Enhancing Efficiencies of Global Teams Through AI: A Guide for Employers

The once futuristic vision of humans and robots collaborating in the workplace is now a reality. 

As per a 2023 McKinsey global survey, the pervasive use of artificial intelligence (AI) in the workplace aligns with expert predictions, with 60 percent of respondents acknowledging their organizations' adoption of generative AI in at least one area of business. 

Research from the Society for Human Resource Management also reveals that nearly a quarter of organizations leverage AI to aid in human resource (HR) functions, such as hiring.

But what does all this mean for multinational companies, and how will it shape the future of cross-border hiring? This article explores the impact of these findings and delves into how generative AI programs can streamline the complexities of global hiring laws for international companies.

What is Artificial Intelligence? 

Let's start by establishing the fundamentals. 

Put simply, artificial intelligence is a broad description that encompasses technologies which employ computers and software to mimic human-like actions and cognitive functions. 

If you've ever interacted with Siri or Alexa, conducted a Google search, or received product or service recommendations based on your previous activities, you've experienced AI.

What is Generative AI?

The term generative AI (gen AI) refers to a category of artificial intelligence systems that can produce content in response to prompts – including text, images, audio, and more. This process employs machine learning techniques whereby the generative AI system derives information from existing data to craft responses that often mirror what a human would be capable of generating.

Perhaps the best example of a generative model is the Generative Adversarial Network (GAN), created by Ian Goodfellow and his collaborators in 2014. In a GAN, two neural networks operate together: a generator and a discriminator. 

The generator generates new data, while the discriminator assesses and determines whether the generated data is authentic or not. Through repeated collaborative training, the generator is able to refine its capability to produce more realistic content over time.

Generative AI has been used for various purposes, including generating text (like Open AI’s ChatGPT, which can engage in conversations and offer answers to user questions), images (such as DALL-E 2, another system by OpenAI that can generate realistic images from written descriptions), and creating synthetic data (like Synthesized, which creates high-quality data for machine learning and application development). 

These functions of generative AI have been already applied in many workplace settings and have been shown to boost highly skilled workers’ productivity, and contribute to increased efficiency, accuracy, and automation.

How is AI Used to Enhance Efficiencies In the Workplace?

Artificial intelligence has proven to be a valuable asset in enhancing the efficiency of various workplace tasks. It has shown particular effectiveness in handling human resource responsibilities, including hiring, compliance, payroll, and administration.

A 2023 survey conducted to gauge how widespread the usage of generative AI has already become revealed that 79% of all respondents have had some exposure to gen AI, either for work or personal use, and 22% are regularly using it in the workplace. 

One-third of respondents said their organizations regularly use gen AI in at least one business function, and 40% of those who have already adopted AI said their companies expect to further invest in generative AI.

Another study, focusing on HR specifically, found that 78% of HR managers had incorporated AI to some degree in HR automation for employee record-keeping. Additionally, 77% utilized AI to streamline payroll processing and benefits administration, while 73% employed AI in talent acquisition. For functions such as performance management, onboarding, employee retention, and talent mobility management, 64-72% of the respondents used AI. 

When used in human resources, generative AI uses mostly machine learning (ML) and natural language processing (NLP), amongst other AI technologies, to support and automate certain HR tasks. It can streamline various processes, enhance efficiency, and use a data-based approach to improve the experience of both job seekers and employers.

Here are some ways in which generative AI can be applied to assist HR leaders:

Recruitment and Talent Acquisition 

When it comes to AI and talent acquisition, generative AI algorithms can automate the talent acquisition process by analyzing resumes, writing job descriptions, and evaluating candidate experience to improve the speed and accuracy of the initial candidate screening process. These systems can match candidate qualifications to job requirements, assisting recruiting teams in identifying suitable candidates more efficiently.

Employee Performance Management and Assessments

Generative AI can analyze employee performance data to provide HR leaders with insights into employee productivity and engagement. 

This information can be valuable for:

• Performance reviews
• Identifying areas of improvement
• Making data-driven decisions related to talent management

Employee Onboarding and Training

AI-driven chatbots can assist in onboarding by providing information about company policies and procedures and answering new employee questions. It’s also important to note that generative AI can be used to develop personalized training programs based on the employee's individual needs and the department into which they are being onboarded.

Automating Repetitive HR Tasks and Support

Generative AI can be used to automate repetitive and time-consuming HR tasks, such as data entry, scheduling interviews, and handling routine inquiries. It can also help navigate complex corporate policies as well as HR and IT support processes to provide employees with fast answers and self-service support. This allows HR professionals to focus more on their roles' strategic and value-added aspects.

These are just a few ways that generative AI can be applied in an HR setting across various stages of the employee lifecycle. It can also be used to assist with benefits administration, payroll processing, and employee records management, contributing to a more efficient and data-driven environment.

Here are a few other areas that generative AI has proven to be useful in the workplace:

Automated Content Generation

Generative AI tools like Semrush AI Summarizer can assist in summarizing reports, extracting key insights, and generating summaries. Some tools even use generative models to suggest and draft emails and messages, such as ChatGPT.

Data Analysis and Reporting

AI tools can analyze large datasets, generate insights, and summarize key findings to help make data-driven decisions. These include plugins like AskYourPDF, Noteable, and ChatwithGit that operate with ChatGPT.

Code Generation 

Generative AI models like GitHub Copilot and CodePal can suggest code completions and some systems can even generate code snippets based on verbal descriptions.

Creative Content Creation 

AI tools, such as ChatGPT, DALL·E, DALL·E 2, and DALL·E 3, can assist in creating marketing material, advertisements, and social media posts. This includes creating image captions, writing copy, or even generating visual content.

The Benefits of Using AI in HR

It’s been proven that organizations that use gen AI in business functions have derived significant value in doing so. These organizations have implemented AI in risk modelling and for use within HR to assist with tasks such as performance management. 

Companies that have dedicated resources to implementing and actively adopting AI in their business model early on have reaped the benefits as the technology has progressed. While adopting new technology comes with its own set of challenges, it's never too late to start. 

Here are a few ways that AI can help streamline certain HR tasks:

Improved Employee Assistance

A 2023 global survey by the McKinsey Health Institute revealed that more than a third of employee respondents in the countries surveyed reported exhaustion in the workplace. This presents challenges for employers who are committed to enhancing worker satisfaction and performance. The integration of AI offers a way for teams to better understand their employees and enhance both job satisfaction and performance. 

Enhanced Productivity 

As mentioned before, the automation and generative aspect of AI can reduce the time HR teams spend on repetitive tasks. AI can also serve as a valuable resource to review datasets and help leaders understand how HR staff can make better-informed decisions and streamline their workflow. 

For example, AI can help analyze the results of recruitment strategies, enabling recruiters and hiring managers to pinpoint and improve upon their most effective outreach strategies.

Improved Candidate Interactions

AI can assist HR managers in effectively connecting with top-tier talent throughout every phase of the recruitment process, from hiring to onboarding. 

For instance, managers can utilize generative AI tools to create personalized messages that are automatically sent to potential candidates. These personalized messages can help foster engagement with candidates and guide them through the hiring process faster.

The Challenges of Using AI in HR

As with any new technology, users are bound to face both practical challenges and ethical concerns during integration. Here are a few things to keep in mind: 

Protection of Employee Information

It’s important to prioritize employee privacy and create a comprehensive data management strategy before implementing AI systems into the workplace to collect and analyze personal data. Inform employees about the nature of the data collection and how it will be used in AI systems. Establishing a transparent foundation when integrating AI systems is an important step in addressing privacy concerns.

Reuters suggests that employers first undergo proper training to understand AI systems in order to avoid disclosing information that violates state or federal privacy laws. Other suggestions include avoiding the use of "Open" AI systems, such as ChatGPT, Bard and other AI chatbots, that are available to all users both inside and outside the workplace. 

Cybersecurity Concerns

AI systems can be vulnerable to hacking, particularly during the training period when machine learning algorithms are still in development. Data poisoning attacks introduce malicious code or information into training sets, posing a potential threat to machine learning model runs and the company network. Business leaders must collaborate with IT and security operation centers (SOCs) to formulate plans that will ensure the security of AI projects throughout their entire lifecycle.

Sources like Label Your Data offer a step-by-step breakdown of the lifestyle of an AI project through its three major project stages: planning and data collection, training of the ML model, and the launch of the algorithm and its maintenance. Resources like these are not definitive but can be used as a guide when creating and implementing new systems. 

Challenges in Implementation

Organizations must anticipate the need to refine AI models to continuously enhance their operations. The initial stages of integration may not produce the expected results or employee experiences, which will require adjustments. Both leaders and employees must be adaptable and work together to facilitate change and adjust as needed.

Skill Development

The introduction of AI and automation is likely to render obsolete some tasks traditionally done by people, potentially threatening certain roles. Leaders must proactively address this challenge by implementing a reskilling strategy and restructuring job responsibilities in a way that is considerate of employees experiencing these changes.

Will AI Replace Human Resources?

This question of “Will AI replace human resources” has been a topic of discussion since the implementation of AI in workplaces began. While many seem to think that many HR jobs will eventually be phased out as AI technology progresses, conversations amongst professionals center around how generative AI could be used to support, not replace, human resource departments.

There are certain job titles, such as Recruiting Manager, Labor Relations Specialist, Employment Specialist, and Human Resources Generalist, whose core tasks are likely to be reallocated to AI. However, that doesn't mean that entire HR departments will become void of human presence. 

It’s important to remember that AI cannot replace humans entirely. HR professionals will still be needed to interact with employees, make strategic high-level decisions, and manage complex issues that simply cannot be left to automation. With the adoption of new technologies, new opportunities for human resource professionals will continue to emerge and replace older roles.

The Effect of AI on Global Teams 

It’s not only in HR that advancements have been made and steps taken to integrate generative AI systems. Sectors such as law have also been quick to adopt AI into their day-to-day practices to improve efficiency and accuracy. 

For example, companies like Bloomberg Law have adopted and implemented AI technology like the Bloomberg Law’s Brief Analyzer, which uses machine learning to identify and evaluate legal sources cited in legal briefs, suggest other relevant content, and cross-reference related resources. 

This is just one example of how legal sector experts use AI technology and machine learning to assist with the fact-checking, analysis, and creation of legal documents. If you were to apply this concept to the global employment space, it would result in a tool that allows employers to draft global employment agreements, review contracts, and answer any questions related to international employment. 

Luckily, there’s Alberni. 

Introducing Alberni: Your Copilot For Global Employment Law

Alberni is the first-ever AI global employment legal assistant created by Borderless AI. It has the unique ability to interpret employment law records and generate output designed for internationally-based employees.

Alberni makes it easy to create employment contracts, ask questions and gain powerful insights, and analyze legal agreements — in seconds. The technology that powers Alberni is trained by analyzing hundreds of thousands of human-created employment law records and interpreting the data in a way suitable for use in over fifty countries.

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Alberni already powers the employment agreements produced by Borderless AI, but now also acts as a self-service solution designed to empower companies, allowing workers to dedicate more time to core HR responsibilities.

How Can AI Help Navigate Global Hiring Laws?

Artificial intelligence has been proven to enhance the efficiency of managing a global workforce. This includes understanding and compliantly navigating global hiring rules and regulations, as they can vary greatly from country to country. Alberni AI can assist HR teams with the intricacies of hiring and managing international workers by offering real-time solutions through its query function. 

Alberni offers timely and accurate answers to global employment questions such as: 

• What are the statutory holidays in France? 
• What is the cost of hiring in Italy? 
• What is a W2 equivalent for a UK employee? 

These are just a few examples of how Alberni can offer on-demand assistance to answer some of the most common HR-related questions. 

Why Choose Borderless AI? 

Now powered by the latest tech, Alberni takes the Borderless AI experience to the next level. Borderless AI is the first company in the world that is building Al catered to international employment law to better assist global companies in remaining legally compliant within the countries in which they operate. 

Our solutions are built with the future of global HR and our customers’ needs in mind. Speak with our team today to see how Alberni can help you navigate global hiring laws with confidence and ease. 

_Disclaimer

_{Borderless does not provide legal services or legal advice to customers, contractors, employees, partners, or the general public. We are not lawyers or paralegals. Please read our full disclaimer here.}