To improve workforce efficiency, HR teams in the Asia-Pacific area are making more use of AI and machine learning tools.
A study of 1, 515 firm and HR leaders in the region, conducted by HR and banking system Workday, found 69 % of companies are using AI or machine learning for one or more Personnel features. Also, 42 % of respondents reported increasing their reliance on digital equipment to optimize HR things.
The study even found that:
- Data analytics and reporting ( 45 % ), workforce management ( 45 % ), and performance management ( 45 % ) were the top three use cases for leveraging AI and ML in HR.
- Most professionals (91 % ) think that using AI and ML has had a positive impact on HR functions.
- Businesses are also using AI and/or ML for HR support or service desk management ( 42 % ), as well as for employee records management ( 43 % ).
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The report corresponds to the HR Exchange Network’s 2024 State of HR Survey, which found that Asia-Pacific HR teams invest 35 % more in AI technologies than other core technologies like HR management systems ( 25 % ).
HR departments in ASEAN countries are the most strategic in deploying AI.
According to the survey’s respondents, AI and ML use in HR was already being used by 88 % of those in that region.
Different countries or areas where AI and ML were most common, according to the Workday results, were:
- South Korea ( 80 % ).
- North Asia ( 72 % ).
- Australia and New Zealand ( 70 % ).
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The tech was less popular in Japan, where only 48 % used the systems in HR works. Despite the fact that many Japanese respondents faced difficulties like talent acquisition ( 48 % ), this was achieved.
IBM’s AI Adoption Index from 2024 found that nations in South Asia, including ASEAN nations, were among the fastest global AI adopters in general, led by India ( 59 % ) and Singapore ( 53 % ).
More information is being managed by HR groups than ever before.
Organization and Personnel professionals reported that they are extremely dependent on data for making informed decisions.
According to the Workday survey, 70 % of senior managers and HR professionals are performing more data management than before the COVID-19 crisis.
The study noted HR groups were using info for numerous apply cases, including:
- establishing a view of workforce trends and costs to improve productivity and revenue.
- generating data-driven insight to keep hiring applicants informed throughout the interviewing process.
- Using individual sentiment information, understanding engagement across different age groups.
Artificial seen as a way to adapt to change and beat difficulties
According to the report, HR groups are experiencing” the greatest function change in a century.” Workday also observed the major transition toward decentralized and hybrid work and some changes in individual objectives since 2020. The biggest obstacles for HR in APAC are:
- Talent acquisition ( 36 % ).
- Employee upskilling ( 35 % ).
- Staff retention ( 31 % ).
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In areas like hiring or sourcing fresh staff, organizations are looking to improve efficiency or find new ways to use AI to provide value. Human is looking into use cases like profile summarization and skill matching to shorten the time needed for staff to recruit new team members.
AI could support HR be more proper
In organizations in Asia-Pacific and Japan, HR officials are extremely playing corporate jobs. The Workday survey found 23 % of respondents attended board meetings” significantly more” since 2020, while 35 % said they were attending these meetings” somewhat more” than previously.
Human leaders could benefit from using AI and online tools to give worth at a high level. But, HR leaders had become aware of the risks of AI implementation. One of the first instances of where artificial intelligence ( AI ) could go wrong due to bias was the tool that shortlisted candidates based on existing employee data.
In a customer update, law firm Bird &, Bird advised local organizations to check whether their Artificial models are morally good.
According to the law firm’s update,” [ Hannah’s ] employees have an obligation to ensure their AI algorithms are sufficiently trained to avoid discriminatory outcomes,” “[Ethical and legal questions on the liability or fairness of AI applications in HR decision-making remain unclear and untested.
