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10. Revolution of Artificial intelligence in HRM

 Revolution of Artificial intelligence in HRM

By Dilshard Hameed


Introduction

Traditional approaches to performance management are under pressure as a new era of workplace dynamics brought about by the digital age. This study looks at how Artificial Intelligence (AI) is changing performance reviews, which are an essential part of Human Resources (HR) in the digital age.
We examine how performance metrics have changed with the incorporation of AI, moving from static measurements to dynamic, customized indicators that provide impartial evaluations and provide immediate feedback. The study addresses the development of personalized development plans and predictive management techniques that complement both corporate and individual career goals through the lens of AI-driven data. Case studies from trailblazing companies highlight the real-world implementation, results, and difficulties encountered in the shift to AI-enhanced assessments. Further more there will be an staff recruitment freeze with the AI.

(Nyathani, R., 2023. AI in Performance Management)



                                                                (Figure ; AI with HRM)


AI Through Talent Management

The development of technology has transformed talent management strategies. Data-driven strategies are being used by businesses for succession planning, performance reviews, and hiring. Furthermore, firms are reevaluating their talent acquisition and retention strategies due to the growing popularity of remote work and virtual collaboration. The epidemic has shown how important technology is for enabling remote work and preserving an environment of cooperation within the company. This makes it necessary to continuously observe and evaluate the dynamics of talent management. The purpose of this study is to give a general overview of the difficulties faced by HR (human resources) experts when it comes to talent management in the service sector. Additionally, the authors look into how HR professionals can use tools and resources based on artificial intelligence (AI) to get around problems with employee growth and retention.  (Vapiwala, F. and Pandita, D., 2024, January. )



                                                               (Figure2 ; The Future of work AI)


Opportunities and Challenges in AI

The term artificial intelligence (AI) describes the application of technology advancements to imitate human intelligence in robots. AI is already extensively employed in several industries to deliver high-quality services. Organizations all over the world have recently begun implementing various forms of AI for a broad variety of Human Resource Management (HRM) procedures with the goal of successfully and efficiently creating employment; hiring, training, and compensating personnel; and creating retention plans. However, little is understood about the goals and implications of using AI in HRM. The body of current research is disjointed and infrequently addresses practical applications of AI.( Appio, F.P., La Torre, D., Lazzeri, F.,2021)


                                                              ( Figure 3; Benefits of AI in Business)






                                                                         ( Figure 4; AI in HRM)


Conclusion

The transformational impact of Artificial Intelligence (AI) is becoming more and more apparent as it continues to seep into Human Resource Management. AI-powered solutions optimize human resources procedures, including hiring, managing personnel, assessing performance, and fostering employee involvement. HR departments can use algorithms and data analytics to make strategic plans and make educated decisions by gaining useful insights into workforce trends. Furthermore, chatbots and virtual assistants driven by AI improve the working environment for employees by offering individualized help and promoting productivity. However, careful implementation and control are required due to ethical concerns concerning algorithmic bias and data privacy. In the end, the combination of AI and HRM has the potential to improve productivity, streamline processes, and develop a workforce that is more nimble and responsive in the digital world.



References, 

Nyathani, R., 2023. AI in Performance Management: Redefining Performance Appraisals in the Digital Age. Journal of Artificial Intelligence & Cloud Computing. SRC/JAICC-146. DOI: doi. org/10.47363/JAICC/2023 (2), 134, pp.2-5.

Vapiwala, F. and Pandita, D., 2024, January. Streamlining Talent Management for Modern Business Through Artificial Intelligence. In 2024 ASU International Conference in Emerging Technologies for Sustainability and Intelligent Systems (ICETSIS) (pp. 619-623). IEEE.

Appio, F.P., La Torre, D., Lazzeri, F., Masri, H. and Schiavone, F., Artificial Intelligence in Business: Opportunities and Challenges. Impact of Artificial Intelligence in Business and Society, pp.83-167.

Comments

  1. N.M.N.P. NawarathnaApril 15, 2024 at 10:35 PM

    it reflect the evolving landscape of HR practices in the digital age driven by AI technologies.

    ReplyDelete
  2. N.M.N.P. NawarathnaApril 15, 2024 at 10:38 PM

    Article reflect the evolving landscape of HR practices in the digital age driven by AI technologies.

    ReplyDelete

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