Impact of Artificial Intelligence on Organizational Transformation

No one can be judged by type of machines that could not understand the emotions rather work on the intelligence, so HR decisions may always be challenged with the base, criteria, or the frontiers on which the decision of recruitment, selection, promotion, and bonus are taken.

As John Hawksworth [18], PwC’s chief economist, made it specific that “legal and regulatory hurdles, in regard to organizational apathy and legal systems might cause a delay in moving toward AI and Robotics” [18]. According to Minon [4] it might be there that HR leaders may feel the need of the more digital tools to outpace the existing one with lot of more correction [19].

Indeed, the lust of HR leaders for being on the digital front and to acquire the mastery on the new tools may outperforms their ability of getting the tools [19]. Again, one more hurdle lies in the shortage of the AI-skilled employees and again the shortage of trainers to provide training in this regard.

AI-enhanced HR is also going to challenge the white collar job like lawyers, teachers, traders, sale and marketing, and doctors.

As AI and machine learning are playing with the technological landscape of the HR, it is becoming very crucial for the HR manager to find a way out to bring equilibrium in between the advancement of the technologies and the human pace. Drenched with mounting data and robust but affordable computing technologies, like AI, it is branching out into more and more diverse industries and areas of life. Luckily, the AI possesses the capability of improvement in almost all sectors and operation all the functions of any business. AI, by acquiring more and more capabilities, can indeed learn quickly; then, humans in long run may diminish human capability and they may change in their conditions, too.

The successful implementation becomes more crucial then the adoption. At end of the day, AI is not the answer of the every question neither it is a “Jin of Aladdin”, with “HUKUM mere AKKA” . The HR must find out the best way to use this “magical Lamp” . It is the tool and nothing more, the tool which works based on the data, and to be effective, the data must be effectively handled. Likewise, there is always two side of the coin, and it depends upon the user to use it wistfully so lies with AI in HR. A thoughtful use of the machines in combining the people can result in a solution for the managerial conflict which 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.

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18. Hawksworth, J., PwC’s chief economist. ( https://www.employment-studies.co.uk/system/files/resources/files/mp142_The_impact_of_Artificial_Intelligence_on_the_HR_function-Peter_Reilly.pdf)

19. Heric, M., HR new digital mandate , Bain & Company [Online], 2018, Available at: https://www.bain.com/insights/hrs-new-digital-mandate/.

1 * Corresponding author: sachinguptabusadm@gmail.com

Jyoti Dashora1* and Karunesh Saxena2, 3†

1School of Management Studies, Sangam University, Bhilwara, Rajasthan, India

2Sangam University, Bhilwara, Rajasrhan, India

3ICCR, New Delhi, India

Abstract

Human Resources are one of the most important resources in a business organization. Due to the advent of Information Technology, Human Resource Management (HRM) has witnessed a paradigm shift. The unprecedented development in the field of IT has positively influenced organizational practices. Artificial Intelligence (AI) which is IT-based technology has come to be recognized as a great boon for business organizations. AI has evolved to emerge as a game changer in the past few decades. AI has great potential for multifarious applications in the field of HRM. There are many routines and monotonous administrative tasks that can be efficiently handled by chatbots. An attempt has been made in this paper to discuss the symbiotic relationship between AI and the HR profession as well as the limitations of AI with reference to HRM Practices. Authors conclude that AI cannot and should not replace HR professionals as it lacks emotional intelligence.

Keywords :Artificial Intelligence, automation, Human Resource professional, Human Resource Management, symbiotic relationship

Information Technology (IT) is a broad term that means a system used to store, retrieve, and sending information. A system includes computer and telecommunication technology through which the exchange of information is possible.

The IT industry deals with manufacturing and selling the various software and hardware components, as well as process the data. Artificial Intelligence (AI) is one of the essential parts of IT as well as a branch of computer science that aims to develop intelligent machines that think logically and act like the human brain. AI uses many algorithms and impressions [1]. AI is a technology which is used to increase the speed of control mechanism. It is IT-based automation in the organization. AI is a blend of many disciplines such as Psychology, Mathematics, and Philosophy. Simply, it is a software programming by which anyone can create a machine that has the power of problem-solving, initiating common sense, and reasoning. Machine Learning (ML) is an essential part of AI. In recent times, AI has become an integral part of organizational practices. It becomes a vital part of the innovative technology in industries. In common words, AI is a new way to develop a computer through a software that thinks similar to a human brain.