ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT

Artificial Intelligence in human resource management

One of the key influencing factors in an industry is technology. In the production area, robots have been taking the place of workers since the 19th century. The third industrial revolution started in the 1970s when personal computers and the internet were introduced into the workplace and human labor was supplanted by machines.

 

Modern digital technologies like machine learning (ML) and artificial intelligence (AI) are influencing how people operate in the workplace on a daily basis and will drive company change. "An ideal intelligent" machine is described as a flexible agent that senses its environment and acts to increase the likelihood that it will succeed in achieving a particular goal. In contrast to natural intelligence, artificial intelligence is intelligence that is displayed by a computer. The intelligence produced by people. In 1956, the term "artificial intelligence" was first used in academia. Artificial intelligence is useful for a number of corporate processes where it can help to lessen the workload and stress on humans. Business changes quickly and requires quick responses.

 

  AI + HR = Smart way of work  

HR management can use AI in various ways to streamline processes and improve efficiency. In this blog, we will discuss how AI impact and improve current human resource practice followed by challenges and implementation of AI in human resource at national and global level.

 

What is Artificial Intelligent (AI)

The replication of human intelligence functions by machines, particularly computer systems, is known as artificial intelligence. Expert systems, natural language processing, speech recognition, and machine vision are some examples of specific AI applications.

 

What is Human Resource Management

Human resource management has been defined in a variety of ways and by a number of distinguished researchers, but its basic definition is concerned with how to manage people or employees inside a company.

Analyses of the Literature Kapoor (2010) Business intelligence's function and use in human resource management have been studied by researchers. This study examined the business intelligence and data analytics elements implemented in human resource management modules by looking into the top business intelligence vendor.

 

(Dirican, 2015) A researcher in his research paper, titled “The Impact of Robotics, Artificial Intelligence on Business and Economics” has studied that the use of Robotics and Artificial intelligence in business may have a negative impact on the overall functions of an organization like production, performance management, sale, strategic planning, customer relationship management, banking system, coaching, training, taxes, etc.

(R & D, 2018) Recruitment with artificial intelligence: A Conceptual Study is the title of the research study. The researchers have described how artificial intelligence is used in the hiring process, where it plays a crucial role. Artificial intelligence assists in interview scheduling, auto-generated communications to candidates, employee relations, and candidate screening.

 

Areas that AI technology has been applied and impact

Today's HR departments are embracing the digital revolution and employing a variety of methods, including big data analysis, artificial intelligence, and cloud computing, to streamline resources. (2017) Amla and Malhotra The majority of organizations use artificial intelligence or digital technologies in HR including chatbots, machine learning, and robot process automation to support recruitment, screening, onboarding, and interviewing, among other HR functions. The following list outlines how artificial intelligence plays a role in human resource management: 

                                                                                                                                              

1.        Recruitment

2.       Screening and Interview Process

3.       Reduce Administrative burden

4.       Selecting

5.       Reduce Discrimination

6.       Increase Efficiency

 

Recruitment

Only 40% of businesses and industries, according to the researcher (Amla & Malhotra, 2017), are using artificial intelligence. Digital technologies are being used by companies like SAT, Facebook, and GE to screen, interview, and identify fresh talent for the corporate recruitment process. Through AI, hiring managers may review applications and respond quickly to candidates. An organization's chat box system or automated answering machine is crucial for resolving inquiries and issues pertaining to the hiring process.

Screening and Interview Process

By testing candidates using word or voice pattern tests, artificial intelligence can automate the interview process. Digital interviews are possible with the use of Ay software, and AI also helps to enhance the candidate experience.

 Reduce Administrative Burden

 HR professionals must multitask in an organization where corporations use artificial intelligence and technology to lighten workloads. AI offers solutions to issues and boosts an organization's HR department's effectiveness.

 Selecting

 Artificial intelligence (AI) enables human resource managers to find the ideal applicant quickly, and technology aids in the identification of candidates that meet the required skill requirements.

 

Reduce Discriminations

In the modern workplace, AI is being utilized to lessen partiality and will contribute to greater openness. Organizations can choose their resume in this way. Applications of AI can be used to review job descriptions.

 Increase Efficiency

Artificial intelligence will be useful in lowering employee redundancy at work. To improve productivity at work, many robotic tasks have been implemented. Data collection, report filing, data copying, data identification from existing data, processing, data collection for HR and payroll systems, etc. are all examples of robotic tasks.

Challenges for Implementing AI in HRM 

Because artificial intelligence is now being used in the human resources department, employees now need to have the necessary skill set. Employees frequently struggle to adapt and use AI tools and be proficient in the field of digital technologies (Jain S., 2017). The most important component of every business is its people resources, and putting an AI system in place may have an effect on the management levels, making workers feel more fearless. One major difficulty facing the industry is finding the right candidates who can use AI tools, and the HR department may find it challenging. As technology overrides the power and role, another restriction and issue are preventing the HR department from making decisions in day-to-day life.

 Conclusion

 Therefore, taking into account all the advantages and disadvantages of AI in human resources we can conclude that why AI is necessary in the field of HR we cannot completely automate the process. Because we need to maintain the human touch within the organization. Which can only be achieved by humans and cannot be replaced by technology in the coming future. Companies must immerge and strike a balance between technology and human attraction in order to exceed and compete with competitors.

 

 

Reference

 

(ORACAL)https://docs.oracle.com/cd/E18727_01/doc.121/e13511/T6652T6654.htm

(VivekV.Yawalkar)(2019IJRARFebruary2019,Volume6,Issue1) https://www.researchgate.net/profile/Vivek-Yawalkar/publication/331596981_A_Study_of_Artificial_Intelligence_and_its_role_in_Human_Resource_Management/links/5c82a7e2458515831f92beea/A-Study-of-Artificial-Intelligence-and-its-role-in-Human-Resource-Management.pdf

(HR Human Resource) https://www.whatishumanresource.com/human-resource-management