Artificial Intelligence - A Revolutionary Technology in Human Resource Management

Pervasive artificial intelligence appears to be surrounding us from every direction. The proliferation of Google Maps, chatbots, assistants such as Alexa, and autonomous vehicles has significantly facilitated and empowered our daily lives. Over the past ten years, Artificial Intelligence has gradually supplanted humans and solidified its existing position. Similarly, within an organizational context, Artificial Intelligence is assuming control of HR operations with great effectiveness and efficiency. Despite its limited adoption, it represents a genuine disruption in the realm of Human Resource Management. Artificial intelligence is transforming the workplace by enabling humans to interface closely with machines using neural networks and vast amounts of data stored in the cloud. This combination transcends all conventional limits and necessitates a significant change in thinking, operation, and execution. The human resource department is renowned for its intricate structure, human-centric approach, and reliance on data-driven operations. It stands to gain significant advantages from the implementation of artificial intelligence and machine learning. Despite the widespread adoption of Artificial Intelligence in several sectors, the Human Resources department has been the slowest to embrace it. The primary factor contributing to this is that HR was first regarded as the management of people and intervention by humans, with few repetitive or repetitive tasks. However, with the current advantages of Artificial Intelligence in other industries, the field of Human Resources is also contemplating its extensive implementation. Advanced Artificial Intelligence technologies provide substantial prospects for enhancing HR operations, including self-service transactions, recruiting and talent acquisition, payroll, reporting, and access controls and processes. In order to make analytics-driven decisions for both historical reporting and future predictive analysis, HR should retrain its personnel.