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1 *Corresponding author: [email protected]
4
Effect of Artificial Intelligence on Human Resource Profession: A Paradigm Shift
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
4.1 Introduction
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.
In this fiercely competitive business era, Human Resource (HR) is an important asset for a business organization. This is the only living and active resource of any organization. HR Department (HRD) is handing the entire workforce from recruitment to retirement though it is very essential to make it more employee-friendly through incorporating innovative technology. AI has greater significance for HR Management (HRM) profession to complement its multifarious functions [2]. Customer satisfaction is the vital key for prospering in market place and organizations must embrace innovative HR practices. It was explained that AI-based HR practices make work of HR professionals much relaxed and productive by competent use of Chatbots [3, 4].
The world has witnessed great changes taking place in the organization, due to the increased use of innovative IT-based tools and technologies [5]. The profession of HR has come a long way from its administrative functions to the behavioral consideration and is now entering the era of automation. AI and Augmented Reality (AR) have completely redefined and reshaped the way organizations do their work.
An attempt has been made in this paper to:
Trace the evolution of AI.
Discuss the changing role of HR professionals.
Assess the impact of AI on the HR profession.
Elaborate the symbiotic relationship between AI and HR professionals.
Outline some of the limitations of applications of AI in the field of HR.
4.2 Evolution of Artificial Intelligence
Although AI is everywhere in the world from centuries, it came into fame after the 1950s. The term AI has been devised by John McCarthy and his co-founders in 1955. The AI introduced in 1950 and because of excessive expectation use of AI became immobile from 1970 to 1990s [1]. In the year 2012, a new revolutionary wave of AI-generated. Alan Turing has developed a testing technique to make a difference between the intelligence behavior of machines and humans. The test has been conducted including three components such as human foil, computer, and human interrogator. The role of the interrogator is to ask a series of questions repeatedly to the rest of the components (human foil and computer), and by this process, anyone can differentiate the humans from the computer. Monitor and keyboard play a key role during communication. This testing technique gave the strength of the idea of AI. The basic idea used in this technique was that humans are capable to store information and solve various problems whereas computers cannot do this.
Till 1974, machines could not able to store information, they face many difficulties in executing different commands. After 1974, more developed machines were introduced. These machines were ready to store more data as well as information.