Dear Friends,
Artificial Intelligence in HR is the buzzword making rounds in business world more rapidly than ever before. The reason is the disruptive technological advancements that are consistently blurring the lines separating the physical world from the virtual world. AI while on one side is opening up a world of possibility and opportunity in HR function, there is no denying fact that there lies a danger of losing human touch in the whole process which is the spinal cord of HR function.
Use of artificial intelligence and machine learning is increasing in talent management like recruitment, selection, on boarding process, performance management and retention etc. with the reasoning that it is going to provide additional advantages by automating many processes and also removing human biases while dealing with people issues. AI will add value to data gathering, enabling research, information dissemination, task delegation and automation thus helping HR professionals in basic tasks which can improve operational efficiency and create strategic plans on real time data. It is arming the function in a new full work world where longtime impact is yet to measured.
There are lot of studies, arguments and stories flooded in the market telling about benefits of embracing AI in HR but hard to find any such logic or tool that ensures the continued strong presence of human touch in this function. Sometimes it is also said that what happens if H is taken out of HR and it remains only R. The possible unanswered questions before HR professionals may be that AI may strengthen the decision making process but how people will be driven, engaged and motivated towards organisation goals? Will AI be able to bring and nurture positive emotions in people because in India, people are mostly emotionally driven? Can AI motivate teams and create intent to work is collaboration? Knowledge brings credibility but human connect brings respect and trust.
One more issue that cannot be ignored is of fear of losing jobs with growing technological disruptions in a country like India where about 65% of population is of working age and in next fifteen years about 18 million people will enter in job market. One cannot eliminate the danger of reducing the job opportunities in future due to growing use of technology. Robots in manufacturing sector are live example. But probably, technology and AI in specific will change the skill set of people required for future jobs and not eliminate jobs itself at all. Even for HR professionals, skill set is going to be changed. They need to understand and identify the future requirements of job and required skills and prepare themselves to adapt the change.
March 2018 cover story is on Artificial intelligence where experts have penned down their thoughts full of possibilities and challenges.
regds,
Anil Kaushik,
Business Manager -HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob. : 09785585134
www.businessmanager.in
From India, Delhi
181Artificial Intelligence in HR is the buzzword making rounds in business world more rapidly than ever before. The reason is the disruptive technological advancements that are consistently blurring the lines separating the physical world from the virtual world. AI while on one side is opening up a world of possibility and opportunity in HR function, there is no denying fact that there lies a danger of losing human touch in the whole process which is the spinal cord of HR function.
Use of artificial intelligence and machine learning is increasing in talent management like recruitment, selection, on boarding process, performance management and retention etc. with the reasoning that it is going to provide additional advantages by automating many processes and also removing human biases while dealing with people issues. AI will add value to data gathering, enabling research, information dissemination, task delegation and automation thus helping HR professionals in basic tasks which can improve operational efficiency and create strategic plans on real time data. It is arming the function in a new full work world where longtime impact is yet to measured.
There are lot of studies, arguments and stories flooded in the market telling about benefits of embracing AI in HR but hard to find any such logic or tool that ensures the continued strong presence of human touch in this function. Sometimes it is also said that what happens if H is taken out of HR and it remains only R. The possible unanswered questions before HR professionals may be that AI may strengthen the decision making process but how people will be driven, engaged and motivated towards organisation goals? Will AI be able to bring and nurture positive emotions in people because in India, people are mostly emotionally driven? Can AI motivate teams and create intent to work is collaboration? Knowledge brings credibility but human connect brings respect and trust.
One more issue that cannot be ignored is of fear of losing jobs with growing technological disruptions in a country like India where about 65% of population is of working age and in next fifteen years about 18 million people will enter in job market. One cannot eliminate the danger of reducing the job opportunities in future due to growing use of technology. Robots in manufacturing sector are live example. But probably, technology and AI in specific will change the skill set of people required for future jobs and not eliminate jobs itself at all. Even for HR professionals, skill set is going to be changed. They need to understand and identify the future requirements of job and required skills and prepare themselves to adapt the change.
March 2018 cover story is on Artificial intelligence where experts have penned down their thoughts full of possibilities and challenges.
regds,
Anil Kaushik,
Business Manager -HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob. : 09785585134
www.businessmanager.in
From India, Delhi
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