How does AI fit into the management of human resources?

Authors

DOI:

https://doi.org/10.37497/rev.artif.intell.education.v4i00.4

Keywords:

Artificial Intelligence, Human Resources, Challenges, Algorithmic Governance, Education

Abstract

Objective: This study aims to comprehend the current state of integration between artificial intelligence (AI) and the human resources (HR) sector. Specifically, it investigates the implementation of AI in HR, explores the challenges associated with this integration, and examines potential hazards related to data usage, AI's perceived gimmickry, and algorithmic governance.

Method: Employing a descriptive research design, this study relies on secondary data as no primary research was conducted. Information was collected from research papers, books, websites, blogs on human resources, and survey reports released by various research groups.

Results: The analysis reveals that AI's adoption in the HR sector is still in its early stages despite significant advancements made by start-ups. Challenges stem from various factors, including data complexities, the risk of AI being seen as a mere gimmick, and concerns about algorithmic governance. The multifaceted nature of AI introduces diverse approaches and applications, from algorithms to deep learning and natural language processing. The study also differentiates between strong AI (general intelligence) and weak AI (problem-specific intelligence).

The study emphasizes that HR is a pivotal element of any business, directly impacting employee well-being, communication, and productivity. The integration of AI has brought notable improvements by automating low-value HR tasks, freeing resources for strategic work. AI's capacity to analyze vast data volumes rapidly promises enhanced employee experiences across talent management and recruitment.

Conclusions: In conclusion, AI's integration into the HR sector is still evolving, with both promise and challenges. The study underscores the need for addressing the complexities of data utilization, avoiding AI's reduction to mere gimmickry, and establishing responsible algorithmic governance. By understanding the nuances of AI integration in HR, organizations can leverage its potential to enhance productivity, communication, and employee experiences.

Author Biographies

Gurleen Kaur, KC Group of Institutions, Nawanshahr

She is currently a Reliability specialist for - Emerging PV technologies at TotalEnergies. Previously, she was a post-doctoral Fellow at Institute Photovoltaics Ile-de-France (IPVF) where she was developing novel materials for affordable solar cells. She received her PhD from National University of Singapore (NUS) in Electrical and Computer Engineering. She is an engineer trained in liberal arts, and is passionate about using technology to create impactful sustainable solutions for future. Her goal is to take affordable and clean energy solutions to the doorsteps of every individual on planet.

 

 

Rashmi Gujrati, KC Group of Institutions, Nawanshahr

President. Campus Director - KC Group of Institutions, Nawanshahr.

Hayri Uygun, Recep Tayyip Erdogan University, Rize

Recep Tayyip Erdogan University. Doctor of Business Administration

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Published

2023-08-14

How to Cite

Kaur, G., Gujrati, R., & Uygun, H. (2023). How does AI fit into the management of human resources?. Review of Artificial Intelligence in Education, 4, e4. https://doi.org/10.37497/rev.artif.intell.education.v4i00.4

Issue

Vol. 4 (2023): Jan./Dec. (Continuous Publication)

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Articles

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