Artificial Intelligence in HR

 



Artificial intelligence (AI) is a technology that allows computers to learn from and recommend actions based on previously obtained data at a high level. Artificial intelligence may be used in a variety of ways in human resource management to streamline procedures and increase productivity. In 2021, it is projected that AI-enabled software use will continue to rise.  According to a study performed by Oracle and Future Workplace, 50% of employees are already using AI at work, which is a significant increase from the previous year's figure of 32%. Artificial intelligence (AI) has changed our lives at home and work, and it has become a critical component of the technology industry. From recruitment to engagement to employee development, the incorporation of Artificial Intelligence in HR technology has helped a variety of HR processes. HR would continue to benefit from AI in the following areas: Identifying potential causes for high employee turnover and exits, Using augmented and virtual reality to accelerate staff training and skill development Identifying outstanding performers, as well as their development requirements and opportunities. Choosing the best keywords to use when posting job openings, Increases the quality of new hires while speeding up the recruitment process by spending less time searching for prospects. Increasing candidate satisfaction and engagement Using employee engagement surveys, chatbots, and other methods, HR may monitor employee sentiment.

As much as AI continues to impact the HR technology environment. HR departments must strike a balance between cognitive technology breakthroughs and openness. To avoid unintentionally bringing bias into their programs, HR executives and practitioners must have a thorough grasp of how decisions are made. This openness will be critical in ensuring that employees have faith in the new technology (Ahmed, 2018).

While it is apparent that artificial intelligence will continue to have a positive impact on the field of human resources management in the next years, HR practitioners should be aware of the potential obstacles. The most common worries among HR executives revolve around making AI easier and safer to utilize. In fact, security and privacy concerns are the most prominent reason why people are hesitant to use AI at work. HR professionals will need to keep on top of trends and technologies as they evolve and change in the future to address these challenges. When employing this technology, people will need to be conscious of ethical and privacy concerns, and   In the field of human resources, [AI] can entail the use of sensitive data to generate sensitive insights. For example, expect their employers to respect their data and obtain their consent before utilizing technology to acquire information about them. Organizations, on the other hand, want to feel safe from data breaches, thus HR professionals must consider the right security measures. Professionals should take the required efforts to learn about current trends in the sector that they operate and construct a firm foundation of HR knowledge that they can build upon as the profession evolves to prepare for the future of human resources management. These new technology adoptions will help to create value for the organization and effective resource utilization for organizational success.

References

Ahmed, O., 2018. Artificial Intelligence in HR. International Journal of Research and Analytical Reviews, 5(4), pp. 971-978.

 

Comments

  1. P.Janaka Chaminda Perera4 May 2022 at 10:57

    According to (Ahmed, 2018) In computer science, artificial intelligence (AI), sometimes called machine intelligence, is Contrary to the natural intelligence exhibited by man and others, it is the intelligence exhibited by machines. Animals. Computer science defines AI research as the study of "intelligent agents": any device that understands it. Takes action that maximizes the chances of successfully achieving the environment and its goals.

    Reference
    Ahmed, O., 2018. Artificial intelligence in HR. International Journal of Research and Analytical Reviews, 5(4), pp.971-978

    ReplyDelete
  2. Ayesha Udani Sudusinghe6 May 2022 at 22:17

    Effective implementation of AI technology in Human resource management have challenges as well. As per Tambe et.al (2019) HRM has to face following challenges in implementing AI;
    1. Complexity of HR outcomes such as what constitutes being a “Good Employee”
    2. The data set in human resources are less standardize leading to poor predictions.
    3. The outcomes of human resource decisions have serious consequences such as who gets hired and fired. In such case decisions based on use of algorithm based system may not be justifiable.
    4. Employees can manipulate or adversely react to the algorithmic based decisions which will affect the outcomes.

    ReplyDelete

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