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HR in the age of AI


As we venture deeper & deeper into the realm of artificial intelligence (AI), one must wonder: what does this means in terms of the future of human resources management.

As we already know we define AI as “the ability of a machine to learn from experience, adjust to new inputs and perform human-like tasks” (Duan et al., 2019) and humanizing the creation & utilization of AI tools that: 

(i) enhance human potential by building trust and minimize fear 

(ii) can interact with humans in a natural, human-like manner and 

(iii) can process information during these interactions in a manner similar to human cognitive processes (Fenwick and Molnar, 2022) would be the tall task that will define the further of HRM.

Here are some of the identified functions HR departments will have to deal with while merging an AI tool with the HR practices in organisations -

Functions - People management, Compliance & Culture


Figure 01

- People-related functions encompass talent acquisition, development and management, focusing on the workforce's growth and well-being.

- Compliance-related functions revolve around adhering to legal and ethical standards, ensuring organizations operate within regulatory boundaries and maintaining fairness & equity.

- Culture-related functions concentrating on shaping organizational culture, fostering collaboration and promoting values and behaviours that align with the firm's mission.

By categorizing HRM practices into these three groups, we align with the primary domains where HRM professionals exert their influence (O'Donovan, 2019; Johnson , 2022; Ammirato et al., 2023; Prikshat, 2023).

On the other hand, HR departments will have easy access to many AI tools which will enable them to make quick decisions and provide a wide range of learning tools and accessories for their employees at the click of a button.

- Recruitment - screen applicants, thereby speeding up the process and reducing unconscious biasness.

- Employee training & Development – revolutionising the way we approach employee training, delivering personalised learning experiences tailored to each individual's strengths and weaknesses.

- HR analytics - A data-driven approach to people management.

Streamlining HR processes with AI-powered chatbots – releasing HR departments of this strenuous function of dealing with questions from there employees and giving them more time to deal with strategic tasks.

Conclusion –


Figure 02

The role HR teams have is to create a platform in which both Humans and AI will be able to work hand-in-hand while conserving the human values as technological advancement is prone to the potential of “loss of human touch” and inculcating the ability for the use of AI as a tool to make proactive data-driven decisions to further enhance productivity of their workforce and performance resulting in higher employee engagement & profitability of organisations.    

References

Y. Duan (2019), Supporting decision making process with “ideal” software agents–what do business executives want?

Available at : https://www.sciencedirect.com/science/article/abs/pii/S0268401219300581#preview-section-references

[Accessed 01 April 2024]


Fenwick and Molnar (2022) The importance of humanizing AI: using a behavioural lens to bridge the gaps between humans and machines

Available at : https://link.springer.com/content/pdf/10.1007/s44163-022-00030-8.pdf

[Accessed 01 April 2024]

 

O’Donovan, D. (2019). “HRM in the organization: an overview,” in Management Science: Foundations and Innovations, eds C. Machado, and J. Davim (Cham: Springer), 75–110. doi: 10.1007/978-3-030-13229-3_4

Available at : https://www.researchgate.net/publication

[Accessed 01 April 2024]

 

Johnson, B. A. M., Coggburn, J. D., and Llorens, J. J. (2022). Artificial intelligence and public human resource management: questions for research and practice. Public Pers. Manage. 51, 538–562. doi: 10.1177/00910260221126498

Available at : https://www.researchgate.net/publication

[Accessed 01 April 2024]

 

Ammirato, S., Felicetti, A. M., Linzalone, R., Corvello, V., and Kumar, S. (2023). Still our most important asset: a systematic review on human resource management in the midst of the fourth industrial revolution. J. Innov. Knowl. 8, 100403. doi: 10.1016/j.jik.2023.100403

Available at : https://www.researchgate.net/publication

[Accessed 01 April 2024]

 

Prikshat, V., Malik, A., and Budhwar, P. (2023). AI-augmented HRM: Antecedents, assimilation and multilevel consequences. Hum. Resour. Manag. Rev. 33, 100860. doi: 10.1016/j.hrmr.2021.100860

Available at : https://www.researchgate.net/publication

[Accessed 01 April 2024]

Comments

  1. Milinda PereraApril 4, 2024 at 8:06 PM

    You give useful examples of how AI may be used in HR tasks, including hiring, training and development, HR analytics, and using chatbots to automate repetitive tasks. These examples aid in demonstrating the practical effects of incorporating AI into HR procedures.

    ReplyDelete

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