When pallet company managers and owners, hear about artificial intelligence (AI) tools,it is easy to think that those are just for Fortune 500 companies. But an easy, early win for AI tools where every pallet company needs help with is human resources (HR) functions. There are a variety of tools that can simplify and automate key tasks, such as recruitment, screening, employee management, training and operational efficiency. Below are some ideas for how pallet and lumber companies can start experimenting with AI tools and HR functions. Is this a game changing match? You be the judge.
- Recruitment and Talent Acquisition
One of the most obvious applications is resume screening. Computers have been used to assist in this function for years, but AI can improve accuracy. AI programs can quickly scan resumes, ranking and categorizing applicants based on keywords, skills, experience, and other criteria, reducing the time spent reviewing resumes. This may be more ideal for management, sales, maintenance and administrative functions at a pallet plant compared to labor and machinery operators. But some AI-driven solutions can reduce the time needed to find the next new hires. Consider a few of these solutions:
Chatbots for Candidate Interaction: AI-powered chatbots can handle initial candidate queries, schedule interviews, and guide them through the application process, providing instant communication and reducing administrative load.
Predictive Hiring: AI uses historical data and machine learning models to predict which candidates are more likely to succeed in a given role based on past hires, personality assessments and qualifications.
Some tools to consider:
www.business.linkedin.com/talent-solutions/recruiter
- Employee Onboarding
Automated Onboarding Processes: AI-driven systems can streamline the onboarding experience by automating document submission, training, and policy dissemination. Personalized onboarding plans can be created for new hires, guiding them step-by-step through the process.
Virtual Onboarding Assistants: AI chatbots can guide new employees through various steps in the onboarding process, helping them understand company culture, policies, and their roles, providing a seamless experience.
Some tools to consider:
- Employee Engagement and Retention
Sentiment Analysis: AI tools can analyze employee feedback from surveys, social media, and internal communications to gauge employee sentiment and identify potential areas of concern before they lead to disengagement or turnover.
Personalized Learning and Development: AI can recommend personalized career development plans, training programs, and learning materials based on employees’ roles, skills, and aspirations, leading to greater job satisfaction and retention.
Predictive Analytics for Retention: AI can predict which employees are at risk of leaving by analyzing factors such as engagement levels, work patterns, and historical data, allowing HR to take proactive steps to retain valuable talent.
Some tools to consider:
- Employee Monitoring and Process Improvement
AI-based performance management tools can collect real-time feedback from your production processes. This proven technology turns video into data and business insights. Check out the article on Zira and its partnership with Alliance Automation. See the article on page 32. Zira has already worked with some major names in the pallet industry including UFP Industries and Millwood among others. Zira uses AI-driven cameras stationed near saws, repair lines, nailing machines and more to monitor a wide variety of functions and data points. If the camera can see it, you can monitor it. Visit www.joinzira.com.
Some Basic AI Principles:
- Every pallet company should develop an AI champion or even better, a Technology Evaluation Team to look at advanced automation and AI technology for the factory floor, administrative offices, human resources and more. This should include senior leaders, mid-level managers, trusted production workers who can provide feedback from the perspective of various departments.
- This team should develop AI and technology easy win targets to find ways to integrate AI into the business. You want to look for quick wins, with a reasonable return on investment.
- Companies have to develop data policies to control company, customer and employee information. Not all AI tools or websites will honor the privacy and intellectual property of the information submitted. Some functionality may be worth sharing some data.
- AI needs to be trained, so, you will need to dedicate staff time to calibrate any solution you use.
- Data and information is great, but if you don’t have a plan to use it, you are wasting resource. Your technology evaluation team should develop strategies to deploy data and information to assist the targeted functions, such as hiring, recruitment, process improvement, etc.
Technology is moving at a rapid pace. Your manual processes may have worked in the past. But they are going to cost you too much time in the future.
