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    HRM Report ON Artificial Intelligence and Its Integration in HR

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    Sahil Aggarwal
    The document discusses how artificial intelligence is being integrated into and transforming human resource management. It outlines several ways that AI is helping HR functions like automating back-office tasks, analyzing employee performance data, and assisting with recruitment. The document also examines research on this topic and conceptual frameworks for using AI in HR. Several specific applications of AI in HR are discussed, such as attracting talent, tracking employees, detecting turnover, and using data-driven decision making. In conclusion, the document argues that AI can help HR managers by enhancing capabilities like analysis and reducing work pressures.

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    HRM Report ON Artificial Intelligence and Its Integration in HR

    Uploaded by

    Sahil Aggarwal
    1K views11 pages
    The document discusses how artificial intelligence is being integrated into and transforming human resource management. It outlines several ways that AI is helping HR functions like automating back-office tasks, analyzing employee performance data, and assisting with recruitment. The document also examines research on this topic and conceptual frameworks for using AI in HR. Several specific applications of AI in HR are discussed, such as attracting talent, tracking employees, detecting turnover, and using data-driven decision making. In conclusion, the document argues that AI can help HR managers by enhancing capabilities like analysis and reducing work pressures.

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    Artificial Intelligence

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    The document discusses how artificial intelligence is being integrated into and transforming human resource management. It outlines several ways that AI is helping HR functions like automating back-office tasks, analyzing employee performance data, and assisting with recruitment. The document also examines research on this topic and conceptual frameworks for using AI in HR. Several specific applications of AI in HR are discussed, such as attracting talent, tracking employees, detecting turnover, and using data-driven decision making. In conclusion, the document argues that AI can help HR managers by enhancing capabilities like analysis and reducing work pressures.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    1K views11 pages

    HRM Report ON Artificial Intelligence and Its Integration in HR

    Uploaded by

    Sahil Aggarwal
    The document discusses how artificial intelligence is being integrated into and transforming human resource management. It outlines several ways that AI is helping HR functions like automating back-office tasks, analyzing employee performance data, and assisting with recruitment. The document also examines research on this topic and conceptual frameworks for using AI in HR. Several specific applications of AI in HR are discussed, such as attracting talent, tracking employees, detecting turnover, and using data-driven decision making. In conclusion, the document argues that AI can help HR managers by enhancing capabilities like analysis and reducing work pressures.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    of 11

    HRM REPORT

    ON
    ARTIFICIAL INTELLIGENCE AND ITS
    INTEGRATION IN HR

    Submitted by:
    Sahil Aggarwal
    18DM175 (Sec-C)
    Abstract

    Human resources are without any doubt, the most important part of a company.
    But many companies are still using traditional techniques and methods to
    recruit, train, motivate and to retain their employees.
    This paper shows the concept of digital transformation in Human resources
    management in a company and
    how various technologies are helping HR employees completing its functions
    effectively and efficiently
    People and learning machines are cooperating to deliver a regularly expanding
    measure of HR information in the cloud, and the utilization of man-made
    brainpower investigation offers better understanding into how to execute and
    work. The achievement of any association relies upon how adequately it joins
    individuals, process and innovation astutely to convey transformational esteem
    at upgraded cost. Artificial intelligence will help to effectively computerize
    numerous back-office capacities for dependable HR exchanges and service
    delivery.
    In the era of digitization AI is helping the organizations restructuring its ways
    and the HR also has to remodel its plan accordingly to cope with the rest of the
    organization and the industry
    INTRODUCTION

    As present in the digital age we are witnessing huge changes in the world like
    there is a tsunami of technology in the current world. The need for muscle job is
    decreasing day by day and the more use of brain power is required to tackle
    various different situation. Labor based industries were replaced by skill based
    industries that will later on replaced by knowledge based industry.
    Human resources management is primarily concerned with the management of
    human resources within the organization focusing on policies and on systems.
    HR department is the one who is responsible for overseeing the employee
    benefit his training and development and his performance appraisal
    Every organization gets affected from the environment around it and same
    happened with HR. Due to globalization and advancement of technology,
    operations of the company got advanced and same did happened with the HR.
    Now the traditional techniques of HR are not sufficient, it also has to adopt
    latest technology in its operation. Without adoption of the new technology HR
    did lag behind in some phases making it necessary to adopt the new tech and go
    with the pace otherwise slow down.
    HR department should teach their employees various digital and technological
    skills that helps the employee to be future ready. This will also help them to
    make analytics-powered accurate and fast decisions.
    HR departments are now using data analyzing techniques to analyze the past
    performance of an employee and now not only looking at past data but they
    have also started to make future decisions and policies on the basis of
    assumptions made through analysis
    AI (Artificial Intelligence) is helping HR redesigning its methods of doing
    various tasks and duties.
    Artificial intelligence describes the “work processes of machines that would
    require intelligence if performed by humans. The term ‘artificial intelligence’
    thus means ‘investigating intelligent problem-solving behaviour and creating
    intelligent computer systems”
    AI can reduce the work pressure on employees by smoothening their tasks by
    doing the data analysis for them and much more. AI technology can help
    manager do the employee screening, getting employees’ engagement report, his
    training schedule etc. This new AI is also helping employees as well through
    various ways like because of this everything has become more transparent now.
    One employee can now know whether he is getting right amount of
    compensation or not through Glass door’s know your worth. Overall AI has
    proved to be good for HR managers as well as for employees
    Literature review

    Dr. Surbhi Jain (2018) describes the role of Artificial Intelligence in redesigning
    the functions of HR by remodelling the plans and policies of HR accordingly.
    She believes that in future HR teams will embrace digital platforms to take up
    the dual challenge of transforming HR operations as well as workforce

    Lochan Sharma Tandon (2017) analyses the emergence of Artificial Intelligence


    in HRM process and the potential benefits of Artificial Intelligence through
    secondary data. This paper tells about insights on the “utilization for conversion
    of effective HR into Sustainable HR”

    Manju Amla and Meenakshi Malhotra (2017) analyses the concept of digital
    transformation in Human Resource Management and also about the technology
    that is helping HR employees to carry out various functions. She found out that
    companies are using various tools like AI, Big data, cloud solution and other
    tools to making their HR functions stronger and faster.

    Kandukuri Veena observed that AI is observed replacing routine tasks in


    recruitment with no or least interference by humans. He has seen AI done
    various simple tasks of HR effectively but he wishes to see how far AI can take
    complex issues of HR.

    Bhushan Kapoor (2010) observes that business using business intelligence


    methods are developing intelligence based info to procure useful business
    insights. He also tells about leading Business intelligence vendors to look into
    BI and various data analytics features incorporated in their HR modules.

    Ulrich and Dulebon (2015) describes the evolution and emergence of HR and
    types of technological innovations which can be integrated with HR presently
    and in the future. The research paper also analysed the transformation of HR
    professionals from being less active in administration to becoming important
    factor in making strategic decisions for organization.
    CONCEPTUAL FRAMEWORK

    Today AI and Machine Learning (ML) are encouraging HR practices. Computer


    based intelligence isolates information in to a configuration that can without
    much of a stretch translate and ML examines information to discover designs
    and changes program activities appropriately. Along these lines HR
    practitioners of today can be certain of getting results with least blunders.
    The AI offers much great choices to hoist the HR world. It will assist the
    associations with achieving their objective in less time. With the expanding
    innovation, the association will require high talented experts which can make
    the machine to play out the assignment according to the necessity. Man-made
    consciousness will assist the representatives with managing their work life
    balance adequately. Representative will have the capacity to finish their
    undertaking before the due date. The reliance on workers will decrease in the
    organization.
    AI is the recreation of human knowledge forms by machines, particularly PC
    frameworks. These procedures incorporate taking in (the procurement of data
    and standards for utilizing the data), thinking (utilizing the tenets to reach
    estimated or unmistakable ends), and self-correction.
    Learning is a procedure of information procurement. Human gain normally
    from his experience by dint of their capacity to reason out the experience being
    experienced. Conversely, the machine doesn’t learn by thinking rather it learns
    by the calculation it happens to pursue. In writing, in any case, countless
    learning calculations are accessible to perform different exercises and errands.
    The calculations are grouped dependent on the methodology it utilizes for the
    learning procedure.
    Research Objectives

    Following are the objectives of the study:


    1. the foremost objective of this study was to find out the benefits of
    using Artificial Intelligence in Human resource management
    2. To find out the impact of AI on HR
    3. To find out any adverse effect of Artificial Intelligence on human
    resource

    Research Methodology

    I have used the descriptive research design to describe the scope of


    “artificial intelligence” in human resource management processes.
    Various secondary data collection methods are used for the study. The
    data has been collected through the articles published in HR Blogs,
    research journals, survey reports published by various books, research
    organizations and online sources also.
    APPLICATIONS TO INDUSTRY

    Artificial intelligence is becoming increasingly popular across various departments


    like healthcare, marketing, and communications are already equipped with various
    types of this Hi-tech equipment, and now the uses of AI in hr.:

    1) Attracting talent
    Various companies select candidates on the basis of analysis of their
    LinkedIn profiles. They use AI technology to analyse a candidate’s
    LinkedIn profile and tell the analysis of it

    2) Tracking and Assessment


    Most machine learning applications are utilized for candidate following
    and appraisal, as there is an incredible number of organizations that
    bargain with a gigantic measure of employment applications once a day.
    HR administration personnel work with the most recent HR tools to track
    an applicant's journey through the interview process.

    3) Employee Turnover Detection


    This is one of the most and imp tasks of HR department. They use
    advanced pattern recognition technology which shows a list of all
    important and relevant variables

    4) Data-based Decision Making and Enhanced Behaviour Tracking


    This kind of technology is considered to be a standard practice in large
    organisations. Companies use smart ID badges, Bluetooth headphones
    and sensor technology to collect valuable data regarding their employees.
    CONCLUSION
    Machine can outperform the human dimension of insight and capacity.
    HR programming will progress toward becoming programming that gains
    from experiences. The information processor in the AI framework finds
    the viable method to accomplish the target of any errand. This specialized
    advancement can help the HR supervisors to deal with the HR procedure,
    approaches, and representatives viably. It is advantageous for both
    worker and manager. Bosses are not any more reliant on the labour; they
    can complete their work through the machine successfully. Despite the
    fact that it might lessen the reliance on the labour yet at the same time
    bosses will require effective administrator, talented specialists, and expert
    to handle with the framework. It will assist the representatives with
    reducing the printed material; extensive process will no long be lengthier.
    It will diminish the worry of the representatives since, workers can
    sustain the information in the framework and examination should
    effortlessly be possible. There might be inward and outside powers which
    may influence the new mechanical. Man-made intelligence frameworks.
    Inward factors, for example, representatives' protection from gain some
    new useful knowledge, untalented labourers, inaccessibility of assets and
    so forth. Outside factor which may influence the framework, for example,
    change in government could have diverse political belief systems, with
    direct impacts on business, the economy of nation, legitimate angles, new
    enactments, exchange understanding and so forth. The innovation has
    changed the method for working framework. The credit goes to the
    software engineers, processors, computers and web. The world has turned
    out to be littler and future age will utilize advance innovations for the
    human resource management reason.
    REFERENCES
    1) Bhushan Kapoor,2016: Business Intelligence and Its Use for Human
    Resource Management
    2) Dr. Surbhi Jain, 2018: Human Resource Management and Artificial
    Intelligence
    3) Lochan Sharma Tandon, 2017: understanding the scope of artificial
    intelligence in HR management processes
    4) ANDY CERIKA, 2017: The effects of new emerging technologies on
    human resources
    5) Manju Amla, 2017: Digital Transformation in HR
    6) Kolbjornsrud, V, Amizo R. and Thomas, J.R, “How Artificial
    Intelligence Will Redefine Management
    7) Ulrich, D and Dulebhon J. (2015), Are we there yet? What’s next for HR.

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