ARTIFICIAL INTELLIGENCE IN HR

 ARTIFICIAL INTELLIGENCE IN HR

INTRODUCTION

With the development of Artificial Intelligence (AI) technology, a new generation of labour, such as the human intelligence of artificial intelligence, has become the key factor for enterprises to survive and transform in a changing environment. Artificial intelligence (AI) is a potentially transformative force that is likely to change the role of management and organizational practices. AI is having revolutionary impacts on organizational decision making (Jarrahi, 2018) and redefining management models (Thomas et al., 2016).

Artificial Intelligence is helping to every organisation for reduce the workload as well as the minimise the work pressure on the employees at workplace. Quick changes required fast responds in business. When using an AI system in an organisation, top management able to get details of existing performance and day to day activities.  Everyday business world is changing. To face that changes manages must bear lots and lot of pressure. Therefor managers should understand the importance of artificial intelligence in workplace. Now a days artificial intelligence has entering into the complete system of an organization and one of the areas is human resource department where by using AI system human replaced the human and all functions in human resource department is carried like candidate screening, recruitment, alignment of human resource activates and performance management.

Figueres 01: Ch Jhansi(Jan 2022), Artificial Intelligence in Human Resource Management

The above framework demonstrates the relationship between the management and organisation with artificial intelligence. The research author (Duchessi, O'Keefe, & O'Leary, 1993) said that  that artificial intelligence and digital technology has effect on the ownership and responsibility for decision making process, cost reduction and improved service, personnel shifts and downsizing, has impact on organizational structure, workforce management. Researcher has examined the role of business intelligence and its use for human resource management.  The leading business intelligence supplier to investigate the business intelligence and data analytics features incorporated in human resource management modules. (Jain, 2018)

Figueres 02: Ch Jhansi(Jan 2022), Artificial Intelligence in Human Resource Management

When think as a human Artificial Intelligence Improbability Makes swift intuitive decisions in the face unknown. Provide access to “real time” information. Difficulty decides where to obtain and gather data. Choose among options with equal data support Collect, accurate, process, and analyse data Equivocality Negotiate, build consensus, and rally support Analyse sentiments and represent diverse versions. (Merlin.P & Jayam.R, 2018). Artificial Intelligence in Human Resource Management, the role of AI in human resource. An Author has concluded that AI is useful in workplace and help to HR professional to understand their working and to identify the problems and trends in advance.

ROAL OF ARTIFICIAL INTELLIGENCE IN HR

In the decision-making process artificial intelligence create and make predictions based on certain data pattern. Most of the organisations using AI or digital technologies in HR like machine learning and robot process automation in HRM which support in Recruitment, screening, and interview ect. Following are the role of AI in HRM:

Recruitment – AI could help for screening of candidates by using multiple data sources. In addition to that AI is also helping reduce Human Bias in shortlisting candidates. Large organizations are involving in creating AI-augmented Job Descriptions which are more inclusive and objective thereby enabling objective screening of candidates.

Screening and Interview process- The interview process is automated by AI to examining the candidate in word or speech pattern exams. Otherwise, AI helps candidates to develop more self-sufficient trough providing interview process is in their control, from rescheduling or cancelling to sending reminders, sharing notes, and recommending resources for review. Assist hiring managers and AI providing them upcoming interviews and all details about candidates. AI helps to gather data about earlier employees who played similar roles to prepare target questions for hiring managers.

Reduce Administrative burden –  AI helps to reduce the workload of a company. AI provides solutions of problems, and it helps to increase the efficiency of HR in an organization.

Selecting - AI can help recruiters and managers make beneficial hiring decisions. Its provide them to Compare candidates to existing top performers. Such as use benchmark data and AI to compare job candidates with others who have succeeded in similar roles in the organization. Anticipate candidate behaviour by Predict a candidate’s likelihood to accept, perform, and remain in the position being offered.

Increase Efficiency: - Artificial Intelligence will helpful to reduce the redundancy of employees at workplace. Various robotic task has been carried out to increase the efficiency at workplace. Robotic task includes collecting data, filing reports, copying data, identifying required data from available data, processing, collecting data for HR and payroll systems etc.

BENEFITS OF ARTIFICIAL INTELLIGENCE IN HR 

1. Decrease the workload on administrative staff in company.

2. it help to identify right candidate to right job

3. AI helps to predict the rate of employee retention at workplace.

4. It can overcome the limitations of human and work accordingly

5. The chance of error will be less.

6. It will maintain the workflow in various department.

7. Through AI companies can be able to get accurate results.

8. It will increase the employee engagement at workplace.

9. It will minimize the bias behaviour in decision making

Barriers to adopting AI in HR

v  Lack of Skilled Talent: It can be very costly considering the lack of skilled people on the technology for adding HR functions.

v  Privacy Concern: Since HR data is totally confidential and needs to be continued securely. Data security is a huge concern in amalgamating HR functions through Artificial Intelligence.

v  Ongoing Maintenance: Like other technologies. Continual reviews and up-gradations are a required part of Artificial Intelligence making it a tedious repairs process.

v  Complex Integrating capabilities: Data availability is limited due to shifting towards SAAS (Software as a Service) hence limiting the scope of integrating the HR functions technologically with full bandwidth.

CONCLUSION 

Nowadays business sector is very competitive and complex with information technology development. Managing continues improvement is main challenge infront of industries. To increase the productivity industries adopting modern technology to do their work smoothly. Mostly the researchers and experts recommending industries to use of AI tools as well as digital technology. AI has used by many companied in the field of HRM department. AI plays integral role in recruitment, selection, hiring, analyzing performance, collecting data regarding employees, providing real time information, and providing accurate information.

REFERENCES 

• Ch Jhansi(Jan 2022), Artificial Intelligence in Human Resource Management, National Conference on Latest Innovations and Future Trends in Management ISSN: 2349-6002 (Online), Available from :  https://ijirt.org/master/publishedpaper/IJIRT153824_PAPER.pdf, [Accessed 16 April 2023 ]

• Dr. Owais Ahmed(2018), ARTIFICIAL INTELLIGENCE IN HR, Lecturer at Dept. of Management Studies, North Campus, University of Kashmir, JK, (Online), Available from :   https://www.ijrar.org/papers/IJRAR1944797.pdf[Accessed 16 April 2023 ]

• Daniel O'Leary, Peter Duchessi, Robert O'Keefe, A Research Perspective: Artificial Intelligence, Management and Organizations. (Online), Available from https://dl.icdst.org/pdfs/files/50a15ebc318a104f471f3be415c3c41a.pdf [Accessed 16 April 2023 ]

• Nir Kshetri(2020) Artificial intelligence in human resource management in the Global South, Association for Information Systems AIS Electronic Library (AISeL). (Online), Available from https://core.ac.uk/download/pdf/326836152.pdf, [Accessed 16 April 2023 ]

• Jarrahi, M. (2018), “Artificial intelligence and the future of work: human-AI symbiosis in organizational decision making,” Business Horizons, 16 (4), 577-586.

• Thomas, R., Amico, R., & Kolbjørnsrud, V. (2016) “How Artificial Intelligence Will Redefine Management,” Harvard Business Review; (Online), Available from https://store.hbr.org/product/how-artificial-intelligence-will-redefinemanagement/h0380z?sku=H0380Z-PDF-ENG [Accessed 16 April 2023 ]

• Ertel, W. (2018). Introduction to artificial intelligence. New York, MA: Springer International Publishing