Artificial Intelligence

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With the development of Artificial Intelligence (AI) technology, a new generation of labor, such as the human intelligence of artificial intelligence, has become the key factor for enterprises to survive and transform in a changing environment (Ertel, 2018).

Artificial intelligence, also known as machine intelligence, is an interdisciplinary science that mimics human capabilities and intellectual behavior. Elaine Rich define AI as “Artificial Intelligence is the study of how to make computers do things at which, at the moment, people are better” (Rich, 1983).

The status quo of artificial intelligence technology can be analyzed from three levels, the basic support layer, the platform framework layer and the domain technology layer (Brooks, 1991).

The Basic Support Layer 

The three major factors in the success of this layer of AI technology are big data, computing power and new models. Big data provides fuel for the development of AI. In recent years, the new enhanced algorithm model has greatly improved machine learning capabilities. A typical representative of this aspect is deep learning. It performs well in tasks such as supervised learning, unsupervised learning, and intensive learning.

Platform Framework Layer
Advanced deep learning technologies are expected to be applied with a small amount of customization and deployment, greatly reducing the burden on developers and businesses.

The Technology Layer
Artificial intelligence technology has been applied to various fields. Depending on the problem domain, the main technologies include the computer vision and natural language processing technologies. At present, more mature technologies include face recognition technology applied in the airports and payment, such as Alipay. Natural language processing programs computers to process and analyze large amounts of natural language data. Related technologies have been widely used in translation software (such as correct translation), search engines, question and answer systems (such as knowledge), sentiment analysis and automatic answering, speech recognition and so on. 



Role of AI on HR practices

AI has been gradually applied to enterprise management decision making, taking on and helping managers to speed up their tedious and repetitive daily work. It provides powerful database and analytical support, allowing managers to get out of mechanical work and engage in more valuable work (Partridge & Hussain, 1992).

In recent years, there has been a significant increase in the use of AI in various fields, including HRM. The advent of Industry 4.0 has led to an increased demand for automation, digitization, and agility in HR practices. AI has the potential to revolutionize HR practices, as it can enhance efficiency, accuracy, and decision-making in HR functions. One of the key areas where AI can make a significant impact in HR is recruitment and talent acquisition.

Another area where AI can play a critical role is in employee engagement and retention. By analyzing employee data, AI algorithms can identify patterns and trends that may indicate low engagement or high turnover rates. This information can help HR professionals to take proactive measures to address these issues, such as implementing training programs or improving workplace culture.

AI can also be used to enhance learning and development programs for employees. AI can also have a significant impact on performance management.

AI algorithms can analyze employee performance data to identify areas where improvements can be made. This information can be used to develop personalized performance improvement plans for individual employees, which can improve overall performance and productivity.

Health and safety improvement in the workplace

The use of AI in HR can help in the identification and prevention of workplace hazards. AI-powered systems can analyze data from various sources such as sensors, cameras, and other devices to identify potential hazards in the workplace. This data can be used to create a safer working environment for employees.

Enhancing employee comfort

AI can help improve employee comfort in several ways. Firstly, AI-powered systems can analyze data from various sources, such as temperature sensors, to optimize the workplace environment for employee comfort.

Employee productivity measurement

AI can help automate time-consuming administrative tasks, freeing up HR personnel to focus on other aspects of their job. This can lead to increased productivity for HR personnel, allowing them to spend more time on tasks that require their expertise.

Automating payroll processing

AI-powered systems can automatically calculate employee salaries and taxes, as well as process employee time-off requests and update employee information. This can save HR professionals significant time and reduce the risk of errors in the payroll process. Furthermore,

Real-time feedback

AI-powered systems can help provide real-time feedback to employees in several ways. Firstly, AI can help track employee performance in real-time, providing feedback on progress and identifying areas for improvement.

Impact on digitization of HR

AI-powered systems can help automate many HR functions, including recruitment, onboarding, performance management, and employee engagement. For instance, AI can help automate the screening and shortlisting of job applications, reducing the time and effort required for manual processing.

Organizational design

AI-powered systems can help automate the analysis of data related to organizational design. For example, AI can analyze data on job performance, skills, and experience to identify the most suitable candidates for a particular role. AI can also analyze data on employee preferences and interests to identify potential areas of talent development.

How AI and HR can and must work together


References

1.      Brooks, R.A., 1991. Intelligence without representation. Artificial intelligence, 47(1-3), pp.139-159.

2.     Ertel, W., 2018. Introduction to artificial intelligence. Springer.

3.      Murugesan, U., Subramanian, P., Srivastava, S. and Dwivedi, A. (2023). A Study of Artificial Intelligence Impacts on Human Resource Digitalization in Industry 4.0. Decision Analytics Journal, [online] 7(100249), p.100249. doi:https://doi.org/10.1016/j.dajour.2023.100249.

4.      Partridge, D. and Hussain, K.M., 1992. Artificial intelligence and business management.

5.     Rich, E., 1983. Users are individuals: individualizing user models. International journal of man-machine studies, 18(3), pp.199-214.


Comments

  1. Nilmani Fernando - E195803April 13, 2024 at 3:36 AM

    The blog provides a comprehensive overview of AI's impact on HR practices, emphasizing its potential to revolutionize various aspects of human resource management. From recruitment to employee engagement, safety, productivity, and organizational design, AI offers innovative solutions to enhance efficiency and effectiveness in HR functions.

    ReplyDelete
  2. Sanjeewani Pathinayaka - E232571April 13, 2024 at 7:09 PM

    Your Blog discussed impact of artificial intelligence on the field of Human Resources . It effectively highlights how AI technologies are revolutionizing traditional HR processes, from recruitment and talent management to employee engagement and performance evaluation. In this article can develop personalized performance improvement plans for individual employees, which can improve overall performance and productivity.

    ReplyDelete
  3. H.M Dhanuka Herath April 13, 2024 at 11:19 PM

    You have combined the technology with HR management very nicely.

    ReplyDelete

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