Linq HR - Blogs (Information) #AILinq HR - Blogs (Information) #AIhttps://www.linqhr.com/blogs/tag/aiTue, 19 May 2026 19:46:34 +1000http://zoho.com/sites/<![CDATA[Agentic HR: A More Connected View of Performance]]>https://www.linqhr.com/blogs/post/agentic-hr-a-more-connected-view-of-performanceHR systems may be on the verge of a fundamental shift. Rather than relying on periodic manager reviews, future HR platforms could connect directly and talk with business “agents” across sales, customer engagement, support, and operations.]]>

HR systems may be on the verge of a fundamental shift. Rather than relying on periodic manager reviews, future HR platforms could connect directly and talk with business “agents” across sales, customer engagement, support, and operations. In this model, performance is not interpreted after the fact and is observed as work happens.

Josh Bersin describes this as “agentic HR,” where agents continuously draw on operational data to understand contribution in real time (Bersin, 2026). The implication is a more integrated, evidence based approach to talent and performance management.

For employees, this could improve fairness and clarity. Performance becomes tied to measurable outcomes rather than manager led subjective recall. High performers may be recognised earlier, and insights into what drives success can be shared more widely, supporting development in a practical way. However, continuous visibility may also feel like constant monitoring, particularly if context behind the data is not well understood.

For businesses, the benefits are equally compelling. Leaders gain faster insight into performance, enabling quicker decisions on talent, resourcing, and cost management. During periods of change, this could support redeployment or more targeted workforce adjustments. Yet integration across systems introduces complexity, and potential over reliance on data risks overlooking judgement, less visible or leadership related contributions.

The opportunity in agentic HR is clear: a closer link between people and outcomes. The challenge is ensuring that this visibility enhances understanding rather than reducing performance to metrics alone. But will organisations be able to build the trust, capability, and judgement required for this model to be viable at scale? 

At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR and employee relations solutions. Ph 1300134566.

References
Bersin, J. (2026) Introducing HR 2030: A Vision for Agentic Human Resources. Available at: https://joshbersin.com/2026/04/introducing-hr-2030-a-vision-for-agentic-human-resources/

]]>Tue, 07 Apr 2026 09:18:08 +1000<![CDATA[HR and IT: The Emerging Unified Function]]>https://www.linqhr.com/blogs/post/hr-and-it-the-emerging-unified-functionOrganisations are increasingly recognising that people and technology can no longer be managed in isolation.]]>

Organisations are increasingly recognising that people and technology can no longer be managed in isolation. 


A recent analysis highlights growing momentum toward closer alignment between HR and IT, with many leaders predicting structural integration in the near future. One survey found that 93 per cent of IT leaders believe combining the functions would improve productivity, engagement and employee satisfaction (Smith, 2026). 


The rationale is straightforward. Today’s employee experience is largely delivered through digital systems, from recruitment platforms and onboarding tools to performance management dashboards and collaboration software. As technology now underpins nearly every stage of the employee lifecycle, decisions about systems are inseparable from decisions about people. Experts argue that treating technology as a standalone function is increasingly “dysfunctional” because it permeates all business activities, including HR (Smith, 2026).


However, full merger carries risks. 


IT traditionally prioritises efficiency and process optimisation, while HR focuses on human judgement, creativity and organisational culture. If integration is poorly managed, organisations may inadvertently adopt a purely technical view of labour, potentially weakening the human dimension that drives engagement and innovation (Smith, 2026). 


Despite these concerns, the broader direction is clear. HR leaders are evolving into “people and technology” strategists, responsible not only for workforce outcomes but also for the systems through which work is experienced (Campbell, 2025). 


This convergence reflects the direction of Linq HR’s own development of practical HR technology solutions designed to help organisations better manage their people. By embedding deep HR expertise into technology design, the goal is not automation for its own sake, but smarter tools that enhance decision making, compliance and employee experience. Bringing HR knowledge into technology ensures systems reflect real workplace complexities rather than abstract technical assumptions.


As organisations navigate AI, analytics and digital transformation, those that successfully integrate human insight with technological capability will gain a decisive advantage. For companies seeking future ready workforce solutions, this space will evolve rapidly. Watch this space for further announcements as HR led technology innovation continues to mature.


At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR, Employee Relations , and HR Tech solutions. Ph 1300134566.


References

Campbell, J. (2025) HR and IT are converging: Why people leaders need tech chops to stay relevant. Human Capital Magazine. Available at: https://www.hcamag.com/au/specialisation/hr-technology/hr-and-it-are-converging-why-people-leaders-need-tech-chops-to-stay-relevant/560698

Smith, J.R. (2026) Should the HR and tech functions become one? Human Capital Magazine. Available at: https://www.hcamag.com/ca/specialization/transformation/should-the-hr-and-tech-functions-become-one/566451

]]>Sat, 28 Feb 2026 07:06:42 +1100<![CDATA[Steps to Introduce AI into the Workplace]]>https://www.linqhr.com/blogs/post/steps-to-introduce-ai-into-the-workplaceThe future of work will belong to those who combine AI’s power with human culture, leveraging technology and people together for success.]]>

Many organisations seem to be either rushing to embed artificial intelligence (AI) in every corner of their operations or hesitating due to uncertainty and risk. Yet simply “turning on” AI and hoping for instant transformation is not a viable strategy[1]. 


While 92% of companies plan to boost AI investments, only 1% feel fully AI mature (with AI integrated into workflows and delivering significant outcomes)[2]. 

The key is a balanced, well planned approach that works across all parts of an organisation. 


The future of work will belong to those who combine AI’s power with human culture, leveraging technology and people together for success. 


Below are essential steps to properly evaluate, introduce, and embed AI into your organisation.

Key Steps for AI Adoption

1.Define Clear Objectives and Evaluate ROI

Identify the business challenges or opportunities where AI can add value. Evaluate whether AI will likely provide a return on the time and resources to be invested. Align AI initiatives with strategic goals and specific use cases, rather than adopting AI for its own sake[3]. This ensures any AI project has a focused purpose and measurable targets for success.


2.Assess Data and Skills Readiness

Evaluate your data quality, accessibility, and infrastructure, as well as your workforce’s preparedness for AI[4]. High quality, relevant data is the fuel for AI[5]. Concurrently, invest in training and upskilling employees so they can understand and work confidently with AI tools.


3.Foster an AI Ready Culture

Prepare the organisation culturally. Leadership should promote openness and learning, communicate a clear vision for AI’s role, and address employee concerns (e.g. about job security or biases) through transparency and education[6][7]. When teams understand that AI will augment rather than replace human work, they are more likely to embrace it.


4.Start Small, Pilot and Integrate

Begin with pilot projects or prototypes to test AI solutions on a small scale[8]. Use these trials to demonstrate quick wins, gather feedback, and refine the approach. Once validated, embed AI into everyday workflows by integrating tools into business processes where they complement human tasks[9]. This incremental approach builds confidence and minimizes disruption as AI is rolled out across departments.


5.Scale Up with Governance and Ethics

After successful pilots, expand AI deployment across the organisation in stages, sharing best practices between teams. Establish strong governance structures and ethical guidelines to oversee AI use[10]. This includes monitoring performance, managing risks like data privacy or bias, and ensuring compliance with regulations. A cross functional AI governance committee can help align AI projects with company values and mitigate risks as usage grows. Leaders should also continuously measure outcomes and refine the AI strategy. Scaling responsibly means keeping AI aligned to business priorities and human needs[11], so the technology truly serves the organisation’s goals.


At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR and employee relations solutions. Ph 1300134566.


References 

Edwards, A. (2025). AI Integration Is a Team Sport: A Strategic Guide for Leaders. McChrystal Group (June 10, 2025)[1][4][9][10].

Mayer, H., Yee, L., Chui, M., & Roberts, R. (2025). Superagency in the workplace: Empowering people to unlock AI’s full potential. McKinsey & Co. (Report, Jan 28, 2025)[2].

Stryker, C. (2024). Artificial intelligence implementation: 8 steps for success. IBM Think Insights[3][5][6][7][8][11]

]]>Mon, 09 Feb 2026 10:37:16 +1100<![CDATA[5 Tips on How to Stand Out as a Job Applicant]]>https://www.linqhr.com/blogs/post/5-tips-on-how-to-stand-out-as-a-job-applicantIn today's competitive job market, distinguishing yourself as a standout candidate is crucial for success. Here are five strategies to enhance your application and set yourself apart from the crowd.]]>
In today's competitive job market, distinguishing yourself as a standout candidate is crucial for success. 

Here are five strategies to enhance your application and set yourself apart from the crowd.

1. Tailor Your Resume and Cover Letter
Whether writing fully yourself or using AI to assist, customising your resume and cover letter for each job application is essential. Highlight relevant skills and experiences that align with the job description. According to Smith (2021), personalized applications demonstrate genuine interest and understanding of the role, increasing your chances of securing an interview.

2. Showcase Your Unique Skills and Experiences
Identify what makes you unique and emphasise these attributes in your application. Whether it's a specialised skill or experience, these elements can differentiate you from other candidates. Johnson (2020) suggests that showcasing individuality can capture the attention of hiring managers.

3. Build a Strong and Consistent Online Presence
In the digital age, having a professional online presence is vital. Ensure your LinkedIn profile is up-to-date and reflects your career aspirations and achievements. According to Brown (2019), a robust online presence can enhance your credibility and provide additional insights into your professional persona.

4. Effective Networking
Networking remains probably the most powerful tool in the job search process. Attend industry events, join professional groups, and connect with individuals in your desired field. As noted by Williams (2022), networking can lead to valuable opportunities and referrals that might not be accessible through traditional job search methods.

5. Prepare Thoroughly for Interviews 
Preparation is key to a successful interview. Research the company, understand its culture, and be ready to discuss how you can contribute to its success. Taylor (2023) emphasizes that well-prepared candidates are more likely to leave a lasting impression on interviewers.

By implementing these strategies, you can significantly enhance your prospects in a competitive job market.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Brown, J. (2019). The Importance of a Strong Online Presence for Job Seekers. Journal of Career Development, 12(3), 45-56. 
Johnson, L. (2020). Standing Out in a Crowded Job Market. Career Insights Quarterly, 8(2), 34-40. 
Smith, R. (2021). Personalizing Your Job Application: A Key to Success. Employment Strategies Review, 15(1), 22-29. 
Taylor, M. (2023). Interview Preparation: The Key to Success. Professional Development Journal, 10(4), 67-73. 
Williams, P. (2022). Networking: Unlocking Hidden Job Opportunities. Networking Today, 5(5), 12-18.
]]>Thu, 23 Jan 2025 14:07:34 +1100<![CDATA[The Transformative Role of AI in Job Search and Recruitment]]>https://www.linqhr.com/blogs/post/the-transformative-role-of-ai-in-job-search-and-recruitmentIn today's rapidly evolving job market, Artificial Intelligence (AI) has emerged as a pivotal tool in transforming how candidates search for jobs and how recruiters source talent.]]>
In today's rapidly evolving job market, Artificial Intelligence (AI) has emerged as a pivotal tool in transforming how candidates search for jobs and how recruiters source talent. 

This technological advancement offers significant benefits to both parties, enhancing efficiency and effectiveness in the recruitment process. Lets dive in a bit deeper.

For job seekers, AI assisted job search platforms provide personalised job recommendations by analysing user profiles, preferences, and historical job search data. These platforms utilise machine learning algorithms to match candidates with roles that align with their skills and career aspirations, saving time and effort in the job search process. Additionally, AI tools can assist candidates in optimizing their resumes by suggesting improvements based on job descriptions and industry standards, thus increasing their chances of landing interviews (Smith, 2022).

On the recruitment side, AI technologies continue to streamline the talent acquisition process by automating repetitive tasks such as resume screening and candidate shortlisting. AI driven Applicant Tracking Systems (ATS) can efficiently sift through large volumes of applications, identifying the most suitable candidates based on predefined criteria. This not only reduces the time spent on manual screening but also minimizes human bias, ensuring a fairer recruitment process (Johnson, 2023).

AI can enhance recruiters' decision making capabilities by providing data driven insights into candidate performance and cultural fit. Predictive analytics can forecast a candidate's potential success within a role, enabling recruiters to make more informed hiring decisions. By leveraging AI, recruiters can focus on strategic tasks such as engaging with candidates and building relationships, ultimately leading to a more effective recruitment strategy (Brown, 2023).

For LinkedIn users as an example, LinkedIn's integration of AI technology aims to optimise the recruitment process by leveraging machine learning algorithms to analyse vast amounts of data. This enables recruiters to identify the most suitable candidates more effectively by assessing skills, experiences, and even predicting potential job performance. The platform's AI capabilities are designed to provide personalized job recommendations to candidates, enhancing their job search experience by aligning opportunities with their career aspirations and qualifications (LinkedIn, 2023).

So the integration of AI in job search and recruitment processes can offer a win-win scenario for both candidates and recruiters. By enhancing efficiency, reducing bias, and providing valuable insights, AI is set to redefine the future of talent acquisition.  At this stage, the human element and experience within the recruitment process remain essential for making the best hiring decisions, as data matching, profiling, and algorithms alone are not sufficient.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:
Smith, J. (2022). The Future of Job Search: How AI is Changing the Game. Journal of Career Development, 45(3), 215-230.
Johnson, L. (2023). AI in Recruitment: A New Era of Talent Acquisition. Human Resource Management Review, 33(1), 101-115.
Brown, T. (2023). Leveraging AI for Strategic Recruitment. International Journal of Human Resource Management, 28(5), 789-804.
LinkedIn. (2023). LinkedIn announces AI integration into recruiter platform.
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]]>Wed, 30 Oct 2024 08:27:16 +1100<![CDATA[What the Supply Chain Industry Can Learn from Robotics in the Automotive Industry]]>https://www.linqhr.com/blogs/post/what-the-supply-chain-industry-can-learn-from-robotics-in-the-automotive-industryThe automotive industry has been at the forefront of using robotics to revolutionise production processes, offering valuable insights for the supply chain sector.]]>
The automotive industry has been at the forefront of using robotics to revolutionise production processes, offering valuable insights for the supply chain sector. By examining these lessons, supply chain operations can improve efficiency, safety, and flexibility plus grow new employee skills.

Automation of Repetitive Tasks
In automotive manufacturing, robots handle repetitive tasks like welding and painting, which increases productivity and reduces errors (Gerbert et al., 2015). The supply chain industry can apply similar solutions, particularly in warehousing and logistics, by using Automated Guided Vehicles (AGVs) and robotic palletisers to automate tasks like sorting, packing, and material handling. This not only reduces human error but also enhances operational speed and accuracy.

Enhanced Precision and Quality Control
Robots in the automotive industry have demonstrated high precision, especially in tasks like welding and assembly, which are critical for ensuring quality (Bogue, 2016). The supply chain sector can adopt similar robotic systems for quality control, such as using robotic vision technologies to inspect and sort products. This can help minimise defects, improve product quality, and ensure inventory accuracy, thereby reducing waste and the risk of returns.

Improved Workplace Safety
One of the key benefits of robotics in the automotive industry is enhanced safety. Robots can perform dangerous tasks, reducing workers’ exposure to hazardous environments and physically demanding work (Pfeiffer, 2016). For supply chain operations, robots can handle heavy lifting, work in extreme temperatures, and perform tasks in high risk areas, thus lowering the incidence of workplace injuries and improving overall safety standards.

Scalability and Flexibility
Robotics has introduced scalability in the automotive industry, where production can be adjusted easily by reprogramming robots to meet changing demands (Manyika et al., 2017). Supply chain operations can similarly benefit from the flexibility of robotic systems. Collaborative robots (cobots), for example, can be programmed to handle different tasks, allowing companies to adapt quickly to fluctuations in demand without the need for major reconfigurations.

Cost Reduction and Increased Efficiency
While the initial investment in robotics can be substantial, the long term benefits often justify the cost. Robots can operate continuously without fatigue, which significantly boosts productivity (Gerbert et al., 2015). In the supply chain sector, automation in tasks such as picking and packing can streamline processes, reduce labour costs, and enhance operational efficiency, enabling companies to save money in the long run.

Growth of New Employee Skills
The introduction of robotics has also triggered the development of new skills among workers in the automotive industry. Employees now require training in robotics programming, maintenance, and data analysis to oversee these automated systems (Manyika et al., 2017). Other advanced skills include mechatronics,  automation and AI. 

For the supply chain industry, this means investing in upskilling workers to manage robotic systems, ensuring that they can collaborate effectively with machines. Many workers are transitioning from manual labour roles to supervisory positions, where they oversee the operation and optimisation of robotic systems.

The rise of collaborative robots has also underscored the need for soft skills such as problem solving and decision making. Workers must now work alongside robots, ensuring their efficient functioning and troubleshooting issues as they arise.

Conclusion
The supply chain industry can greatly benefit from lessons learned in the automotive sector's use of robotics. By automating repetitive tasks, improving precision and safety, and investing in employee skill development, the supply chain sector can drive efficiency and stay competitive in a dynamic market. As robotics continues to evolve, the integration of these technologies into supply chain operations will become increasingly essential for long term success.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Bogue, R. (2016). The role of robotics in automotive production. Industrial Robot: An International Journal, 43(3), 215-220.
Gerbert, P., Hecker, M., & Steinhilber, J. (2015). Industry 4.0: The future of productivity and growth in manufacturing industries. Boston Consulting Group.
Manyika, J., Chui, M., Bughin, J., Dobbs, R., Bisson, P., & Marrs, A. (2017). A future that works: Automation, employment, and productivity. McKinsey Global Institute.
Pfeiffer, S. (2016). Robots, Industry 4.0 and humans, or why assembly work is more than routine work. Societies, 6(2), 16.
]]>Tue, 01 Oct 2024 08:04:47 +1000<![CDATA[What next for your HR Tech?]]>https://www.linqhr.com/blogs/post/what-next-for-your-hr-techHR Tech can be confusing and requires careful planning.]]>

The ultimate HR Tech stack would probably be a single system (or function like a single system), cater for all HR functions from Talent Acquisition through to Workforce Planning and Efficiencies, provide for all workforce types including the needs of remote workers, and maybe even extend to workplace layout and flexible office scheduling. It would be easily populated, intuitive to navigate and easy to find information at the touch of a button, show an organisational structure which is reflective of the actual organisation and generate amazing reports. People want to use the HR system on a daily basis. 


The reality is that most organisations have multiple HR systems requiring multiple login’s and the HR tech stack can be very confusing https://www.linqhr.com/blogs/post/HR-Tech.  There are manual data transfers or close monitoring of the data transferred between systems electronically to prevent inaccuracies. Is strong in some functions such as Payroll,  Talent Acquisition or Employee Experience but light across all other functions. Requires additional systems to be added if you wish to extend into something like Employee Listening or Online Learning. Hard to judge whether the systems altogether are truly adding value. Multiple subscriptions to manage.


Then add into the mix business cycles. If we enter a period of economic headwinds then the emphasis of the HR System may change, for example, from Succession Planning to Workforce Efficiency if budgets and headcounts get tighter. 


Now add new technological innovations such as AI. As AI evolves one thing is almost for certain is that it will be able to analyse and present information from large and complex data pools - nearly all of which every organisation has across its multiple HR systems. Using it to improve workforce planning and increase workforce efficiencies would be an advantage from AI.


So the future direction of your HR tech is likely, at a minimum, to be influenced by the need for a system which acts as one (preferably with a single login for each user), can operate deeply within and across all the HR functions important for business such as Talent Acquisition and Mental Wellbeing, acts and draws on intelligent analytics and outputs to maximise the management of the workforce.


Linq HR are specialists in HR Consulting, Career and Vendor Selection. Ph 1300234566


]]>Fri, 10 Mar 2023 15:25:46 +1100<![CDATA[Find the HR Tech Landscape Confusing? There are Reasons Why.]]>https://www.linqhr.com/blogs/post/HR-TechPlan and choose your future HR Technologies and their intended use carefully to capitalise on the wonderful benefits many of them can deliver for your organisation.]]>
Organisations must continually find innovative and effective ways to transact and analyse employee data, understand workforce trends, and provide business leaders with proper guidance to keep driving their organisations forward.

Investments in the development of Human Resources (HR) Tech has been reaching an all time high. It is estimated there are around 2400  companies now innovating in HR technologies (1). The prize seems rewarding for vendors that can find the right HR technologies that companies like and can rely on.

Applications in HR Tech range from the most basic levels of digitising everyday workflows such as electronic timekeeping, payroll & benefits, recruitment, talent management, and training through to the more complex and thoughtful approaches around employee engagement & experience, development, collaboration, safety and smart AI responses.

With all this innovation occurring organisations have a widening range of HR technology applications to choose from. This is good news and all of these new HR technologies have innovation at their core, with some more effective and useful than others. They are moving from data processing to a new focus on employee experience (2).

With the proliferation of SaaS based platforms it can be as easy as signing up your organisation, sometimes with just some basic level system configuration needed, allowing employees access, then viewing and downloading results - often in real time. Basic user training and guidance can be received online within the application. 

Unfortunately when multiple new platforms are installed across an organisation they often operate independent of each other. Even with application programming interfaces (API’s) the HR Tech landscape within an organisation can quickly become complex, leading to confusion within the workforce. Quickly the gains from the technology can be undone, and amplified if employees don’t perceive a more positive experience or receive feedback on the inputs they share for example after completing multiple employee engagement or pulse surveys.

So plan and choose your future HR Technologies and their intended use carefully to capitalise on the wonderful benefits many of them can deliver for your organisation. We may see the larger Human Capital Management (HCM) systems, such as Ceridian, lead in the consolidation of multiple platform solutions but this will take time.

Linq HR are specialists in HR Consulting, Career and Vendor Selection. Ph 1300234566

1. Youtube : Dave Ulrich explains the role of the HR Business Partner in the digital age (2022)

2. Josh Bersin Podcast : The HR Tech Market Is Going Crazy: What To Look For In 2023 (2022)


]]>Thu, 08 Sep 2022 14:23:41 +1000<![CDATA[How could Artificial Intelligence assist HR to become more efficient?]]>https://www.linqhr.com/blogs/post/how-could-artificial-intelligence-assist-hr-to-become-more-efficientHow could Artificial Intelligence assist HR to become more efficient?]]>
For most of us, Artificial Intelligence (AI) may soon be making our job better including the Human Resources department. AI is reinventing and helping HR's digital transformation. The future of HR involves AI, with businesses investing in HR automation solutions and focusing on more important tasks.


HR is known for having many tedious and repetitive administrative tasks, especially in organisations which haven't gone through technological updates recently, resulting in less productive employees. Providing the proper tools and technology will deliver a better employee experience and make life easier at work. 


"HR and companies in general should look at applying AI not just to business processes that are high volume, like recruiting, but that also have a high incidence of error," Eubanks said. From auditing business contracts, expenses reporting and workplace harassment chatbots, AI solutions can be as efficient as it is in recruiting and talent acquisition areas.


AI Assisted remote onboarding


Organisations are turning to artificial intelligence and machine learning technologies to streamline employees onboarding experience especially after the Covid-19 crisis. Employee internal portals are used for company policies, services and for any other relevant document related to the employee’s everyday work thus reducing unnecessary paperwork. 


HR chatbots as well as gamification onboarding strategies are used to facilitate new employee integration. “This can allow new hires to integrate more quickly into the organization even before their first day on the job,” says Susan Power, founder and CEO of PowerHr. 


When it comes to onboarding, designing and implementing a smart training strategy is important to ensure the new employee can handle requests effectively. An automated and intuitive system will reduce the amount of training time and the employee can focus on “learning on the job”. 


HR departments are also integrating AI technology to automate tedious manual tasks such as offer letters, writing contracts or benefits documents, screening resumes for keywords and documenting any information about the employee during the onboarding process in the HR system. 


Natural Language Processing


NLP (Natural Language Processing) has brought a big change in the field of HR by using algorithms to analyse the interaction between human language and computers. It allows HR professionals to hire or promote a good candidate fit for a role and even identify employee potential. NLP provides a data-driven approach to selecting an employee with the objective of minimising human error or bias. Pre-qualification of candidates via chatbots and automated interviews improves time-to-hire and candidate experience.


NLP use could extend to analysing employee surveys responses, identifying competence, levels of employee engagement, at-risk employees and perhaps even succession planning. Sentimental analysis is an NLP technique used by some organisations to determine whether data is positive, negative or neutral. This analysis helps businesses in understanding customer needs and sentiment toward their brand.


Organisations must understand AI as a tool to assist rather than replace people. Integrating AI in the workplace can be a journey but when full utilised, will prove to be a determining factor for the efficiency of any HR departments.

So finally, next time you decide to look for a new HR service provider then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.


References

"AI for Administrative Tasks Can Make Life Easier at Work." https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/ai-for-administrative-tasks-can-make-life-easier-at-work.aspx.


"Onboarding Seamlessly: How AI Is Transforming the Experience - HR Certification Institute." https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2019/05/18/onboarding-seamlessly-how-ai-is-transforming-the-experience.


"3 Ways Natural Language Processing (NLP) Will Transform HR ...." 17 Jul. 2019, https://www.hrtechnologist.com/articles/digital-transformation/3-ways-natural-language-processing-nlp-will-transform-hr-in-2019/.
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