Artificial Intelligence in HRM

Introduction

Today, human resource is the department that decides an organization's employee profile, oversees recruiting procedures, ensures chosen applicants' adaptability to the company, monitors employee satisfaction, and is ultimately responsible for the personnel's performance and productivity. The HR department, which is the most isolated division of the business world, has begun to embrace digitalization (Rana, 2018). Recruitment, performance assessments, preparation and orientation procedures, job management, and coaching are all handled much more effectively with artificial intelligence than with conventional approaches, both financially and in terms of time. Although artificial intelligence was once believed to be a science fabrication concept, most specialists today recognize that smart technology implementation is dynamically transforming workplaces. According to Madakam et al., (2019) artificial intelligence (AI) has applications in almost every discipline and sector, including human resources. AI, conferring to human resources professionals, provides opportunities for learning new skills and freeing up time, allowing HR specialists to broaden their current positions and become more strategic within their organizations. HR experts are finding it difficult to keep up with the rapid speed of technological change in the workplace. As a result, it's more important than ever for HR professionals to consider how AI is reshaping the industry.

At its most basic level, AI is an expertise that enables computers to learn from and suggest activities based on formerly collected data. Artificial intelligence is used in a variety of ways in human resource management to streamline processes and increase productivity. Humans analyze the data in front of them and draw conclusions based on their knowledge. People make machines appear smart by feeding them the right data and technology. Although companies are integrating AI into their human resource systems at changing rates, it is clear that as the technology becomes more widely embraced, it has a long-term effect on the field (Bostrom, 2017). As a result, HR managers must get ready for these developments by learning about technology and how it's used in different functions. Recruitment and onboarding, employee involvement, process management, and the automation of organizational tasks are only a few of the many implementations of AI in the human resources field that HR practitioners can expect to see. While several companies have begun to incorporate AI technology into their recruitment activities, the enormous majority have yet to do so. Therefore, practitioners have a lot of room to change their processes and enjoy the advantages of using this cutting-edge technology. AI is used to the advantage of both the recruiting company and the job seekers during the hiring process. For example, AI technology help streamline application processes by creating more user-friendly forms that job applicants are more likely to complete, lowering the number of applications that are abandoned.

HR experts use artificial intelligence to increase organizational agility and employee engagement, in addition to improving the recruiting process. HR departments gauge employee retention and work gratification more reliably than before using customized feedback reviews and employee acknowledgment systems. This is useful given how important it is to comprehend employees' general needs, but there are also many main organizational benefits to getting this knowledge. Some AI software assesses key measures of employee performance to determine those who should be promoted, resulting in increased internal mobility (Yu et al., 2018). This can lower talent acquisition costs while also increasing employee satisfaction. However, this technology isn't just for detecting internal advancement opportunities; it also predicts who on a team is most likely to leave. Knowing this information as soon as possible helps HR practitioners to deploy retention efforts until it's too late, reducing employee turnover strategically.