Influencing factors of Artificial Intelligence

The need of the machine in workforce was the invention of humans to make the task easier and effective. In the process of human invention, artificial intelligence emerged, this is the truth which is revealed in the previous posts of this article. All inventions were influenced by causes, that can be seen as the influencing factors.  

Artificial intelligence too has many influencing factors to adapt in the business firms globally. Ashwani, Kamal and Jayanthi (2021) have cited the identified five primary reasons for implementing AI in HR They are as follows:

The first reason is that AI can solve pressing business challenges. With AI, HR can scale and deliver new insights and services without being impacted by headcount or cost. AI can help to handle challenges like managing human capital and financial resources to develop and deploy business strategies.

The second reason is the efficacy of AI in attracting and developing new skills. AI is useful in managing disruptions. Organization needs to respond quickly to these disruptions. AI is helping forms to complete the skills and talent needed in this volatile, uncertain, complex and ambiguous business environment. 

The third reason is that AI is useful in improving employee experience. Employees expect personalized communications, dashboards, training content and other engagements. 

These employees believe that things should be tailored and offered as per their requirements and preferences.

The fourth reason is that AI can provide strong decision support. AI can analyze the information needs and customize the analytics as per the needs of the user. AI is used to deliver personalized and customized recommendation. 

The last reason is that AI can help to make efficient and effective use of HR budgets. With AI, now HR managers can plan their budgets and justify funding with metrics for PM and impact. With AI, now HR managers can devote more time and effort on strategic and more valuable activities.

(Ashwani, Kamal and Jayanthi, 2021)

Apart from the above reasons, there are some practical aspects too that influence the adoption of AI. The development of digital workplaces and smart offices is gaining momentum across firms due to its capacity to reshape and decentralize the traditional office setting (Sharmila and Gerald, 2022).

The reason Covid -19 pandemic is and has changed the way  we work, exercise, learn, communicate, socialize and most importantly think. (Ashwani, Kamal and Jayanthi, 2021, p.5) Therefore the organizations need to utilize the Covid -19 crisis as an opportunity to accelerate technological and artificial intelligence (AI) – based investments in remote working, reskilling, skills-based hiring and corporate leaning (Ashwani, Kamal and Jayanthi, 2021, p.6).

Furthermore, the exploration of DEX (digital employee experience) has become even more crucial, ensuring the staggering changes in the workplace landscape triggered by the covid-19 pandemic (Sharmila and Gerald, 2022).

Because, people across the world encountered sudden job disruptions due to lockdown, and self-isolation, which disconnected them from their workspaces and colleagues. Due to this unexpected experience, numerous employers migrated to digital technology as their contingency plan to continue operating via teleworking and tools such as video conferencing, cloud services and virtual private networks (Sharmila and Gerald, 2022). So, this pandemic became one of the major influencing factors in the present scenario to look into AI.

On the other hand, according to Cuneyt Dirican (2015),

The ‘digital age’ together with other sciences like mechatronic, nano technology, genetic and so on is a step for “Space Economics” some other progresses are going to change business and economics directly or indirectly more than other development. These progresses are named Robotics and AI.

The ‘Digital Age’ that began with internet and mobile technologies, plunges corporations into opening their stores in cloud and web, to mobilize together with its customer base, drag governments into lounging their e-government initiatives, financial institutions into presenting themselves in tablets, mobile phones and social media.

Huge transformation in doing a new type of business which is called e-business containing e-signature, e-invoice, e-commerce, internet, mobile banking and e-payments, creates efficiency in corporate and individual life. Minimizing or optimizing the work process, business processes re-engineering shifted industrial age towards the digital age by the help of e-business environment. (Cuneyt, 2015, p.565)

In the context of the HR architecture, researcher Osterman argued that firms choose among different HR practices when triggered by events such as technological change, reduced labor supply, and rising wages. These unavoidable forces contribute to the creation of different employment subsystems within firms (Peter, John and Patrick, 2007). So, the technological change along with needs and issues related to the laborers too are the influencing factors of AI in present firms.

 

 

References:

Ashwani Upadhayay, Kamal Khandelwal and Jayanthi Iyengar 2021, AI Revolution in HRM, SAGE, India and England

Sharmila Rani Moganads and Gerald Guan Gan Goh, (2022), ‘Digital Employee Experience Constructs and Measurement Framework: A Review and Synthesis’, International Journal of Technology, 13 (5), Malaysia 

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

Peter Boxall, John Purcell and Patrick Wright (edts) 2007, The Oxford Handbook of Human Resource Management, Oxford University Press, New York