This document discusses how artificial intelligence is transforming human resource management. It begins with an introduction to AI and describes different types of AI like voice recognition, bots, and algorithms. It then discusses how AI is being applied in key HR functions such as recruiting, learning and development, screening candidates, interviewing, leadership assessment, and sourcing. The benefits of using AI in HR are identified as reducing bias, increasing efficiency in candidate assessment, improving employee relationships, enabling predictive turnover analysis, and tailoring training. Challenges of using AI like data quality issues, policy concerns, and the subjective nature of many HR decisions are also outlined. The document concludes that AI is providing valuable insights into areas like productivity and engagement and helping HR managers address
This document discusses how artificial intelligence is being applied in human resources functions like recruiting, employee development, and legal strategies. It provides examples of basic AI tools that can assist with tasks like screening candidates, intermediate tools that collect user data to assess fit, and advanced tools that can analyze video interviews and predict job success. The document also explores how AI can help personalize employee experiences, support decision making, automate repetitive tasks, conduct pay equity analyses, and identify and address biases. While AI tools present opportunities, the document notes they must be carefully monitored to avoid potential legal issues around discrimination.
This document discusses several applications of artificial intelligence (AI) including in business processes, brain science, problem solving, and human resources. It describes how AI can enhance business operations by embedding algorithms into applications that support organizational processes. These enterprise cognitive computing applications can automate repetitive tasks, improve speed and reliability of analysis, and enhance productivity. The document also discusses how AI is being applied in other fields like assisting robots, vehicle automation, and improving recruitment and retention in human resources.
The document discusses artificial intelligence and its implications for business leadership. It makes the following key points:
1) AI is advancing rapidly but also means different things to different people, from machine learning to data analysis. While AI may transform business, its full potential and impact are still unknown.
2) Companies are increasingly using AI to assist with tasks like data analysis, decision making, and talent management. However, AI also raises ethical issues that executives must address.
3) While AI can outperform humans on specific narrow tasks, humans retain advantages in areas like strategic decision making, creativity, emotional intelligence, and balancing different stakeholder needs. Successful companies will combine AI with human capabilities.
From Alexa and Siri to factory robots and financial chatbots, intelligent systems are reshaping industries. But the biggest changes are still to come, giving companies time to create winning AI strategies
The document discusses how artificial intelligence (AI) will impact the future of work and how human resource (HR) professionals should respond. It notes that while some studies have found that up to 47% of jobs may be automated, fears of widespread job losses are exaggerated. The document outlines 7 ways AI could impact the future, such as improving healthcare through personalized treatment plans. It argues that HR should view AI as an opportunity rather than a threat, and that HR can help ensure AI is implemented to benefit both companies and employees through retraining and viewing machines as assistants rather than replacements. The document concludes by questioning whether advances in AI and technology more broadly could be pushing humans to evolve to their next stage.
20 Useful Applications of AI Machine Learning in Your Business ProcessesKashish Trivedi
A 2017 study from Pew Research found that more than 70% of the U.S. is scared that robots are going to take over our lives. And, while we can’t perfectly predict the emergence of a Skynet singularity, we can say with some certainty that technology is set to take over the repetitive, dehumanizing elements of our jobs instead of putting us out of work. Artificial intelligence (AI) is a strategic priority for 84% of businesses, and in some cases has been used to improve sales team efficiency by over 50%. Even I’ve used AI in the past to generate hundreds of relevant hashtags for social media posts at the click of a button. It was once the stuff of utopian science fiction and huge enterprises, but now practically anyone can take advantage. For this post, we will dive into 20 different applications of AI in the real world.
This document discusses how artificial intelligence is being applied in human resources functions like recruiting, employee development, and legal strategies. It provides examples of basic AI tools that can assist with tasks like screening candidates, intermediate tools that collect user data to assess fit, and advanced tools that can analyze video interviews and predict job success. The document also explores how AI can help personalize employee experiences, support decision making, automate repetitive tasks, conduct pay equity analyses, and identify and address biases. While AI tools present opportunities, the document notes they must be carefully monitored to avoid potential legal issues around discrimination.
This document discusses several applications of artificial intelligence (AI) including in business processes, brain science, problem solving, and human resources. It describes how AI can enhance business operations by embedding algorithms into applications that support organizational processes. These enterprise cognitive computing applications can automate repetitive tasks, improve speed and reliability of analysis, and enhance productivity. The document also discusses how AI is being applied in other fields like assisting robots, vehicle automation, and improving recruitment and retention in human resources.
The document discusses artificial intelligence and its implications for business leadership. It makes the following key points:
1) AI is advancing rapidly but also means different things to different people, from machine learning to data analysis. While AI may transform business, its full potential and impact are still unknown.
2) Companies are increasingly using AI to assist with tasks like data analysis, decision making, and talent management. However, AI also raises ethical issues that executives must address.
3) While AI can outperform humans on specific narrow tasks, humans retain advantages in areas like strategic decision making, creativity, emotional intelligence, and balancing different stakeholder needs. Successful companies will combine AI with human capabilities.
From Alexa and Siri to factory robots and financial chatbots, intelligent systems are reshaping industries. But the biggest changes are still to come, giving companies time to create winning AI strategies
The document discusses how artificial intelligence (AI) will impact the future of work and how human resource (HR) professionals should respond. It notes that while some studies have found that up to 47% of jobs may be automated, fears of widespread job losses are exaggerated. The document outlines 7 ways AI could impact the future, such as improving healthcare through personalized treatment plans. It argues that HR should view AI as an opportunity rather than a threat, and that HR can help ensure AI is implemented to benefit both companies and employees through retraining and viewing machines as assistants rather than replacements. The document concludes by questioning whether advances in AI and technology more broadly could be pushing humans to evolve to their next stage.
20 Useful Applications of AI Machine Learning in Your Business ProcessesKashish Trivedi
A 2017 study from Pew Research found that more than 70% of the U.S. is scared that robots are going to take over our lives. And, while we can’t perfectly predict the emergence of a Skynet singularity, we can say with some certainty that technology is set to take over the repetitive, dehumanizing elements of our jobs instead of putting us out of work. Artificial intelligence (AI) is a strategic priority for 84% of businesses, and in some cases has been used to improve sales team efficiency by over 50%. Even I’ve used AI in the past to generate hundreds of relevant hashtags for social media posts at the click of a button. It was once the stuff of utopian science fiction and huge enterprises, but now practically anyone can take advantage. For this post, we will dive into 20 different applications of AI in the real world.
This document provides an overview of artificial intelligence (AI) and its applications in enterprises. It examines real use cases for AI, challenges, and opportunities. Key areas where AI can provide value for enterprises are enterprise intelligence, computer vision, and conversational AI. Enterprise intelligence involves analyzing multiple internal and external datasets to extract insights, predictions, and recommendations. Computer vision allows machines to "see" and interpret images. Conversational AI allows machines to communicate using natural language. The document also provides case studies of how companies like Stripe and DBS are using AI.
20 Useful Applications of AI Machine Learning in Your Business ProcessesKashish Trivedi
The fear of robots taking over our lives has been a prevalent concern, with over 70% of the U.S. population expressing apprehension, as highlighted by a 2017 Pew Research study. However, while the emergence of a Skynet-like scenario remains uncertain, it's evident that technology, particularly artificial intelligence (AI), is poised to revolutionize various aspects of our daily tasks, freeing us from repetitive and dehumanizing job elements rather than rendering us obsolete. With AI being a strategic priority for 84% of businesses, its implementation has shown remarkable efficiency enhancements, such as boosting sales team productivity by over 50%. The accessibility of AI tools has expanded significantly, enabling practically anyone to leverage its benefits. In this discourse, we'll explore 20 diverse real-world applications of AI, ranging from healthcare and finance to entertainment and government, illustrating its pervasive impact on modern society.
As the demands of the market grow, companies are placing greater emphasis on the people they hire. With its newfound importance, HR needs to innovate, grow and evolve to match these changing needs. A major contributor to a high-performance culture and achieving targets, investing in HR will allow the business to attain the required results with specialized tools and a definable strategy.
Artificial Intelligence (AI) is a pattern recognition, which is used in resource matching. It is the theory and development of computer systems with the ability to perform tasks that normally require human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages. AI has grown exponentially in the past decade and is assisting managers to make better and quick decisions with precision. The application of AI in different sectors has been predominant and its role in Human Resource Management (HRM) has been profound. Growing competition worldwide has made it important to automate the process of HRM. AI has created a disruption as it has displaced an established process with an innovative one. This is a conceptual study with an attempt to understand the role of AI in various activities of HRM. It also highlights the scope of AI in recruitment and selection, workforce management, and learning and development.
EMERGING ISSUES AND TRENDS IN INFORMATION SYSTEMS (Lecutre 10) .dox-1.docxadhiambodiana412
This document discusses artificial intelligence (AI) in organizations. It states that while AI projects remain experimental for most organizations, AI is viewed as the most important new technology and will eventually have a positive impact on companies. It then discusses how AI is being applied to make processes more efficient, enhance products/services, create new products/services, and improve decision-making. The document also notes that full deployment of AI faces challenges, as most systems only reach the pilot stage and never make it into full production due to issues integrating with existing systems and preparing the organization for change.
The document provides an introduction to artificial intelligence (AI), including its history and limitations. It discusses 5 main limitations of AI: data, cultural limitations, bias, emotional intelligence, and lack of a strategic approach. It then discusses 5 key advantages: reduction in human error, taking risks instead of humans, availability 24/7, helping with repetitive jobs, and digital assistance. Finally, it covers 5 disadvantages: high creation costs, making humans lazy, unemployment, lack of emotions, and inability to think outside the box. The document thus provides a broad overview of the history, limitations, advantages and disadvantages of artificial intelligence.
Artificial intelligence (AI) broadly refers to any human-like behavior displayed by a machine or system. AI has progressed from enabling computers to play games like checkers against humans to now being part of our daily lives through solutions in areas like healthcare, manufacturing, financial services, and entertainment. HPE is pioneering AI by harnessing data and gaining insights at the edge to help customers realize the value of their data faster and leverage opportunities for innovation, growth, and success. A brief history of AI discusses its early development in the 1950s and milestones like defeating chess masters and developing speech recognition.
How cognitive computing is transforming HR and the employee experienceRichard McColl
As a co-sponsor of a recently published IBM Institute of Business Value (IBV) I was pleased to see the insights support our own IBM HR strategy of aligning cognitive solutions to cloud platforms to create fantastic experiences for our IBM'ers.
The FIRM & IBM Event : How cognitive computing is transforming hr and the emp...Emma Mirrington
Cognitive computing can help transform key areas of HR by improving decision making and expanding human expertise. A study found that CEOs and CHROs believe cognitive solutions can address talent challenges, but many are uncertain how to apply them. Research also found that employees are willing to receive guidance from cognitive systems in certain situations, such as for complex or frequent problems. Three key areas that are well-suited for cognitive solutions are talent acquisition and onboarding, talent development, and HR operations. Cognitive systems can help improve matching candidates to jobs, providing personalized learning recommendations, and enabling more efficient HR services.
How is artificial intelligence used in HR.pptxParker adam
Artificial intelligence (AI) is a very new and fascinating technology that is already being applied in several HR tasks. This article will discuss how artificial intelligence is being utilized, who is using it, and which industries are most likely to gain from it.
There has been widespread scepticism and fears that the integration of emerging new technologies like AI into an industry such as HR would inevitably lead to multiple job losses
Are you implementing AI in your HR team, or just thinking about it?
Don't think too long!
76% of HR leaders say they will fall behind their competitors if they don't implement AI in HR soon.1
… But before you leap, download our eBook to see
How AI Drives Value in HR
Machine learning and deep learning are driving the adoption of artificial intelligence in human resource management. Key uses of AI in HR include anomaly detection, background verification, employee attrition prediction, and content personalization. Chatbots are being used for employee communication and engagement while data mining and predictive analysis forecast future outcomes. Natural language processing and machine learning improve systems' ability to automatically learn from experience without programming. While AI adoption in HR is growing, data and skills shortages are slowing its implementation in India.
Artificial intelligence can benefit human resource professionals in three main ways:
1) AI can help streamline the hiring process by sorting through applicant data to identify the best candidates, saving HR time spent reviewing applications.
2) AI can reduce human bias in hiring by evaluating candidates solely based on competency rather than personal attributes.
3) AI can automate routine administrative tasks, freeing up HR time to focus on more strategic work that supports organizational goals and employees.
Intelligent automation technologies like artificial intelligence and machine learning will transform financial services organizations over the next few years. While these technologies offer benefits like improved efficiency, expertise, effectiveness and innovation, few financial services firms have prepared their workforces for these changes. As the function responsible for people strategy and development, human resources has a critical role to play in leading an enterprise-wide intelligent automation strategy. This includes envisioning how jobs, teams and skills will evolve; developing a culture that embraces humans and machines working together; and ensuring the necessary skills and governance are in place to successfully implement and scale intelligent automation.
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
In the Dark? Understanding Big Data & AI: Talent Acquisition Strategies for 2018Yoh Staffing Solutions
Big Data and AI have changed the way companies acquire people. Is your organization one of them? Shed some light on this innovation with these valuable tips and gain a better understanding of the implications Big Data and AI can have on your talent acquisition strategy.
leewayhertz.com-AI in the workplace Transforming todays work dynamics.pdfKristiLBurns
AI is transforming workplaces, marking a significant shift towards automation and intelligent decision-making in various industries. In the modern business realm, AI’s role extends from automating mundane tasks to optimizing complex operations, thereby augmenting human capabilities.
Artificial intelligence (AI) refers to machines that can think and act like humans. The document discusses AI's definition, history, types, and how it works through data collection, analysis, and decision making. It also explores AI's impact on healthcare, finance, education, transportation, and customer service by improving efficiency, precision, and automation. While AI provides benefits, concerns around privacy, jobs, and bias must be addressed through regulations and responsible development. The future of AI involves continued advancement through collaboration between humans and machines.
Major Challenges and Problems of Rural Entrepreneurship in India.pdfAdheer A. Goyal
Entrepreneurship is the process of designing, launching and running a new business, i.e. a start-up company offering a product, process or service. It has been defined as the capacity and willingness to develop, organize and manage a business venture along with any of its risks in order to make a profit. Enterprise and entrepreneurship are the drivers of economic growth in India’s rural areas. With the ongoing challenges facing traditional rural sectors, the future success of the rural economy is inextricably linked to the capacity of rural entrepreneurs to innovate, and to identify new business opportunities that create jobs and income in rural areas.
Nowadays Rural entrepreneurship is a major opportunity for the people who necessarily migrate from rural areas or semi-urban areas to urban areas. It is also a fact on the contrary that the majority of rural entrepreneurs are facing many problems due to non availability of primary amenities in rural areas especially in developing countries like India. Financial problems, Lack of education, insufficient technical and conceptual ability at present it is too difficult for the rural entrepreneurs to establish industries in rural areas. Certainly the economic development of our country largely depends on the development of rural areas and also the standard of living in its rural mass. For the economic development of a country and of regions within the country rural entrepreneur is surely one of the most important inputs. Today entrepreneurs are also driven to achieve success in their business along with the qualities inherited by them of a dreamer, leader, manager, innovator, continuous learner, and decision maker and most important is to implement all these qualities into the work. Certainly entrepreneurs set the example of turning their dream into reality. More importantly the story behind to achieve the dreams into reality is to set massive goals for themselves and also stay committed to achieving them regardless of the obstacles they get in the way with the unmatched passion and the ambition towards achieving the goal. Undoubtedly it looks attractive, fascinating and motivating after listening the stories of the entrepreneurs, but for sure success is not as easy as it looks always. There are certainly some obstacles which we call challenges to overcome by looking forward the prospects to be a successful entrepreneur.
The paper also makes an attempt to find out the challenges and problems for the potentiality of rural entrepreneurship. It also tries to focus on the major problems faced by entrepreneurs especially in the field of marketing of products, other primary amenities like water supply, availability of electricity, transport facilities, required energy and financial amenities. In the light of this research paper focuses on the major challenges and problems available in the Indian market by en-cashing the possibilities and prospects of the same to be an able and successful entrepreneur.
A COMPARATIVE STUDY OF URBAN AND RURAL COLLEGES OF EDUCATION TOWARDS TEACHING...Adheer A. Goyal
"Education" word came from the Latin words, Educatum, Educare or Educere. "Education and Educare" mean "to train, to raise and to nourish", while 'educare' signifies "to lead out" the previous infers that instruction is external, to be forced or put in from outside. The last demonstrates development from inside. Aristotle characterized instruction as "a measure vital for the production of a sound psyche in a sound body". Dewey, in 20th century, characterizes training in these words: "Education is measure of living through a nonstop reproduction of encounters. It is improvement of each one of those limits in the person which will empower him to control his condition and satisfy his possibilities".
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This document provides an overview of artificial intelligence (AI) and its applications in enterprises. It examines real use cases for AI, challenges, and opportunities. Key areas where AI can provide value for enterprises are enterprise intelligence, computer vision, and conversational AI. Enterprise intelligence involves analyzing multiple internal and external datasets to extract insights, predictions, and recommendations. Computer vision allows machines to "see" and interpret images. Conversational AI allows machines to communicate using natural language. The document also provides case studies of how companies like Stripe and DBS are using AI.
20 Useful Applications of AI Machine Learning in Your Business ProcessesKashish Trivedi
The fear of robots taking over our lives has been a prevalent concern, with over 70% of the U.S. population expressing apprehension, as highlighted by a 2017 Pew Research study. However, while the emergence of a Skynet-like scenario remains uncertain, it's evident that technology, particularly artificial intelligence (AI), is poised to revolutionize various aspects of our daily tasks, freeing us from repetitive and dehumanizing job elements rather than rendering us obsolete. With AI being a strategic priority for 84% of businesses, its implementation has shown remarkable efficiency enhancements, such as boosting sales team productivity by over 50%. The accessibility of AI tools has expanded significantly, enabling practically anyone to leverage its benefits. In this discourse, we'll explore 20 diverse real-world applications of AI, ranging from healthcare and finance to entertainment and government, illustrating its pervasive impact on modern society.
As the demands of the market grow, companies are placing greater emphasis on the people they hire. With its newfound importance, HR needs to innovate, grow and evolve to match these changing needs. A major contributor to a high-performance culture and achieving targets, investing in HR will allow the business to attain the required results with specialized tools and a definable strategy.
Artificial Intelligence (AI) is a pattern recognition, which is used in resource matching. It is the theory and development of computer systems with the ability to perform tasks that normally require human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages. AI has grown exponentially in the past decade and is assisting managers to make better and quick decisions with precision. The application of AI in different sectors has been predominant and its role in Human Resource Management (HRM) has been profound. Growing competition worldwide has made it important to automate the process of HRM. AI has created a disruption as it has displaced an established process with an innovative one. This is a conceptual study with an attempt to understand the role of AI in various activities of HRM. It also highlights the scope of AI in recruitment and selection, workforce management, and learning and development.
EMERGING ISSUES AND TRENDS IN INFORMATION SYSTEMS (Lecutre 10) .dox-1.docxadhiambodiana412
This document discusses artificial intelligence (AI) in organizations. It states that while AI projects remain experimental for most organizations, AI is viewed as the most important new technology and will eventually have a positive impact on companies. It then discusses how AI is being applied to make processes more efficient, enhance products/services, create new products/services, and improve decision-making. The document also notes that full deployment of AI faces challenges, as most systems only reach the pilot stage and never make it into full production due to issues integrating with existing systems and preparing the organization for change.
The document provides an introduction to artificial intelligence (AI), including its history and limitations. It discusses 5 main limitations of AI: data, cultural limitations, bias, emotional intelligence, and lack of a strategic approach. It then discusses 5 key advantages: reduction in human error, taking risks instead of humans, availability 24/7, helping with repetitive jobs, and digital assistance. Finally, it covers 5 disadvantages: high creation costs, making humans lazy, unemployment, lack of emotions, and inability to think outside the box. The document thus provides a broad overview of the history, limitations, advantages and disadvantages of artificial intelligence.
Artificial intelligence (AI) broadly refers to any human-like behavior displayed by a machine or system. AI has progressed from enabling computers to play games like checkers against humans to now being part of our daily lives through solutions in areas like healthcare, manufacturing, financial services, and entertainment. HPE is pioneering AI by harnessing data and gaining insights at the edge to help customers realize the value of their data faster and leverage opportunities for innovation, growth, and success. A brief history of AI discusses its early development in the 1950s and milestones like defeating chess masters and developing speech recognition.
How cognitive computing is transforming HR and the employee experienceRichard McColl
As a co-sponsor of a recently published IBM Institute of Business Value (IBV) I was pleased to see the insights support our own IBM HR strategy of aligning cognitive solutions to cloud platforms to create fantastic experiences for our IBM'ers.
The FIRM & IBM Event : How cognitive computing is transforming hr and the emp...Emma Mirrington
Cognitive computing can help transform key areas of HR by improving decision making and expanding human expertise. A study found that CEOs and CHROs believe cognitive solutions can address talent challenges, but many are uncertain how to apply them. Research also found that employees are willing to receive guidance from cognitive systems in certain situations, such as for complex or frequent problems. Three key areas that are well-suited for cognitive solutions are talent acquisition and onboarding, talent development, and HR operations. Cognitive systems can help improve matching candidates to jobs, providing personalized learning recommendations, and enabling more efficient HR services.
How is artificial intelligence used in HR.pptxParker adam
Artificial intelligence (AI) is a very new and fascinating technology that is already being applied in several HR tasks. This article will discuss how artificial intelligence is being utilized, who is using it, and which industries are most likely to gain from it.
There has been widespread scepticism and fears that the integration of emerging new technologies like AI into an industry such as HR would inevitably lead to multiple job losses
Are you implementing AI in your HR team, or just thinking about it?
Don't think too long!
76% of HR leaders say they will fall behind their competitors if they don't implement AI in HR soon.1
… But before you leap, download our eBook to see
How AI Drives Value in HR
Machine learning and deep learning are driving the adoption of artificial intelligence in human resource management. Key uses of AI in HR include anomaly detection, background verification, employee attrition prediction, and content personalization. Chatbots are being used for employee communication and engagement while data mining and predictive analysis forecast future outcomes. Natural language processing and machine learning improve systems' ability to automatically learn from experience without programming. While AI adoption in HR is growing, data and skills shortages are slowing its implementation in India.
Artificial intelligence can benefit human resource professionals in three main ways:
1) AI can help streamline the hiring process by sorting through applicant data to identify the best candidates, saving HR time spent reviewing applications.
2) AI can reduce human bias in hiring by evaluating candidates solely based on competency rather than personal attributes.
3) AI can automate routine administrative tasks, freeing up HR time to focus on more strategic work that supports organizational goals and employees.
Intelligent automation technologies like artificial intelligence and machine learning will transform financial services organizations over the next few years. While these technologies offer benefits like improved efficiency, expertise, effectiveness and innovation, few financial services firms have prepared their workforces for these changes. As the function responsible for people strategy and development, human resources has a critical role to play in leading an enterprise-wide intelligent automation strategy. This includes envisioning how jobs, teams and skills will evolve; developing a culture that embraces humans and machines working together; and ensuring the necessary skills and governance are in place to successfully implement and scale intelligent automation.
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
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AI is transforming workplaces, marking a significant shift towards automation and intelligent decision-making in various industries. In the modern business realm, AI’s role extends from automating mundane tasks to optimizing complex operations, thereby augmenting human capabilities.
Artificial intelligence (AI) refers to machines that can think and act like humans. The document discusses AI's definition, history, types, and how it works through data collection, analysis, and decision making. It also explores AI's impact on healthcare, finance, education, transportation, and customer service by improving efficiency, precision, and automation. While AI provides benefits, concerns around privacy, jobs, and bias must be addressed through regulations and responsible development. The future of AI involves continued advancement through collaboration between humans and machines.
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Major Challenges and Problems of Rural Entrepreneurship in India.pdfAdheer A. Goyal
Entrepreneurship is the process of designing, launching and running a new business, i.e. a start-up company offering a product, process or service. It has been defined as the capacity and willingness to develop, organize and manage a business venture along with any of its risks in order to make a profit. Enterprise and entrepreneurship are the drivers of economic growth in India’s rural areas. With the ongoing challenges facing traditional rural sectors, the future success of the rural economy is inextricably linked to the capacity of rural entrepreneurs to innovate, and to identify new business opportunities that create jobs and income in rural areas.
Nowadays Rural entrepreneurship is a major opportunity for the people who necessarily migrate from rural areas or semi-urban areas to urban areas. It is also a fact on the contrary that the majority of rural entrepreneurs are facing many problems due to non availability of primary amenities in rural areas especially in developing countries like India. Financial problems, Lack of education, insufficient technical and conceptual ability at present it is too difficult for the rural entrepreneurs to establish industries in rural areas. Certainly the economic development of our country largely depends on the development of rural areas and also the standard of living in its rural mass. For the economic development of a country and of regions within the country rural entrepreneur is surely one of the most important inputs. Today entrepreneurs are also driven to achieve success in their business along with the qualities inherited by them of a dreamer, leader, manager, innovator, continuous learner, and decision maker and most important is to implement all these qualities into the work. Certainly entrepreneurs set the example of turning their dream into reality. More importantly the story behind to achieve the dreams into reality is to set massive goals for themselves and also stay committed to achieving them regardless of the obstacles they get in the way with the unmatched passion and the ambition towards achieving the goal. Undoubtedly it looks attractive, fascinating and motivating after listening the stories of the entrepreneurs, but for sure success is not as easy as it looks always. There are certainly some obstacles which we call challenges to overcome by looking forward the prospects to be a successful entrepreneur.
The paper also makes an attempt to find out the challenges and problems for the potentiality of rural entrepreneurship. It also tries to focus on the major problems faced by entrepreneurs especially in the field of marketing of products, other primary amenities like water supply, availability of electricity, transport facilities, required energy and financial amenities. In the light of this research paper focuses on the major challenges and problems available in the Indian market by en-cashing the possibilities and prospects of the same to be an able and successful entrepreneur.
A COMPARATIVE STUDY OF URBAN AND RURAL COLLEGES OF EDUCATION TOWARDS TEACHING...Adheer A. Goyal
"Education" word came from the Latin words, Educatum, Educare or Educere. "Education and Educare" mean "to train, to raise and to nourish", while 'educare' signifies "to lead out" the previous infers that instruction is external, to be forced or put in from outside. The last demonstrates development from inside. Aristotle characterized instruction as "a measure vital for the production of a sound psyche in a sound body". Dewey, in 20th century, characterizes training in these words: "Education is measure of living through a nonstop reproduction of encounters. It is improvement of each one of those limits in the person which will empower him to control his condition and satisfy his possibilities".
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Learning society ought to be urged to satisfy the quick difference on the planet. Since instructors assume an extraordinary part in the understudies' learning, an examination needs to do to research the effect of authoritative culture on instructor learning in district school. An absolute example of 148 respondents comprises of 16 chiefs and 132 educators were chosen from Nagpur district schools in Maharashtra applying delineated irregular inspecting. This examination utilized quantitative technique overview configuration to gather information utilizing survey as an instrument. The information was dissected by utilizing PC program to compute mean worth, rate, standard deviation, connection Pearson, and Stepwise various relapse examination. The outcomes showed that the authoritative culture and conduct of instructor learning are at undeniable level (x̅ = 3.81, SD = 0.43) and (x̅ = 3.81, SD = 0.47) individually. The connection between the authoritative culture and the conduct of instructor learning showed a positive relationship (r = 0.554- 0.726) with a genuinely huge at the degree of 0.01. Every one of the four kinds of hierarchical culture are critical indicators which contributing 71.30 percent fluctuation in instructors' learning. Taking everything into account, the connection or tribe authoritative culture ought to be received since it is the main indicator in improving instructors' learning and along these lines urge educators to be successful students.
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Digital marketing is the core concept of marketing. It is all about selling services and goods through the internet. It helps to reach a targeted audience to analyse their demands to promote their goods and services through digital platforms. In India, digital marketing has a vast scope in the future. So, as a result, many organizations had to shift their marketing strategies as it directly impacts consumer’s purchasing process. India has always been accepting innovating new technologies and ever since the Digital India scheme has launched the usage of online platforms in India some different methods and strategies must go hand-in-hand to get success in digital marketing. For example, SEO (search engine optimization) of your website to get rank proper in Google searches. As a result of anyone searching in the team of keywords, then you get organic traffic on your website SMM (social media marketing) Social media platforms like Instagram and Facebook have a vast audience. So, many companies do focus on spreading awareness of their brand to boost their sales. Considering these many companies are shifting their focus towards digital marketing rather than being switched to traditional marketing.
NEUROMARKETING A RISING APPARATUS OF STATISTICAL SURVEYING.pdfAdheer A. Goyal
Lately, another apparatus of promoting research has developed for example neuromarketing, which utilizes mind research in an administrative setting, has increased expanding notoriety in the scholastic writing functional world. It got the extravagant of creative mind of promoters in mid-2002, suitably chops down the way and cycle testing brains and extensively straightforward. Paper examines the theoretical part of neuromarketing as powerful instrument for the advertiser in a new period of business sectors research for the present shrewd purchaser. The destinations of our examination centre around the position and enhancement of neuromarketing practices linked with the current situation as neuroimaging, electroencephalogram, FMRI, Eye Following. Paper gauges the buyer rationalization customers repudiate on their own. " Nowadays showcasing research focuses on four segments of buyers : body, brain, heart, and soul with the assistance to Neuromarketing.
BUSINESS ANALYTICS, BACKBONE OF ORGANIZATIONS - A LITERATURE REVIEW.pdfAdheer A. Goyal
Business analytics is the process by which businesses use statistical methods and technologies based on historical data in order to attain organizational goals and make profit. Analytics are now regularly used in multiple areas of life. It should come as no surprise that business analytics is one of the fastest growing markets in enterprise software landscape. This article discusses about history and terminology of analytics. There is also a brief discussion about how business analytics gives opportunities not only to large scale and multinational companies but also to small and medium enterprises. In this conceptual paper major types of business analytics i.e., decision analytics, descriptive analytics, predictive analytics and prescriptive analytics are included. We also noted how business analytics can help you in supply chain management, analyze the key performance indicators which further helps in decision making, boost relationship with consumers and improve efficiency in the basis of product data. Then it consists of brief description about advantages and disadvantages of business analytics, difference between business analytics and business intelligence. This paper concludes with challenges in business analytics posed by the big data analytics, data scientists, business organization etc. and thoroughly researched the impact of business analytics on innovation.
This document discusses the benefits and impacts of digital learning in education. It outlines that digital learning is replacing traditional teaching methods and has helped education continue during the COVID pandemic through distance learning platforms. Some key benefits of digital learning mentioned include personalized learning opportunities that allow students to learn at their own pace, as well as providing abundant information resources for students to access. Digital learning also makes the learning process more engaging for students through tools like animated videos and diagrams. Overall, the document frames digital learning positively as enhancing the learning experience while reducing teachers' workload.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Assessment and Planning in Educational technology.pptxKavitha Krishnan
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
TRANSFORMATION OF HUMAN RESOURCE MANAGEMENT DUE TO IMPACT OF ARTIFICIAL INTELLIGENCE.pdf
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TRANSFORMATION OF HUMAN RESOURCE MANAGEMENT DUE TO
IMPACT OF ARTIFICIAL INTELLIGENCE
Dr. Mustafizul Haque1, Mr. Adheer Goyal2, Dr. Shriram Joshi 3, Miss.Swati Parmar4
1MBA , Ph.D., Associate Professor, Dean, School of Commerce & Management, G H Raisoni
University, Saikheda, Dist. – Chhindwara , Madhya-Pradesh
2PGDBM, M.Com., MBA, Research Scholar,Assistant Professor, School of Commerce &
Management, Dean Admissions & Outreach, G H Raisoni University, Saikheda , Dist. –
Chhindwara , Madhya-Pradesh
3MBA, Ph.D., Registrar, G H Raisoni University Saikheda, Dist. – Chhindwara , Madhya-
Pradesh
4B.Tech, MBA,Assistant Professor, School of Commerce & Management, G H Raisoni
University, Saikheda , Dist. – Chhindwara , Madhya-Pradesh
ABSTRACT
Authors like Isaac Asimov have for long imagined a future where machines that can govern help
mankind. It was perhaps this imagination by the artists that led science on the path of inventing
artificial intelligence in the first place. However, as things have advanced, science and AI have
proven themselves to be much more than merely helpful for mankind so far. Machines have a long
way to go before they reach the point envisioned by Asimov as they are still dependent on people to
make moral judgment. Among the latest patrons of AI are the HR departments that have realized the
wisdom and impact of assisted decision making about the most valuable resource of an organization
- the people. The present paper stresses upon the impact of Artificial Intelligence on Human resource
management. The paper goes on discussing the areas of Human Resource wherein Artificial
Intelligence proves to be useful.
Introduction
Introduction to Artificial Intelligence
Artificial intelligence (AI) has been the focus of thousands of technological
developments for decades as mankind attempts to engineer increasingly sophisticated
tools that can think, plan and adapt in ways that mimic the human brain. However, AI
typically performs these processes at exponentially faster speeds than brains can
Dr. Mustafizul Haque1, Mr. Adheer Goyal2, Dr. Shriram Joshi 3, Miss.Swati Parmar4,
TRANSFORMATION OF HUMAN RESOURCE MANAGEMENT DUE TO IMPACT OF
ARTIFICIAL INTELLIGENCE,-- Palarch’s Journal Of Archaeology Of Egypt/Egyptology
18(10), 803-809. ISSN 1567-214x
Keywords: Human Resource, Talent Management, Computers.
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manage without making computational errors or growing fatigued or bored. Artificial
Intelligence (AI) is fast becoming a mainstream element of business. Artificial
intelligence is transforming our lives at home and at work. In the workplace, artificial
intelligence is evolving into an intelligent assistant to help us work smarter. Artificial
intelligence is playing a more significant role in business than ever before. Research
firm IDC predicts the market for A.I. will grow from $8 billion in 2016 to $47 billion
by 2020, impacting all business practices across almost every industry. While the
larger Asian economies like India and China have the privilege of humungous data,
Singapore and Australia have a clear roadmap for leveraging their strong R&D
capabilities for AI advancement. The applications of AI differ by demographics,
ranging from financial services to logistics to healthcare and more recently, talent
management. The wide presence of knowledge intensive industries is compelling the
government to explore automation and AI-led avenues to manage talent better. As a
result, AI will have a profuse impact on human capital management, from an
organizational perspective.
Types of Artificial Intelligence
Artificial intelligence (AI) is seen as the next wave of technological advancement with
tools that can think, plan, and execute tasks that mimic human performance without
stress or the need for a break from work. Artificial intelligence comes in narrow and
strong levels, but most AI systems can be classified in three categories: voice
recognition, bots and algorithms. There are actually many kinds of artificial
intelligence that can range from calculating auto immune system performance to
automating physical systems, but the three major areas that concern HR are voice
recognition, robot automation and algorithms. Narrow-based AI functions are ideal
for compiling data in HR systems such as verifying information, researching specific
areas and solving other task-specific problems.
Voice Recognition
This type of AI can convert text into words and vice versa, search Internet sites,
videos, podcasts and broadcasts for key phrases and subjects and deliver the
information automatically to other analytic programs and on-demand in the preferred
format of speech or text. An HR manager’s AI personal assistants usually employ this
technology. The primary function of voice recognition, however, is to trigger actions
based on voice commands, such as opening a file, website or program, adjusting
environmental controls, controlling household and office devices and other simple
command functions.
Bots
The major search engines employ bots to search the Internet for keyword phrases. The
usefulness of bots extends to learning, chatting, asking questions, giving directions,
recalculating routes and other useful functions. Current AI systems can learn, but they
have a long way to go before they can solve complex logic problems. Even the
simplest decision involves thousands of variables. AI can accelerate finishing
repetitive searching tasks exponentially.
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AI Algorithms
AI algorithms are step-by-step instructions that guide AI functions. Sophisticated
algorithms can be set to automate many HR functions such as gathering business
intelligence, disseminating information to the right stakeholders, monitoring key
performance benchmarks and tracking outside interests and social media activity of
employees and recruitment prospects.
Artificial Intelligence and Human Resource Management
Artificial intelligence is not the future of the workplace; it is the present and happening
today HR
Leaders and experts are starting to realize the power and impact of data-driven
statistics and insights when it comes to mellowing down risks and driving decision-
making powers for organizational efficiency and people management.
With advanced data-driven technology such as artificial intelligence (AI) growing by
leaps and
bounds across businesses, it should not come as a surprise that HR experts are looking
up to AI as their go-to or perfect pick-me-up tool for spot-on decision making and
people management in future.
IBM and a number of start-ups are targeting intelligent assistants, also known as chat-
bots, or computer algorithms designed to simulate a human conversation, to recruit
employees, answer HR questions, or personalize learning experiences. A survey of
nearly 400 chief human resource officers conducted by the IBM Institute for Business
Value found that half of the survey sample recognize the power of cognitive
computing to transform key dimensions of HR, such as HR Operations, Talent
Acquisition, and Talent Development.
HR leaders have started experimenting with all facets of AI to deliver value to their
organizations. As intelligent assistants become more widely used in our personal lives,
we will expect to see similar usage in the workplace.
For employees, chat-bots deliver an unmatched level of employee experience, from
real time answers for HR questions to personalized learning and development. In
addition, they are critically important to the 3.7 million workers, or 2.8% of the
workforce, who work remotely at least half time and do not have easy access to an HR
department.
Talent acquisition and new hire on-boarding are ripe areas where intelligent assistants
can tap multiple data sources to develop candidate profiles, schedule interviews, and
make decisions about prospective job candidates.
Artificial intelligence in HR is likely to transform HR operations in three
profound ways.
First is the emergence of the conversational interface, where we can talk to systems,
ask questions and interact through chat. This can be supplemented by augmented and
virtual reality, which is developing even faster than we thought. Second is machine
learning, where software analyzes people-related data and offers smart
recommendations and decisions. The third is the growth of predictive models, which
are systems that can identify patterns and quickly find areas of risk, fraud and other
possible performance problems.
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Few areas of implementing AI in Human Resource Management
HR is one a discipline with extremely complex needs of data analytics and
management. AI can assist in gathering large quantities of data and make predictive
analysis in a matter of seconds, a task that would probably take months to do manually.
This speed is crucial for global businesses as they compete in a highly fluid
environment. The areas where AI can be useful in Human Resources are identified as
discussed below –
1. Recruiting: There is a wide range of new AI tools used in recruiting. For example,
there are AI based chat systems that can communicate with candidates and quickly
screen people. These
Systems already enable candidates to select the right job or shift, and they can
dramatically reduce the time recruiters spend on candidate screening. This frees up
recruiters to focus their energy on assessment and selling.
2. Learning: The skills and capabilities we need at work are constantly changing. We
now have
vendor software that can intelligently recommend videos or learning programs based
on your job
role, experience and peers. There are systems that automatically read documentation
and create micro-learning programs, and even systems that read and interpret an
employee's writing or activities to recommend learning options.
3. Screening candidates
Recruiters have to go through a vast number of candidate profiles and depend on
manual processes, where they screen profiles and set up in-person discussions. An
intelligent AI-enabled
screening software can bring about much difference in this arena. By analyzing the
necessary intricacies and past success factors in a particular job profile, the software
can find the most suitable set of candidates with the required skills, experience and
cultural fit for the organization. Industry giants like SAP, Facebook, IBM and Hilton
Worldwide have added such analytics to their sourcing mechanisms and redefined the
hiring experience completely.
4. Interviewing candidates
On an average, recruiters spend 30% of their time in scheduling and interviewing
candidates. Reports reveal that more than 50% of the candidates don’t hear back after
submitting their resumes through traditional corporate pipelines. AI machines can
figure out the right fit and engage potential candidates in an efficient manner.
Intelligent machines that deliver custom-made messages to potential candidates
enable recruiters to focus on their time in swiftly closing offers.
5. Leadership
Today, there are vendors that can intelligently assess characteristics of high-
performing leaders by sending messages to employees to assess a leader's capabilities.
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Leaders can then receive personalized coaching and can view dashboards comparing
their management effectiveness against their peers.
6. Sourcing: There are a lot of new tools available to help HR executives find
candidates on the internet, a process known as sourcing. Sourcing is a manual,
handcrafted process that companies undertake to find candidates for roles that are
otherwise hard to fill, such as executives, salespeople and engineers. Now there is
software that can search and intelligently match prospective candidates against the
characteristics of a particular company and communicate with them to see if they're
interested in the position.
7. Employee Relations
An AI-powered Chatbots can respond to the most common HR queries and it can
schedule the meetings with you and your HR. Through HR analytics it can empower
immediate managers to make better decisions through various information —
Learning pattern, Performances Track records and Recognition Pattern.
Benefits of using Artificial Intelligence in Human Resource Management
The benefits of using AI in Human Resource management have been identified in
particular:
1. Reducing Human Bias
Artificial intelligence can help eliminate bias from certain performance metrics when
needed. If an employee is simply not holding their own within a company, the data
will show it and the AI can determine whether or not that employee should remain on
the team. Similarly, HR can use productivity measurements to determine manager
effectiveness.
2. Increasing Efficiency and Insight in Candidate Assessment
One of the key challenges for HR departments is selecting promising candidates from
a large number of applicants. AI allows a number of the stages of the recruitment
workflow to be automated. This means that more data can be gathered and assessed
for each candidate and more candidates can be assessed overall. Innovative companies
that provide AI recruitment solutions include Glider, who use sophisticated algorithms
to assess candidates' skill sets. Recruitment agency I.T.S also makes use of AI to
assess candidate suitability for job listings on behalf of their clients.
3. Improving Relationships with Existing Employees
HR departments are inundated with questions from employees. A significant number
of these questions can be answered using AI. By programming automated email or
instant messaging replies to common questions, the workload for HR departments can
be reduced. This frees up HR personnel to answer more complex questions and engage
more efficiently with a company's employees. Additionally, AI could soon play a role
in other more mundane HR tasks. AI company x.ai recently launched "Amy," a virtual
personal assistant that automates the process of scheduling meetings.
4. Predictable turnover and attrition
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Human resource departments often deal with turnover and attrition after the
employees have already left, but AI could predict such actions before they even take
place. Using employee engagement data, whether it be from pulse surveys, brand
advocacy or performance gamification, artificial intelligence could determine an
employee’s level of interest and give a prediction on whether they are trying to change
positions. This would allow HR managers to account for potential job openings and
pre-emptively hire new workers to more smoothly transition workflow.
5. Recommended training methods
Artificial intelligence can analyze the data from employee interactions and use that
information to better tailor training sessions to the individual worker. Everyone learns
in different ways and has varied skill sets, so allowing employees to learn to the best
of their abilities will only improve on-boarding and productivity.
Challenges around using AI in Human Resource Management
• Though promising, Artificial Intelligence in HR can present a number of issues,
the biggest being the quality of the data collected by companies.
• HR data is not managed effectively by most companies, and it is often in a
number of different places. For instance, companies typically have five to seven
different systems of record; therefore, applying an algorithm against any one data set
can give you misleading results. It is a major challenge for companies to get all the
people-related data into one place so it can be analysed.
• The second challenge is policy. Explaining to employees how their data will be
used and having policies to ensure that it's not misused remains a challenge. Most
employees agree to their company having access to data when they join, and
companies inform them that the data will be used for positive purposes. Sticking to
those policies is key.
• The third is that there is no part of HR that's black and white. There's almost
never 100% agreement on who the best candidate for a job is or who should be
promoted. Almost every decision in HR has some amount of judgment. So a lot of
these algorithms may be helpful to eliminate that human judgment or bias, but that
does not mean they are 100% correct.
CONCLUSION
Artificial intelligence is all about analysing, breaking down and transforming data into
humanized format, which is easy to interpret and study. AI has steadily gained
importance across all verticals of organizations like Marketing, HR, I.T, Sales to name
a few. With the staggering influx of data in the human resource arena, artificial
intelligence has started offering an ocean of insights in key areas that often go
unnoticed such as productivity, managerial effectiveness, employee engagement and
talent assessment to name a few. This has helped HR managers to understand their
workforce in a much better way and foresee workforce trends as well as identify
problem areas well in advance.
More importantly, AI also helps in solving one of the most critical challenges faced
by HR people today i.e. creating and executing strategies for improvement, all by
suggesting specific actions to tackle these problems well ahead of time. Since HR is a
strategic business function, there is a vast scope in this vertical to adapt to newer
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technologies, for example, software applications like Human Capital Management
have successfully embedded AI functionalities into its core processing engine and
have proved to be a game changer. We do need to adapt ourselves to AI and the reason
is simple - evolution. Technology is evolving and we need to stay abreast with it or
risk losing our relevance to machines just as some artists had envisioned.
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1. PwC, April 2017. http://www.pwc.com/CISAI?WT.mc_id=CT1- PL52-DM2-
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