All aspects of human personal and professional lives are being invaded by AI. Systems powered by AI are increasing staff productivity. AI can evaluate, forecast, and make automatic routine decisions based on rules thanks to its sophisticated algorithms. Various phases of the talent life cycle are managed by AI. Since AI will eventually either replace or supplement HR in firms, it is crucial to consider the positive aspects of AI adoption (Ashwani, Kamal and Jayanthi 2021). And it will affect human resources to replace the need and efficiency. So, in the future human resources will be enslaved and colonized by AI or machines.
Armstrong (2017) defines performance improvement as “the continuous process of improving performance by setting individual team and goal objectives that are aligned to the strategic goals of the organization, planning performance to achieve the objectives, reviewing progress, and developing the knowledge, skills, and abilities of the people.” In the future of human resources, it will be more important to keep the job. Because AI becomes more effective, the demand for outputs will increase in difficulty to meeting client demands.
The famous statement by Niels Bohr that “it is hard to foresee, especially the future” is very applicable to the future of AI (Dinesh, Harindra,Tharindu, Vithana and Asoka 2014). Because of the fastest growth and need for the implementation of AI, human resources will face both sides of the impact of AI.
The future of human resources will be impacted by one of Stephen Hawking’s well-known AI quotes, “Whereas the short-term impact of AI depends on who controls it, the long-term impact depends on whether it can be managed at all”
References:
Amstrong, M and Taylor S, 2017, Armstrong’s Handbook of Human Resource Management Practice, London: Kogan page
Ashwani Upadhayay, Kamal Khandelwal and Jayanthi Iyengar 2021, AI Revolution in HRM, SAGE, India and England
Dinesh Asanka,
Harindra Fernando, Tharindu Adhikari, Vithana Pathirage and Asoka Karunananda
2014, “State of Artificial Intelligence in Sri Lankan Software Industry”,
International Journal of Innovative Research in Technology, Vol.1 Issue 8, p.9,
Researchgate, Sri Lanka
Good Article Kandeepan, Artificial Intelligence (AI) enables machines to think like humans (Barboza, 2019).
ReplyDeleteThank you Farook, that is one of the definitions which the inventors found and described AI
DeleteGreat Blog Kandeepan. Interesting topic. Additionally, AI has the potential to reshape skill demands, career opportunities, and the distribution of workers among industries and occupations. Typically, technology is designed to perform a specific task which alters demand for specific workplace skills. The resulting alterations to skill demands diffuse throughout the economy, influencing occupational skill requirements, career mobility, and societal well-being and can overcome these obstacles, however,by prioritizing data collection that is detailed, responsive to real-time changes in the labor market, and respects regional variability (Frant et al. 2019).
ReplyDeleteThank you for your valuable comment Manual. In many industries, occupations, and education groups, computerization is associated with reduced labor input of routine manual and routine cognitive tasks and increased labor input of nonroutine cognitive tasks (David, Frank and Richard 2003). And this computerization is a part of AI
DeleteWell explained blog Kandeepan. Adding to your content, Faggella (2016) saying: “Thinking about the risks associated with emerging AI technology is hard work, engineering potential solutions and safeguards is harder work, and collaborating globally on implementation and monitoring of initiatives is the hardest work of all. But considering all that’s at stake, I would place all my bets on the table and argue that the effort is worth the risk many times over”.
ReplyDeleteThank you Nilusha for your contribution, I agree with above
DeleteGreat content, I agree on above read. Where as in AI might replace most of the workforce in the future and HRM is not an exception.
ReplyDeleteThank you for your comment Rahman, yes it could be.
DeleteGreat content, I agree on above read. Where as in AI might replace most of the workforce in the future and HRM is not an exception. (Johansson, J, Herranen, S., 2019)
DeleteGreat article. really informative. Recruiting technology has made possible interesting new approaches to sourcing, attracting, nurturing, and engaging people. According to Walford-Wright and Scott-Jackson (2018) when it comes to acquiring top personnel in today's candidate-driven market, time to fill will be a big differentiation. Automation and artificial intelligence (AI) can handle routine recruitment activities, freeing up your team's time and allowing them to focus on tasks that require more human engagement. It also makes the recruiting process more efficient by reducing prejudice and increasing candidate participation.
ReplyDeleteThank you Perera for your great contribution. Technology-based solutions are not necessarily a panacea for HR managers: nearly a third reported that their attempts to use HR technology have resulted in limited or moderate success (Derek and Jane 2003).
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