IN THE GLOBAL WORKPLACE, WILL AI REPLACE HRM?

 

The worldwide workplace is rapidly growing because of developments in automation and artificial intelligence (AI). Human resource management (HRM) is one of the many functions that are impacted by these advancements. The question of whether AI will eventually take the place of human resources is up for dispute because of the notable improvements in accuracy, productivity, and efficiency.

AI technology is being increasingly used in HR departments to automate workflows and streamline management all around the world. However, the explosion of AI solutions creates some fear for HR, employees, and candidates. This is not an uncommon fear given the scale of AI capabilities. As it stands, evidence suggests that AI in HR is unlikely to take any role or make final decisions on employees. Instead, it’s a powerful tool that can take routine, repetitive work off HR’s plate so they can focus more on the people element of their job.

The new technological advancement gradually and unintentionally pushed the traditional role of HRM to The strategic, and the traditional, manual, and repetitive jobs were replaced by technology. Has advanced technology such as Al air-brushed out humans in the HR process? There are pros and cons to the rushing phenomenon of adopting HR technology, whether the technology would drive out human nature in the HRM field or not. Furthermore, data handling involves issues such as breaches of privacy with the dangers of being exposed to unauthorized uses. Another disadvantage could be inflexible workflows when an organization heavily depends on digitally established processes to increase efficiency. However, any alternative changes could be interpreted as a deviation from the standardized procedures causing a lack of flexibility (Kim, 2024).

Important Values of using AI

Many researchers have this view that the use of Al techniques in the process of recruitment will surely help and facilitate the recruiters especially in the tasks of evaluation, ranking, as well as processing qualifications of the applicants with more ease and correctly and it will be possible for the employers to recruit potential candidates directly by holding interviews. The majority of the recruiters expressed this view that apart from performing the tasks related to the recruitment process in lesser time and less costs with the help of using Al software, this technique or machine will provide an equal chance to all the candidates to get selected to the job due to very little or no human bias. Another opinion was that the use of the Al method will make it possible to find or identify both the silent but potential candidates as well as the most talented candidates simultaneously. It is stated by an HR professional that the use of an Al system to gain talent would make it possible to have a better insight into talent than the competitors, and hence it will help to increase the competitiveness of the company (Ghosh, et al., 2023).

Irreplaceable Elements of HR

It is worth noting that Al tools can constantly improve their skills and adapt to changing needs and market conditions. As they acquire new data and experiences, algorithms become more effective in identifying candidate selections. However, the PwC report (2022) results show that 43% of surveyed organizations do not use or see the need to implement artificial intelligence and machine learning in the recruitment and selection process. On the other hand, 34% of the respondents see the potential but have not yet had experience with them. The implications of the same report also showed that only 5% of recruiters fear the introduction of new technologies in HRM. The remaining respondents (95%) believe that Al will not replace them in their positions but will support their actions. According to the participants, automated tasks related to candidate identification, initial analysis, and reaching out to qualified candidates will be streamlined (PwC, 2022). Furthermore, the study participants believe that artificial intelligence will not replace recruiters communicating with candidates (by phone, email, or in person) (Stor, 2024).

 

TOP AI-BASED HRM-DRIVEN BUSINESSES

Microsoft uses its AI platform Azure to forecast employee growth and attrition, allowing early HR intervention for talent retention strategies. Microsoft has also introduced 'Workplace Analytics', which leverages AI to study business processes and how they operate within the organization. Provide valuable insights and areas for improvement with their 'MyAnalytics'. is also a tool developer that uses AI to provide employees with business insights related to their performance, enhance self-development, and increase productivity.

AI has been incorporated into IBM, a company renowned for its technological advancements, through its Watson cognitive computing system. IBM HRM spends less time assessing applications when Watson assists screening applicants. Moreover, Watson's predictive analytics function finds trends in worker actions and behaviors and notifies HR of possible terminations before they take place. This allows the business to keep talent in-house and lower staff turnover expenses independently. The HR team at IBM can concentrate less on operational duties and more on strategic ones as a result.

Conclusion

There is no doubt that AI is revolutionizing HRM. However, it fails to capture the role of interpersonal HR factors such as relationship development, empathy, and ethical decision-making. In the future, AI will be used as a tool to improve the performance of HR professionals, enabling them to lead a global workforce with creativity and agility.

References

Ghosh, S., Majumder, S. & Das, S., 2023. Artificial Intelligence Techniques in Human Resource Management. s.l.:s.n.

Kim, J., 2024. Attraction and Development of Human Talent in the Digital Environment. s.l.:s.n.

Stor, M., 2024. Human at the Centerof the Organization: Visions, Realities, Challenges. s.l.:s.n.