The machine is becoming the most influencing factor in all forms of human life. AI known as ‘Artificial Intelligence’ is the well recited tool instead of human resources in the business world today. AI is a very vast area therefore, this particular article with some limitations is focused to see the impact of Artificial intelligence in Human Resources in the firms today. It is merely seeking to find some findings and understand the future ways in organizations and Human Resource with functions.
The changing world is molding user experiences in every role, including employers, employees, producers, consumers and observers of AI and AI-powered devices (Ashwani, Kamal and Jayanthi, 2021). When focusing on an area of study in the field of computer science, the Artificial intelligence is concerned with the development of computers able to engage in human-like thought processes such as learning, reasoning, and self-correction (Joost, Egbert, Walter, Peter and Mannes, 2009).
Humans have always strived to imitate nature and to emulate the solutions found there. For example, the knife from a claw, a wide variety of aircraft from the bird’s ability to fly (Ralf and Marie, 2020). These inventions help the humans to achieve solution more and effectively. Nevertheless, humans have now set themselves a task that has not yet been solved: the mechanical reproduction of human intelligence (Ralf and Marie, 2020). So, it reveals that the Artificial Intelligence is still not fully merged to the human intelligence today.
Anyhow, Artificial Intelligence (AI) is everywhere and its development, deployment and use are moving forward rapidly and contributing to the global economy (Rowena, 2020). So, the evolution of AI is non-avoidable in the global economy today. This evolution and on the other hand financial crisis and economic development, supported with the changing needs and behaviors of customers put a heavy pressure on the world economics in countries and its budget deficits, on financial service and on business especially in the profitability and revenue sides of the financial tables (Cuneyt, 2015). Therefore, the adaption of AI in firms today is dependable on global applications.
Hence, the
technical paradigm of the advanced economy shapes novel markets, which deliver rise
to modern administrative measures and subjects for control, including AI (Aparrajitha,
2019). Nevertheless, the large global financial turmoil accelerated the
entrance of the humanity to a new age by having strong impacts and results on
the global economy (Cuneyt, 2015). So, the impact of AI in global economy is
influencing the human resources to move to the next level to maintain the
stability in all levels. On the other hand, Artificial Intelligence and
intelligent systems are changing the way humans interact with each other and
the world around us. AI impacts every aspect of human lives therefore, businesses
are re-thinking their competitive strategies and organizational structures,
preparing for a new revolution as deep and as fundamental as the industrial
revolution of 100 years ago (Salim, 2020).
This revolution may reduce the human resources, because, “Talent” became a key word in global business. Firms faced many global talent challenges including having the right number of competent employees at the right place and at the right time (Hugh and David 2011). According to the ‘talent’, the challenges of reduction of the costs of operations, thus moving operations abroad, paying lower wages and then having to find competent employees to staff the facilities are dealt with through ‘global talent management’ initiatives. And these were composed of various HR actions depending upon the nature of the global talent challenge (Hugh and David 2011). Here the AI define the talent of humanity to survive in the business world.
References:
Aparrajitha Ariyadasa (2019), ‘A Challenge from Humanoid Bots: An Analysis of Legal Regime in Sri Lanka on Artificial Intelligence’, International Conference On Business Innovation (ICOBI) 22 November, p.164, Colombo, Sri Lanka
Ashwani Upadhayay, Kamal Khandelwal and Jayanthi Iyengar 2021, AI Revolution in HRM, SAGE, India and England
Cuneyt Dirican, (2015), ‘The Impacts of Robotics, Artificial Intelligence on Business and Economic’, World Conference on Technology, Innovation and Entrepreneurship (Procedia – Social and Behavioral Science), (195), 564-573, Istanbul Arel University, Turkey
Hugh Scullion and David G Collings (edts) 2011, Global Talent Management, Routledge Taylor & Francis Group, New York and London
Joost N. Kok, Egbert J.W.Boers, Walter A. Kosters, Peter van der Putten 2009, Artificial Intelligence: Definitions, Trends, Techniques and Cases, Netherland
Ralf T. Kreutzer, Marrie Sirrenberg 2020, Understanding Artificial Intelligence: Fundamentals, Use cases and Methods for a Corporate AI Journey, Spinger Nature, Switzerland
Rowena R, (2020), ‘Legal and human rights issues of AI: Gaps, challenges and vulnerabilities’, Journal of Responsible Technology, (4), Trilateral Research Ltd, UK
Salim Sheikh
2020, Understanding the Role of Artificial Intelligence and Its Future
Social Impact, IGI Global, UK
Great introduction Kandeepan. According to Minsky (1968) artificial intelligence is the science of making machines do things that would require intelligence if done by men. And also McCarthy (1955) mentioned that AI is the science and engineering of making intelligent machines intelligence is the computational part of the ability to achieve goals in the world.
ReplyDeleteThank you for adding more Chathuri. I agree with your contributions.
DeleteDifferent Concept Kandeepan, Furthermore, According to Upadhyay and Khandelwal (2018), the application of AI in HRM was one of the most remarkable trends among recruitment professionals in 2018. Stuart and Norvig (2016) defines information extraction as a process where information and knowledge can be gathered by scanning a text. Especially in recruitment of new employees, AI can be used by information extraction techniques that can make the process of resume scanning and extraction of relevant information automated (Kaczmarek, Kowalkiewicz & Piskorski, 2005)
ReplyDeleteThank you, Rayan for your valuable contribution. As far as the recruitment process is concerned, AI saves time as well as costs involved in recruiting for hiring managers (Dennis, 2018)
DeleteAgreed with the content and interesting topic. According to Hubert Dreyfus, (What Computers Still Can’t Do - 1972) this classic text argues from first principles that digital computers may never be able to fully replicate higher mental functions. Thoughtfully fusing philosophy, history, psychology, and engineering, the book’s skeptical perspective cannot easily be dismissed.
ReplyDeleteThank you Manomi for your good thought. Agree with the above
DeleteInteresting topic Kandeepan and adding further, AI, also termed as machine intelligence, was introduced to develop “thinking machines” that mimic human capabilities and intellectual behavior and are capable of supplanting human intelligence (Jia, 2018; Min, 2010). AI has been (and continues to be) promoted as a proficient system that accurately deciphers external data and learns from it to attain explicit objectives through workable modifications to its prior learnings (Kaplan and Haenlein, 2019). Since the late 1970s, AI has demonstrated tremendous potential in improving human decision-making processes and in the ensuing efficiency in various business settings (Jia, 2018; Min, 2010; Partridge and Hussain, 1992; Sturman, 1996).
ReplyDeleteThank you for your valuable contributions Derrick. AI takes analytics to the next level in developing and testing models with increased automation and sophistication (Davenport, 2018).
DeleteAI and revolving technology played huge role in HR functions and challenging . Recruitment and selection have probably benefited the most from the beginning of high-tech period during the last few decades. The role of HR appeared early in the 2000s (Karakanian, 2004) predicting the beneficial impact of technology, across the different HR functions. Back then, the focus was οn topics such as the use of the intranet, e-learning, virtual teams and HR Information Systems (Bartram, 2000)
ReplyDeleteThank you for your great comment Iyngararaj. Artificial intelligence (AI) is doing a lot of good and will continue to provide many benefits for our modern world, but along with the good, there will inevitably be negative consequences. The sooner we begin to contemplate what those might be, the better equipped we will be to mitigate and manage the dangers. (Marr 2021) even in HR functions.
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