HRM REPORT

ON
ARTIFICIAL INTELLIGENCE AND ITS
INTEGRATION IN HR

Submitted by:
Sahil Aggarwal
18DM175 (Sec-C)
Abstract

Human resources are without any doubt, the most important part of a company.
But many companies are still using traditional techniques and methods to
recruit, train, motivate and to retain their employees.
This paper shows the concept of digital transformation in Human resources
management in a company and
how various technologies are helping HR employees completing its functions
effectively and efficiently
People and learning machines are cooperating to deliver a regularly expanding
measure of HR information in the cloud, and the utilization of man-made
brainpower investigation offers better understanding into how to execute and
work. The achievement of any association relies upon how adequately it joins
individuals, process and innovation astutely to convey transformational esteem
at upgraded cost. Artificial intelligence will help to effectively computerize
numerous back-office capacities for dependable HR exchanges and service
delivery.
In the era of digitization AI is helping the organizations restructuring its ways
and the HR also has to remodel its plan accordingly to cope with the rest of the
organization and the industry
INTRODUCTION

As present in the digital age we are witnessing huge changes in the world like
there is a tsunami of technology in the current world. The need for muscle job is
decreasing day by day and the more use of brain power is required to tackle
various different situation. Labor based industries were replaced by skill based
industries that will later on replaced by knowledge based industry.
Human resources management is primarily concerned with the management of
human resources within the organization focusing on policies and on systems.
HR department is the one who is responsible for overseeing the employee
benefit his training and development and his performance appraisal
Every organization gets affected from the environment around it and same
happened with HR. Due to globalization and advancement of technology,
operations of the company got advanced and same did happened with the HR.
Now the traditional techniques of HR are not sufficient, it also has to adopt
latest technology in its operation. Without adoption of the new technology HR
did lag behind in some phases making it necessary to adopt the new tech and go
with the pace otherwise slow down.
HR department should teach their employees various digital and technological
skills that helps the employee to be future ready. This will also help them to
make analytics-powered accurate and fast decisions.
HR departments are now using data analyzing techniques to analyze the past
performance of an employee and now not only looking at past data but they
have also started to make future decisions and policies on the basis of
assumptions made through analysis
AI (Artificial Intelligence) is helping HR redesigning its methods of doing
various tasks and duties.
Artificial intelligence describes the “work processes of machines that would
require intelligence if performed by humans. The term ‘artificial intelligence’
thus means ‘investigating intelligent problem-solving behaviour and creating
intelligent computer systems”
AI can reduce the work pressure on employees by smoothening their tasks by
doing the data analysis for them and much more. AI technology can help
manager do the employee screening, getting employees’ engagement report, his
training schedule etc. This new AI is also helping employees as well through
various ways like because of this everything has become more transparent now.
One employee can now know whether he is getting right amount of
compensation or not through Glass door’s know your worth. Overall AI has
proved to be good for HR managers as well as for employees
Literature review

Dr. Surbhi Jain (2018) describes the role of Artificial Intelligence in redesigning
the functions of HR by remodelling the plans and policies of HR accordingly.
She believes that in future HR teams will embrace digital platforms to take up
the dual challenge of transforming HR operations as well as workforce

Lochan Sharma Tandon (2017) analyses the emergence of Artificial Intelligence

in HRM process and the potential benefits of Artificial Intelligence through
secondary data. This paper tells about insights on the “utilization for conversion
of effective HR into Sustainable HR”

Manju Amla and Meenakshi Malhotra (2017) analyses the concept of digital
transformation in Human Resource Management and also about the technology
that is helping HR employees to carry out various functions. She found out that
companies are using various tools like AI, Big data, cloud solution and other
tools to making their HR functions stronger and faster.

Kandukuri Veena observed that AI is observed replacing routine tasks in

recruitment with no or least interference by humans. He has seen AI done
various simple tasks of HR effectively but he wishes to see how far AI can take
complex issues of HR.

Bhushan Kapoor (2010) observes that business using business intelligence

methods are developing intelligence based info to procure useful business
insights. He also tells about leading Business intelligence vendors to look into
BI and various data analytics features incorporated in their HR modules.

Ulrich and Dulebon (2015) describes the evolution and emergence of HR and
types of technological innovations which can be integrated with HR presently
and in the future. The research paper also analysed the transformation of HR
professionals from being less active in administration to becoming important
factor in making strategic decisions for organization.
CONCEPTUAL FRAMEWORK

Today AI and Machine Learning (ML) are encouraging HR practices. Computer

based intelligence isolates information in to a configuration that can without
much of a stretch translate and ML examines information to discover designs
and changes program activities appropriately. Along these lines HR
practitioners of today can be certain of getting results with least blunders.
The AI offers much great choices to hoist the HR world. It will assist the
associations with achieving their objective in less time. With the expanding
innovation, the association will require high talented experts which can make
the machine to play out the assignment according to the necessity. Man-made
consciousness will assist the representatives with managing their work life
balance adequately. Representative will have the capacity to finish their
undertaking before the due date. The reliance on workers will decrease in the
organization.
AI is the recreation of human knowledge forms by machines, particularly PC
frameworks. These procedures incorporate taking in (the procurement of data
and standards for utilizing the data), thinking (utilizing the tenets to reach
estimated or unmistakable ends), and self-correction.
Learning is a procedure of information procurement. Human gain normally
from his experience by dint of their capacity to reason out the experience being
experienced. Conversely, the machine doesn’t learn by thinking rather it learns
by the calculation it happens to pursue. In writing, in any case, countless
learning calculations are accessible to perform different exercises and errands.
The calculations are grouped dependent on the methodology it utilizes for the
learning procedure.
Research Objectives

Following are the objectives of the study:

1. the foremost objective of this study was to find out the benefits of
using Artificial Intelligence in Human resource management
2. To find out the impact of AI on HR
3. To find out any adverse effect of Artificial Intelligence on human
resource

Research Methodology

I have used the descriptive research design to describe the scope of

“artificial intelligence” in human resource management processes.
Various secondary data collection methods are used for the study. The
data has been collected through the articles published in HR Blogs,
research journals, survey reports published by various books, research
organizations and online sources also.
APPLICATIONS TO INDUSTRY

Artificial intelligence is becoming increasingly popular across various departments

like healthcare, marketing, and communications are already equipped with various
types of this Hi-tech equipment, and now the uses of AI in hr.:

1) Attracting talent
Various companies select candidates on the basis of analysis of their
LinkedIn profiles. They use AI technology to analyse a candidate’s
LinkedIn profile and tell the analysis of it

2) Tracking and Assessment

Most machine learning applications are utilized for candidate following
and appraisal, as there is an incredible number of organizations that
bargain with a gigantic measure of employment applications once a day.
HR administration personnel work with the most recent HR tools to track
an applicant's journey through the interview process.

3) Employee Turnover Detection

This is one of the most and imp tasks of HR department. They use
advanced pattern recognition technology which shows a list of all
important and relevant variables

4) Data-based Decision Making and Enhanced Behaviour Tracking

This kind of technology is considered to be a standard practice in large
organisations. Companies use smart ID badges, Bluetooth headphones
and sensor technology to collect valuable data regarding their employees.
CONCLUSION
Machine can outperform the human dimension of insight and capacity.
HR programming will progress toward becoming programming that gains
from experiences. The information processor in the AI framework finds
the viable method to accomplish the target of any errand. This specialized
advancement can help the HR supervisors to deal with the HR procedure,
approaches, and representatives viably. It is advantageous for both
worker and manager. Bosses are not any more reliant on the labour; they
can complete their work through the machine successfully. Despite the
fact that it might lessen the reliance on the labour yet at the same time
bosses will require effective administrator, talented specialists, and expert
to handle with the framework. It will assist the representatives with
reducing the printed material; extensive process will no long be lengthier.
It will diminish the worry of the representatives since, workers can
sustain the information in the framework and examination should
effortlessly be possible. There might be inward and outside powers which
may influence the new mechanical. Man-made intelligence frameworks.
Inward factors, for example, representatives' protection from gain some
new useful knowledge, untalented labourers, inaccessibility of assets and
so forth. Outside factor which may influence the framework, for example,
change in government could have diverse political belief systems, with
direct impacts on business, the economy of nation, legitimate angles, new
enactments, exchange understanding and so forth. The innovation has
changed the method for working framework. The credit goes to the
software engineers, processors, computers and web. The world has turned
out to be littler and future age will utilize advance innovations for the
human resource management reason.
 REFERENCES
1) Bhushan Kapoor,2016: Business Intelligence and Its Use for Human
Resource Management
2) Dr. Surbhi Jain, 2018: Human Resource Management and Artificial
Intelligence
3) Lochan Sharma Tandon, 2017: understanding the scope of artificial
intelligence in HR management processes
4) ANDY CERIKA, 2017: The effects of new emerging technologies on
human resources
5) Manju Amla, 2017: Digital Transformation in HR
6) Kolbjornsrud, V, Amizo R. and Thomas, J.R, “How Artificial
Intelligence Will Redefine Management
7) Ulrich, D and Dulebhon J. (2015), Are we there yet? What’s next for HR.