Integration of Artificial in Human Resource

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Table of Contents

Introduction
About Authors
Reasons for Writing the Article
Reasons for Choosing the Research Paper
Research Questions
Research Methodology Used
Literature Review
Conclusion
Reference

Introduction

The article Integration of Artificial in Human Resource was published in 2019. The authors of the work are Ginu George and Mary Thomas. Their focus was on how Artificial Intelligence (AI) has revolutionized all aspects of life, especially in the business sector. They examined the contribution of the technology to Human Resource (HR) and how it impacts the overall performance. The paper will focus on summarizing the piece of work to comprehend the contribution of the authors in understanding the role of AI in modern HR practices.

About Authors

Based on the authors academic qualifications and work experience, they have a deep understanding of HR practices and organizational behavior. This enables them to understand the impact of AI in contemporary HR functions. Both of them have a doctorate and knowledge on HR and marketing. George has been a company consultant for some time, which gives the writer the proper insight into how different organizations integrate new technologies to enhance their operations. Similarly, Thomas deeply understands organizational behavior, which is crucial in comprehending the changes that AI and its introduction in business have brought.

Reasons for Writing the Article

The authors purpose was to explore the contribution of AI in HR practices by examining the extent to which the corporates have implemented the use of such technology. Since businesses are changing their operations, the focus of the piece of work was to elaborate on how AI tech can be incorporated effectively into HR roles. The study aimed at exploring the capabilities of AI and how the advancement in technology will shape HR engagements, especially the functions of managers. The writers realized that AI has significant impacts and its incorporation in HR is fundamental to the organization.

Reasons for Choosing the Research Paper

The research paper directly addresses the core areas that the course programs cover. It provides new ideas and concepts on how technology can be applied in business operations. Similarly, the study is based on the emerging technological innovation AI which is still new to most organizations. Exploring it allows for a proper understanding of its implication in the modern world. Furthermore, the authors included different ways by which AI influences HR functions which makes the study effective in promoting an understanding of AI and how it works.

Research Questions

The article aimed to investigate a number of key areas that encompass the integration of AI in business organizations. The research questions include identifying various functions of HR where AI has been involved. Similarly, the study explored the benefits companies obtain by implementing the new technological innovation into their systems. Furthermore, the authors wanted insight into the advantages AI brings to the firms employees and how it impacts other crucial professionals that work with the business entity. Finally, the writers intended to examine the extent to which organizations have employed AI in their business activities.

Research Methodology Used

The research study majorly relied on secondary sources to provide critical details. The investigators used qualitative research analysis to understand and interpret the findings. The writers accessed various databases, including ProQuest, Google Scholar and Grey, to extract relevant articles that cover fundamental aspects of the study (George & Thomas, 2019). Moreover, the team engaged in the interview to acquire more and more important data on how the professionals view the usage and implementation of AI in their respective business organizations. The primary data collection targeted the people who have been directly involved in the application of AI to enhance the insight of the innovation in HR practices.

Literature Review

The concept of AI was formulated in 1956, where it was meant to entail the aspects such as automation, cybernetics and information processing. Based on the article, the idea was developed by McCarthy, terming it a thinking machine (George & Thomas, 2019). The authors indicated that AI has the potential to solve cognitive issues. A number of improvements in technology have occurred, making AI have the capabilities of human intelligence. Most companies have adopted the use of AI to facilitate their key operations. Some of the areas AI has been applied include healthcare, manufacturing, HR and sports.

Application of AI: Talent Acquisition

According to the article, AI has significantly impacted the talent acquisition process that used to be performed by HR. the development of technology and related software has reduced the tasks making recruitment easier. AI is used to conduct over 75% of the recruitment of employees (George & Thomas, 2019). For instance, organizations use sites such as LinkedIn and Naukri that use machine algorithms, thus able to provide job recommendations to potential applicants (George & Thomas, 2019). Similarly, managers can apply the software to hold virtual interviews, reducing the expenses associated with an in-person meeting. Furthermore, it enables organizations to contact candidates immediately after interviewing process.

Application of AI: Learning and Development

Based on the articles findings, the authors stated that AI is helpful in facilitating learning and development. It allows managers to customize different new skills they want employees and recruits to master within a given period of time. AI enables organizations to incorporate relevant contents that workers can use to advance their understanding. Moreover, the software has a grading system making it easier for staff members to evaluate the progress. The writers suggested that incorporating AI into HR relieves managers from conducting frequent training programs. AI makes it easier for workers to access learning materials online, making them able to learn at their convenience.

Application of AI: Employee Engagement

The authors suggested that organizations aspire to keep their employees engaged. AI has the potential to facilitate equal and fair distribution of benefits to employees. Through AI, companies can develop relevant learning opportunities necessary to ensure staff members are part of the team. In addition, the software provides a platform for workers to comprehend the policies effectively, thus working as per the stated procedures. In addition, through AI, managers have the ability to access unbiased feedback since the results are based on facts. Furthermore, the writers indicated that with AI in place, Supervisors could easily formulate measurable goals for each staff member, thus enhancing the progress of the business.

Benefits of AI to organizations

Based on the article, integrating AI in the business organization serves several roles that significantly benefit the respective firm. AI enables entities to lower the cost of operations by a more significant percentage. Similarly, the technology enhances recruiters efficiency when undertaking recruitment activities. Moreover, the authors stated that it reduces biasness in the organization by promoting equal treatment of employees. The software makes it possible for businesses to obtain the right talent for the job through AI. The technology is capable of understanding and evaluating the contribution of each employee in the company. Through the research, the authors realized that AI is beneficial to companies.

Benefits of AI to Professionals

Incorporating AI into HR functions is essential for professionals in a number of ways. According to the authors, AI does not replace individuals but complements them in most repetitive tasks. The integration allows the managers to focus their effort on strategic functions. By performing monotonous jobs, the professionals have adequate time to plan and organize the various activities of the business. Furthermore, it enables the directors to respond to the queries of employees since their schedule is not congested. The usage of AI, therefore, relieves managers of excessive administrative work, making them concentrate on the organizations partners.

Benefits of AI to Employees

AI plays a significant role in enabling employees to overcome the burden of mastering policies, training and other orientation programs offered by the company. According to George and Thomas (2019), staff members of organizations using AI are capable of accessing viable information about the firm through an online platform. Furthermore, it allows the existing employees to continue training activities to advance their career development. This advantage makes the workers improve their productivity which is vital for their performance. In addition, AI is capable of suggesting to employees relevant job vacancies that match their skills.

AI Implementation in HR Functions in Corporates

Based on the work of George and Thomas, there are key areas where corporates have implemented the use of AI. Most organizations use AI systems to conduct recruitment processes and screening of potential applicants for the job. According to George and Thomas, AI makes the procedures simple, thus saving the firm time. The professionals interviewed suggested that AI is commonly applied in practice because it is tiresome and involving. Furthermore, the technology is used in scheduling interviews and other related meetings. Corporates have implemented AI in the onboard process to facilitate and enhance the efficiency of performing practical orientation for new staff.

Implications of the Research Study

According to the research, there are many articles addressing the integration of AI in HR practices. However, academic studies are insufficient that address the same case (George & Thomas, 2019). The analysis is theory-based because it utilizes qualitative data to conclude. Moreover, the HR functions have been significantly integrated, and AI is effectively supporting the managers in performing several roles efficiently. The study has further covered the various benefits AI offers to the organization, employees and other professionals. In addition, it provided valid reasons supporting the need to incorporate AI in HR in all business organizations. Form the implications George and Thomas understand that the topic of AI has drawn attention following massive studies about it.

Conclusion

In summary, the article indicates that most organizations have implemented AI into their systems. The incorporation of AI in HR practices has proven effective in several ways. It promotes efficiency in processes such as recruitment, orientation and training of employees. Furthermore, it enhances the performance of corporates by enabling the companies to acquire the right talents. Similarly, AI software provides a proper online platform where workers can continuously sharpen their skills, making them more productive. AI is suitable for HR practices because the sector encompasses sensitive and costly operations worth minimization. Research covering the limitation of AI integration in HR should be conducted to enable organizations to overcome such challenges in future.

Reference

George, G., & Thomas, M. R. (2019). Integration of artificial intelligence in human resource. Int. J. Innov. Technol. Explor. Eng, 9(2), 5069-5073. Web.

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