Artificial Intelligence and Hr: The New Wave of Technology
Coral Barboza2019, Journal of Advances in Social Science and Humanities
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One of the most talked about and highly debated drift in the modern organisations regarding HR Technology has been Artificial Intelligence (AI). Most re-searches of the topic on Artificial Intelligence induce high guesses that believe artificial intelligence will be a game-changer for higher productivity and efficiency in HR professionals. It began with talent acquisition and is moving fully across various other areas of skills and performance to succession planning. While it is seen that AI is for the well-being of the organization is vital for its success and long-standing health, there is also the fear and insecurity among employees that, increased automation may reduce the employment rate. This study looks into the state-of-the-art on artificial intelligence and its impact in HR.
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Journal of Advances in Social Science and humanities
JASSH 5 (4), 715–720 (2019)
ISSN (O) 2395-6542
Artificial Intelligence and HR: The New Wave of Technology
Dr Coral Barboza
Assistant Professor, Amity University.
DOI: 10.15520/jassh54429
ABSTRACT
One of the most talked about and highly debated drift in the modern organisations regarding
HR Technology has been Artificial Intelligence (AI). Most re-searches of the topic on
Artificial Intelligence induce high guesses that believe artificial intelligence will be a gamechanger for higher productivity and efficiency in HR professionals. It began with talent
acquisition and is moving fully across various other areas of skills and performance to
succession planning. While it is seen that AI is for the well-being of the organization is vital
for its success and long-standing health, there is also the fear and insecurity among
employees that, increased automation may reduce the employment rate. This study looks into
the state-of-the-art on artificial intelligence and its impact in HR.
Key words: Artificial Intelligence, Information, HR professionals, Organisations.
INTRODUCTION
The reason behind the introduction of
Artificial intelligence (commonly referred
to as AI) in the modern organisations is the
gigantic growth of data and information
not being managed efficiently by most
organisations. Due to this reason, most
organisations now are/have used some
degree of digital transformation, and rely
on this type of technology. HR
professionals are recognizing that this
valuable data plays a major role in
effective decision-making, when it comes
to promotions, individual performance and
organizational performance. Meghan M.
Biro (2016) opines artificial intelligence as
an area of computer science where
computers are “developed” to behave
much the way humans do.
Dr Jeremy Nunn (2019), AI is becoming a
key driver behind job-candidate matching
and automating communications with
candidates, including applicant feedback.
These are arguably the two biggest areas
where AI is at its most effective,
eliminating human bias and increasing
efficiency in candidate assessment and
communication. With AI, candidates aren’t
being disregarded, as matching isn’t
entirely based on keywords, and there's
enough time to cover everybody. When
taking a manual approach, there are ways
to hack the system by stuffing the resume
with the right keywords in order for it to
land into human hands. He further states
that through AI, organizations are able to
better grade and rank qualifications during
the screening process, develop candidate
profiles, interact with job candidates and
Journal of Advances in Social Science and Humanities, Vol 5 Iss 4, 715 - 720 (2019)
Artificial Intelligence and HR : The New Wave of Technology
quickly reach out to the best ones before
other companies take action.AI can
pinpoint
individual
development
opportunities without bias and connect the
dots between the company’s strategic
vision and opportunities and employees’
top strengths and skills in order to identify
and assess specific candidates for future
leadership roles. The entire process is
faster and more efficient as the majority of
time-consuming tasks are handled through
smart data matching. Human resource
management is the key for the success of
any organisation but recent technology
will help the human resource to operate
with the help of machine which will
reduce their work and help them to
concentrate more on other aspects of the
organisation.Meghan (2016) also describes
the three levels when it comes to AI,
depending on how advanced the computers
get, and the measuring stick is “human
reasoning.” Strong AI genuinely simulates
human reasoning. These systems not only
think, but can also “explain” how humans
think and reason. Weak AI includes
systems that can “think” but don’t tell us
anything about how humans think, and the
systems don’t really think themselves. Inbetween AI includes systems that are
informed by, or inspired by human
reasoning. Examples include Google’s
Deep Learning (driven by big data) and
IBM’s Watson, a system that can answer
questions by analyzing thousands of pieces
of text, discerning patterns, and weighing
evidence, a sort of “layered learning,”
much like the way our brains learn. This
in-between area is where most AI work is
being done today.
OBJECTIVES
1. To understand the areas of research
carried out with reference to artificial
intelligence in HR.
2. To
examine
the
impact
artificial intelligence on HR.
of
METHODOLOGY OF THE STUDY
The study is based on secondary data. This
study pays relevance to the secondary data
with the base of relevant studies in the
field of artificial intelligence in HR. In this
regard various libraries were visited and
some on-line journals, books and research
papers on the internet were also reviewed
in this direction.
Historical Perspective
In a study by E. S. Brunette, R. C.
Flemmer and C. L. Flemmer (2009), the
field of AI is generally said to have begun
at a conference in July 1956 at Dartmouth
College when the phrase “Artifical
Intelligence” was first used. It was
attended by many of those who became
leaders in the field including John
McCarthy, Marvin Minsky, Oliver
Selfridge, Ray Solomonoff, Trenchard
More, Claude Shannon, Nathan Rochester,
Arthur Samuel, Allen Newell and Herbert
Simon. Lipson, 2007 considers the nature
of intelligence and believes it relates
strongly to a creature’s ability to be
creative because people often consider
creative children to be intelligent. Chella
and Gaglio(2007) attempted to create a
selfaware robot using 2D and 3D image
processing. The main problem they found
was a lack of good image processing
capabilities and an information storage
problem. S AOke (2008) says Knowledge
bases are used to model application
domains and to facilitate access to stored
Journal of Advances in Social Science and Humanities, Vol 5 Iss 4, 715 - 720 (2019)
Artificial Intelligence and HR : The New Wave of Technology
information. Parisi and Mirolli(2007)
believe that robots need to know the
difference between inputs relating to
objects in the external environment and
those relating directly to themselves. By
knowing the difference, a robot can predict
whether actions will affect it directly. They
extend this concept to telling the difference
between public and private knowledge in
social situations. Research in AI has built
upon the tools and techniques of many
different disciplines, including formal
logic, probability theory, decision theory,
management science, linguistics and
philosophy.
According to Y. Zhang, D. K. Robinson,
A. L. Porter, D. Zhu, G. Zhang, and J. Lu,
(2016), todays AI (robotics) has the
capabilities to imitate human intelligence,
performing various tasks that require
thinking and learning, solve problems and
make various decisions.
In the recent past, with the improvement of
the technologies associated with Artificial
Intelligence for HR, it outlines the value
AI can add to HR. It features discussions
on the challenges that can arise from AI
and how to deal with them, in terms of
data privacy, algorithmic bias and how to
develop the skills of a workforce with the
rise of automation, robotics and machine
learning in order to make it more human.
Impact of AI on HR
Today, Artificial
Intelligence (AI)
is
reshaping the way that companies
manage their workforce and make HR
plans, which increases
productivity
and employee engagement in general.
AI in Talent Acquisition- Using AI, the
HR managers can remove a lot of stressful
and monotonous work generally performed
by HR managers in the form of talent
acquisition software which can scan, read,
and evaluate applicants and quickly
eliminate 50% of them from the recruiting
process.This serves as a huge benefit as it
allows the recruiter to spend more time
analyzing and evaluating only a smaller
group of eligible candidates. In such
circumstances, HR units are drastically
increasing the quality of hiring decisions.
Additionally, organisations can also save a
lot of money this way because they don’t
have to pay the cost of poor hiring
decisions.
AI in Organisational Adaptation- Once
the employee is taken on board, the HR
managers need to look into various other
aspects of the employee. Adaptation is the
second step in the process as many
prospects can’t fit in the new environment
due to lack of onboarding procedures.
Namely, new employees demand a lot of
attention and it is often impossible to
dedicate enough time to each one of
them.That’s where AI steps in – it
determines
customized
onboarding
procedures for every single position. This
proved to be extremely productive in
practice since new workers who went
through
well-planned
onboarding
programs had much higher retention rates
than their peers who didn’t have the same
opportunity.
AI in Succession Planning- Through AI,
the HR managers, can predict the future
turnover rates, reduced (or increased)
employee engagement levels, concerns
about internal employee communications,
project completion problems, and any
other unexpected hidden issues that would
usually take years to surface. AI will most
likely be able to predict in near accuracy
regarding the employee turnover and can
prove to be successful when it comes to
Journal of Advances in Social Science and Humanities, Vol 5 Iss 4, 715 - 720 (2019)
Artificial Intelligence and HR : The New Wave of Technology
cost savings and overall organizational
efficiency.
AI in Training- With rapid technological
changes happening almost every day, it is
important that all employees are aware of
the day-to-day improvements made in the
organisations therefore, a key to keep
learning and improving professional skills
can be in the form of training facility. AI
can successfully plan, organize, and
coordinate training programs for all staff
members. Online courses and digital
classrooms are the most common solutions
in that regard. But this is not the only job
of AI because it also determines the best
timeframe for new courses and schedules
lessons so as to fit the preferences of all
employees individually.
AI in Performance appraisal- Higher
efficiency, participation and productivity
are
essential
traits
of
successful
professionals.
However,
most
organisations are struggling to find
employees who have those traits. That’s
why it is easier to monitor their behaviour
and analyse key performance indicators.
Using AI, HR managers are able to set
concrete objectives and let all units work
in smaller increments. This type of work is
easier to follow and assess and it generates
better overall results.
AI
in
Human Capital
Management- HCM is a set of practices
related
to
people
resource
management. These
practices
are
focused on the organizational need
to provide specific competencies and
are implemented in three categories:
workforce
acquisition,
workforce
management
and
workforce
optimization. AI helps
in
enabling
organizations to meet increasing employee
expectations by helping HR teams
reimagine people and talent processes to
build stronger teams, reduce employee
turnover, and enhance the employee
experience. A few major impact areas for
AI in HCM include Performance
management, Workforce planning, People
analytics, Virtual assistants for selfservice/HR service delivery, Career
pathing, Leadership and coaching
AI in Retention- One of the most
challenging task of an HR manager is to
retain the talented employee. However, AI
has the ability to analyze and predict the
needs of staff members. AI has the ability
to determine individual affinities and
reveal the performances of every employee
and justice can be done to those hardworking employees. Such analysis gives
room to HR professionals to be proactive
and solve the problem even before it
actually occurs.
CONCLUSION
With the kind of benefit AI accrues to
organisations,
human
resources
professionals need to start embracing
today, so they can be prepared to embrace
the incredible advancements in artificial
intelligence of tomorrow. Transparency
will be essential in making sure that
employees trust the new technology.More
importantly, AI also helps in solving some
of the most critical challenges faced by HR
people today i.e. creating and executing
strategies for improvement, and taking
specific actions to tackle these problems
well ahead of time. In the words of Jeremy
Nunn, A more productive and efficient
workplace begins when HR leaders
implement numerous layers of AI to
deliver more value to their organizations.
Journal of Advances in Social Science and Humanities, Vol 5 Iss 4, 715 - 720 (2019)
Artificial Intelligence and HR : The New Wave of Technology
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