Impact of Artificial Intelligence on Organizational Transformation

In a period where old prejudices are being challenged and individuals are entreating for equity all over the world in term of gender. Al is reducing the bias of gender-based selection by eliminating the personal interaction while interview. AL may also help in reducing the “glass ceiling effect” in terms of promotion of women after a certain designation.

While numerous organizations are taking the activities to connect this gap, it is difficult to change cultural beliefs in terms of gender imparity.

Al is not worried about the gender of people with regard to measuring execution, experience or compensation. Consequently, it will be a lot simpler to lessen this gender orientation gap and offer equivalent chance to everybody in the working environment. Aside from gender orientation, the equivalent can be said for race, ethnicity or nationality.

Not all organization has the setup of reciting the correct any employees with right tools to engage the talent as often they should be. Al could potentially do the task of matching the skills with the tolls needed.

Use of AI can be done to robotize for writing mails, sending messages, keeping the tracked on the ongoing and incoming calls; these all can track the employees’ behavior and can help in enhancing the applicant experience.

Machine Learning and AL makes it easy to read the past data and make prediction based on it for the evaluation and forecasting of the future turnover. Keeping the track of the workers’ commitment needs assessment, and keeping the track of workflow pattern is a very hard task; however, it is regular work of the HR manager. The AI can help in predicting the future trend and can ease the work of the HR.

Smart people analytics deals with the analysis of the people for acquiring the top talent and to gain insight the deeper insight of the human behavior to predict the future skills. The smart people analytics is an innovative approach to collect, manage, analyze, and protect the data in regard to human resource. The help of AI would help to gain the deeper insight in the sub conscious mind of the applicant, which would result in tracking the people with high IQ and EQ and would overrule the interview bias. It would also help in analyzing the behaviors of the human resources by analyzing the mood, behavior, and intention and people as statement at work and on the social media. By simulating the human behavior by autonomously learning machines, the HR manager could analysis the employee experience, performance and succession also.

One of the challenging tasks for the organizations is the employee experience and the future of HR is focused on the worker experience and initialing engagement. Amid the wake of digitization when personnel have smart assistants at home and recommendation engines for shopping assistance, they also ask for the personalized experience when they come to work. Organizational leaders and HR executives have confidence that developing AI into HR functions like hiring and administration of benefits can and will improve the overall employee experience.

The software which there currently being used by the HR professionals are as follows: The HR nowadays are using Textron for the sourcing. The software enables the companies to architect and amplified writing. Textio helps ideas to transform instantly into powerful language with a single keystroke. It builds the owed typed by the professional and provides a data fueled predictive engine generator.

Software: These are the few software being used in HR based on the AI automation algorithm .

Myinterview:It is cloud-based interview platform for the interview that brings the candidates and the employees together. The prescreening of the candidates is done by one way interview. It has different features which include customized questions, managing candidate applications, and reviewing and providing a comment upon them. It helps to make the recruitment process more effective affordable and efficient. It brings the personality of the candidates in the forefront of the employer and ensures a best fit to the company.

Talla:Talla is an AI auto med platform to help the customer support. It automates the answering of the queries, provides the reports when needed, and maintains the accuracy of the report.

Saberr:The creator believes that development of the technology should promote and automate a meaning full relationship between people and technology. AI should help the human rather than replace them. The software helps the team member and candidate to receive an individual report which shows the value based on the values and personality based on Schwartz and Big 5 personality. The report helps to increase the selfawareness and helps the teams to understand about type values and personality and tells that how the act at work.

Hemingway App:This app uses a primitive AI that recognizes writing by NLP and polishes the writing structure. It helps in saving the time and increases the readability.

Skype Translator:It reduces the language barrier as it works on eight languages and the text translator helps in more than 500 languages for prompt messaging.

Clarke AI:It is an AI bot that helps in dialing the conference calls and does the entire noting for the entire conference, and after the completion of the calls, the notes are emailed directly to the email box.

Google smart reply:It uses the machine learning to analyze the emails and suggests a quick response the person wants to send. It helps the employee to save the time in deciding the response for the mail and keeps the mails updated and well answered.

Paradox:With the help of AI assistant, it focuses on the entire candidate Management. With the help of VCV it helps to search the candidates: it calls them with the questions by using the voice recognition and invites them for the video interview.

So, it can be said that AI can be effectively intertwined into the complete life cycle of the employee; it starts with recruitment and selection , to HR service delivery and career designing, along with the personalized experience, and ends with the succession planning. HR agility has emerged as a critical theme for organizations in the war for talent.

“Bad implementation of AI is a bias itself”

“You can have data scientists, but the ability to translate that to actual AI has become a struggle in HR.”

–Sonny Tambe [8]

Like a fairy tale dream, the life is always not a fancy land where all wishes comes true with a spiral of magic band. There always lies a bad in between the good and an evil between the boons, so is the case of AI in HR. As it is said that all the coins have two sides, so the AI is likewise among perusing resumes to grab best applicants more accurately by using the data to have a detailed discussion with the applicant. These are the positivity of the Big Data and AI technology in the HR department. But as the coin has two sides, so is the AI.

Between good and bad, there is a managerial conflict going on in totally believing a machine for “devolving” people management tasks as an HR function or to took up a strategic challenge by totally believing upon it [9]. However, it is debatable issue that can be argued over time (e.g., Wood [10]) that AI proposes a real opportunity for HR to make its mark.

Use of AI in HR is just like embracing algorithm to decide the fate of the organization and employees, which is also like a Disney cartoon with an evil always prowling in background to find its own way to bring harm to otherwise all good.