Leveraging Artificial Intelligence In Human Resource Management

Abstract

Artificial Intelligence (AI) refers to a technology that uses a certain level of intelligence to accomplish the assigned task, which was earlier supposed to be carried out by humans.AI has been studied and implemented in various functional areas of a business i.e. manufacturing, marketing, supply chain management, and human resource management. AI has provided an impetus towards the introduction of a culture that is persistent in flexibility and innovation. AI has varied numbers of implications in fields like talent management, recruitment, scrutinizing employees’ sentiments, and providing self-service to employees for generic queries in the organization. Further, the functional impact of AI in human resource management is to enhance productivity and bring in some exceptional results in numerous processes under the organization’s umbrella. Despite the positive implications of using AI in HRM, there are some challenging aspects, such as layoffs being forced by extensive use of AI and infringements over employees’ sensitive data.

Purpose: This paper has attempted to first understand the importance of AI into the HR function and how it can be incorporated into the overall functioning of this department. Elaborate discussion has been undertaken on its adoption in recruitment, orientation, learning and development, performance appraisal and even building better employee relations.

Methodology: The paper discusses the role of Artificial Intelligence in Human resource management with the help of the conceptual framework. This paper illustrates  how AI use in human resource management and  allows employees to self-service in handling personal data management, job role, task assistance, individual competence management, individual performance enhancement, monitoring, and improvement for better assistance.

Implications: The AI helps the human resource management managers to better know their workforce, to find the root cause of the problems, and to predict the forthcoming problems on the basis of the ongoing trends in the workforce data, using its advanced technology.