human Resources help?

Organizations can make changes to reduce their environmental impact, but it is people's attitudes and behavior that are key to achieving a more climate-friendly workforce. is to change.

Human Resources can drive this change by implementing climate change-focused policies and goals across the organization. This includes:

Create an environmentally responsible work culture within your organization.

Keep employees informed and educated about climate and environmental change and how they can help.

When hiring new employees, look out for green applicants.

Set out and implement clear and progressive policies on climate change. Integrate climate-related responsibilities into appraisals and performance reviews.

Introduce climate and environmental targets as part of employee bonuses, especially at managerial level.

Use an online calculator (Ex: carbonfootprint.com) to estimate your company's carbon footprint.

Adopt a flexible work policy that focuses on the environmental impact of employees commuting to the office five days a week.

Consider travel needs between sites, especially where planes are needed.

Provide an employee survey opportunity to ask employees for suggestions on how to reduce their environmental impact (find out how).

Train employees to use the equipment properly, thereby extending the life of the equipment. Then repair rather than replace if possible.

 

What are the benefits?

Whether we believe climate change matters or not, it is certainly better to do something than to continue as before.

Still not convinced, let's look at the benefits from a business perspective.

The implementation of many green policies directly impacts businesses in a number of ways.

Turning off non-essential equipment when our equipment is not in use reduces your business' energy bills.

Reducing waste through reuse and recycling reduces costs.

Promoting green business ethics attracts better and more honest applicants and leads to better working conditions.

Reducing trips between offices reduces travel expense reimbursement costs.

Reference:

PeopleFirstHR.(2021).Climate Change and the role of HR. [online] Available at: https://peoplefirsthr.co.uk/climate-change-and-the-role-of-hr/.

WTW. (n.d.). Why should HR care about climate change? [online] Available at: https://www.wtwco.com/en-ie/insights/2021/11/why-should-hr-care-about-climate-change [Accessed 13 Aug. 2023].

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The Quiet Crisis of AI Bias in Human Resource Management.

  

AI bias refers to the degree to which AI is treated unfairly. There are many reasons for this, such as unbiased training materials or potential algorithmic flaws. But it does make a special and beneficial treatment for certain groups of people. Race, skin color, age, etc.

Therefore, reducing bias in AI is something every organization should do before using AI in other areas to ensure that the technology can be used for best results.

A presentation by Haas University at Berkeley shows that AI systems have a 44% chance of gender discrimination and 26% racism. This is based on a study by Stanford University that says 16 percent of blacks knowing how to speak This question will cause incorrect content to be truncated if this AI is used in the interaction process.

Germany's Bavarian Broadcasting Company has studied the use of artificial intelligence to assist online interviews. Video recruitment AI found the tool to be full of unforgiving pitfalls, such as learning that candidates score higher when they sit in a better room. Or sitting in front of the counter. However, if the applicant wears a hat or bandana, their points will be deducted immediately. This is because the AI ​​collects statistics and finds that successful candidates or those who have been selected in the past are those without a hat. That's why I chose to find people. Not knowing the dress code does not affect the job of the candidate. Even the algorithms used to publish works from famous apps like Facebook have learned Ethical Justice. The system automatically attracts more women.

Another interesting example is an e-commerce company like Amazon (Top Talent) that uses artificial intelligence to assist in the process of reviewing top talent. 1 to 5 stars They hope the tool will help simplify and speed up the HR process.

But after all, such an artificial intelligence is not as perfect as you think. Because the real problem is that AI was created with ideas for men rather than women, allowing it to immediately assess applicants as soon as they see the word "woman" or whether the applicant has graduated from a university. school. These issues caused Amazon to immediately withdraw the device.

The cases above are statistics and examples only. It should be accepted that today's artificial intelligence tools are constantly developing and are faster than before, so many problems can be solved more easily. Therefore, it is extremely important that the HR department can choose AI to meet the needs of the organization. Remember to evaluate legacy equipment for differences to choose the best equipment and meet the needs of the organization.

What are the disadvantages of AI bias in HR or AI bias in HR management?

Nowadays, artificial intelligence is applied to HR in many aspects. The emergence of AI Bias is therefore able to create a wider range of intelligence than ever before. We can separate the issues as follows.

 Recruiting Process

1. Bias Candidate Screening: Artificial intelligence may unintentionally bias people. For algorithmic reasons, unclear keyword input or teaching too much unnecessary information This problem will prevent HR Recruiters from seeing the resumes of skilled people. But there are some details that contradict 'A good thing from the point of view of AI', it's very worrying that talented people are being brushed off unconsciously like this. Especially now that there are fewer employees in the labor market than ever before.

2. Bias Feedback: AI has a duty to feedback information to HR Recruiter whether to give the candidate an opportunity to pass through the selection process or not. Therefore, biased artificial intelligence will not be able to provide information that can be referenced. considered a waste of resources This can lead to many problems if the organization doesn't have someone to seriously oversee the use of technology.

 

Employee Benefits

1. Unequal access to welfare: if the artificial intelligence system is biased The welfare of the organization may be considered based on information to satisfy only one group of people, causing HR to be unable to choose an appropriate training course. Or design a certain culture that corresponds to the diversity of the workforce.

 

2. Reduce the efficiency of designing limited personalization (Limited Personalization): The currently accepted way of designing benefits that is most effective is designing benefits where employees can choose what they want. have privacy It's not a single welfare type, used together (One Size Fits All), which a good AI system will help us analyze the needs of each employee in detail. But on the other hand, if the AI is biased, we might overlook the needs of a group of people altogether. This means that if we trust too much in artificial intelligence The welfare of the organization will not develop as well as it should.

 

3. Diversity Under representation : Even if it happens accidentally But AI processing is often based on past experiences. and added information So if our data is focused on a single group of people and HR doesn't question or consider it thoroughly. There is a very high chance that the organization will only have people in the same way. Which, if this is the welfare that the AI processes accordingly It will be a result that is consistent with those groups. There is no welfare that allows people of another kind to get along perfectly.

 

Building corporate image (Branding)

1. Negative Reputation: Employees who know they have been disqualified for interviews because of an AI glitch may bring the issue to the public. This directly negatively affects the credibility of the organization. This makes it harder for organizations to attract skilled employees. because it shows unprofessionalism

 

2. Making existing employees think that the organization has unfair discrimination (Perception of Unfairness): As I have said many times, good use of artificial intelligence always requires someone to monitor or supervise. how organizations use the results of biased processing It reflects a failed, disorganized work environment that reduces credibility amongst employees. This makes it difficult to govern and direct other tasks in the future.

References ,

Cruiter, Vi. (2022). The legal and ethical implications of using AI in recruitment. [online] HRTech247. Available at: https://hrtech247.com/the-legal-and-ethical-implications-of-using-ai-in-recruitment/ [Accessed 12 Aug. 2023].

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