Companies also tap AI to analyse employee sentiment and attrition risk, said SNEF, as well as to benchmark compensation and analyse pay equity.
Reliance on AI is lowest towards the end of the employment relationship, when dealing with separation and exit matters.
At this stage, AI is used – if at all – mostly to analyse employee attrition data to reduce turnover and support separation planning or disciplinary investigations.
“Overall, employers are generally more likely to use AI in high-volume processes where AI can complement, rather than replace, professional judgement,” said SNEF.
Said Mr Kuah: “Employers are already choosing carefully where to use AI, and that is the right instinct.”
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