When Human Resources Meet Artificial Intelligence
The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.
By Tekisha King
February 23, 2020
Artificial intelligence revolutions in smartphones have transformed the competence of personal banking applications to a higher level—i.e. facial or voice recognition, fingerprint or the two-step authentication factor methods. Human capital is the skills, knowledge and experience possessed by an individual as a valued asset or cost to an organization. “Finding valued candidates, investing in professional development and well-being is the top priority with the development of human talent,” according to Peter Hogg, in the 2019 Strategic HR Review Journal article titled, “Artificial intelligence: HR friend or foe?” However, is machine learning with AI applications valued or considered a threat in HR? This article will explore the strengthens, weaknesses and uncertainties of innovative integrated AI technologies in HR to build smarter workplaces.
Human capital demands strategic innovative UX design thinking to recruit a talented robust workforce. “The benefits of AI in HR can facilitate diagnostics, decision making, big data analytics and administration,” according to Bertalan, Gergely and Zsuzsanna in the 2018 BMC Health Services Research journal titled, “Will artificial intelligence solve the human resource crisis in healthcare?” Employee recruitment is a complex systematic process but simplified meritoriously with AI technologies. Michael O’Brien, stated in the 2019 HR Executive newsletter, “An internal application, Ally Pulse as a AI powered workflow automation that engage employees in text-based conversation to drive organization improvements with the company. In addition, virtual career fairs offered by iCIMS, an online chat-based online central system with employees managing branding sources with real-time conversations with prospective external candidates.” Concisely, AI technologies will not replace human interaction, but prompt evidence-based decisionmaking to structure a socially modernized workforce.
Often, consumers link AI to science-fiction movies—i.e., The Terminator, iRobot or Robocop with little respect to the technological, ethical, and public safety, or the legalities. Here are the five misconceptions of AI:
- AI cannot be understood by those lacking a technical background.
- AI is a new technology or a machine.
- AI requires large amounts of data to be useful.
- AI will bring us closer to a world in which the fear of, “Big Brother,” indiscriminately controls people.
- “AI is relevant only for the future of and not applicable now,” according to Yano Kazuo in the 2017, People and Strategy journal titled, “How Artificial Intelligence Will Change HR.”
Although AI technologies advance corporations, small businesses lack the technical expertise, finances and efficacy. Tampe, Capelli, and Yakubovich (2019) evaluate, “The AI Life Cycle: operations, data generation, machine learning and decisionmaking derived from a evidence-base management theory using algorithms,” according to Tampe, Capelli and Yakubovick in the 2019, California Management Review journal titled, “Artificial Intelligence in Human Resources Management: Challenges and a Path Forward.” Therefore, the HR decisionmaking process can be disparaged remarkably with AI applications.
The Future of AI in HR demands ethical business practices with employee recruitment to assuage discrimination under the Equity Act of 2010. Curcia, Ciorei and Chiscop, state in the book DAAAM International Scientific Book, private businesses have transformed with AI tools, but it’s not a priority for public institutions. In healthcare, public and private sectors joined forces to triumph social and economic determinants of health to build sustainable communities for residents. AI, robots and the economy are not private systems and data analytics methodologies for effectual HR management solutions. Thus, AI technologies is not a, “One-size fit all,” product or service but feasibly budgeted into the HR department prosperously.
The rise of the gig economy (to include the Millennials and Gen Z populations), is cultivating a, “New workplace paradigm,” in the workforce demanding work-life balance, freedom of personal interests and drive innovation. Hogg (2019) attests, “Digital workplaces promote employee agility and engagement with consumerized work environments for modern collaborative solutions, flexibility, and empowerment of transparent thinking,” according to Hogg in the 2019 HR Strategic Review Journal titled, “Artificial intelligence: HR friend or foe?” In a cognitive work environment, the employee’s intellect, ideas and ways of thinking are valued human capital. Therefore, to identify, attract and recruit talented employees, technological advances are the key enabler to build and retain a robust workforce.
AI applications have innumerable benefits in HR but require the rigorous legal ramifications from the government. In the 2020 Los Angeles Times newsletter, Google’s CEO, Sundar Pichai’s support for comments from lawmakers and governments to regulate artificial intelligence. For example, Alexia is exploited in home healthcare as a medication management tool to measure a patient’s compliance with prescribed medication. Inadvertently, the 2020 Los Angeles Times newsletter report facial recognition applications can detect missing persons but also for, “Nefarious,” reasons unspecified. Moreover, do you agree or disagree with government intervention with AI business solutions?
As we progress to the future, machine learning employing artificial intelligence tools and applications is the focal point to implement adeptness for HR business operations, not eradicate human interface. My recommendations are to acquire an intelligent business plan to assess artificial intelligence innovations economically with all applicable legal aspects to safeguard consumer safety before investment. Finally, partner with professional interdisciplinary leaders to gain insight and ignite effectual ethical business practices to magnify the business.
Author:
Tekisha King
Ph.D. Candidate @ Walden University
[email protected]
(No Ratings Yet)
Loading...
When Human Resources Meet Artificial Intelligence
The views expressed are those of the author and do not necessarily reflect the views of ASPA as an organization.
By Tekisha King
February 23, 2020
Artificial intelligence revolutions in smartphones have transformed the competence of personal banking applications to a higher level—i.e. facial or voice recognition, fingerprint or the two-step authentication factor methods. Human capital is the skills, knowledge and experience possessed by an individual as a valued asset or cost to an organization. “Finding valued candidates, investing in professional development and well-being is the top priority with the development of human talent,” according to Peter Hogg, in the 2019 Strategic HR Review Journal article titled, “Artificial intelligence: HR friend or foe?” However, is machine learning with AI applications valued or considered a threat in HR? This article will explore the strengthens, weaknesses and uncertainties of innovative integrated AI technologies in HR to build smarter workplaces.
Human capital demands strategic innovative UX design thinking to recruit a talented robust workforce. “The benefits of AI in HR can facilitate diagnostics, decision making, big data analytics and administration,” according to Bertalan, Gergely and Zsuzsanna in the 2018 BMC Health Services Research journal titled, “Will artificial intelligence solve the human resource crisis in healthcare?” Employee recruitment is a complex systematic process but simplified meritoriously with AI technologies. Michael O’Brien, stated in the 2019 HR Executive newsletter, “An internal application, Ally Pulse as a AI powered workflow automation that engage employees in text-based conversation to drive organization improvements with the company. In addition, virtual career fairs offered by iCIMS, an online chat-based online central system with employees managing branding sources with real-time conversations with prospective external candidates.” Concisely, AI technologies will not replace human interaction, but prompt evidence-based decisionmaking to structure a socially modernized workforce.
Often, consumers link AI to science-fiction movies—i.e., The Terminator, iRobot or Robocop with little respect to the technological, ethical, and public safety, or the legalities. Here are the five misconceptions of AI:
Although AI technologies advance corporations, small businesses lack the technical expertise, finances and efficacy. Tampe, Capelli, and Yakubovich (2019) evaluate, “The AI Life Cycle: operations, data generation, machine learning and decisionmaking derived from a evidence-base management theory using algorithms,” according to Tampe, Capelli and Yakubovick in the 2019, California Management Review journal titled, “Artificial Intelligence in Human Resources Management: Challenges and a Path Forward.” Therefore, the HR decisionmaking process can be disparaged remarkably with AI applications.
The Future of AI in HR demands ethical business practices with employee recruitment to assuage discrimination under the Equity Act of 2010. Curcia, Ciorei and Chiscop, state in the book DAAAM International Scientific Book, private businesses have transformed with AI tools, but it’s not a priority for public institutions. In healthcare, public and private sectors joined forces to triumph social and economic determinants of health to build sustainable communities for residents. AI, robots and the economy are not private systems and data analytics methodologies for effectual HR management solutions. Thus, AI technologies is not a, “One-size fit all,” product or service but feasibly budgeted into the HR department prosperously.
The rise of the gig economy (to include the Millennials and Gen Z populations), is cultivating a, “New workplace paradigm,” in the workforce demanding work-life balance, freedom of personal interests and drive innovation. Hogg (2019) attests, “Digital workplaces promote employee agility and engagement with consumerized work environments for modern collaborative solutions, flexibility, and empowerment of transparent thinking,” according to Hogg in the 2019 HR Strategic Review Journal titled, “Artificial intelligence: HR friend or foe?” In a cognitive work environment, the employee’s intellect, ideas and ways of thinking are valued human capital. Therefore, to identify, attract and recruit talented employees, technological advances are the key enabler to build and retain a robust workforce.
AI applications have innumerable benefits in HR but require the rigorous legal ramifications from the government. In the 2020 Los Angeles Times newsletter, Google’s CEO, Sundar Pichai’s support for comments from lawmakers and governments to regulate artificial intelligence. For example, Alexia is exploited in home healthcare as a medication management tool to measure a patient’s compliance with prescribed medication. Inadvertently, the 2020 Los Angeles Times newsletter report facial recognition applications can detect missing persons but also for, “Nefarious,” reasons unspecified. Moreover, do you agree or disagree with government intervention with AI business solutions?
As we progress to the future, machine learning employing artificial intelligence tools and applications is the focal point to implement adeptness for HR business operations, not eradicate human interface. My recommendations are to acquire an intelligent business plan to assess artificial intelligence innovations economically with all applicable legal aspects to safeguard consumer safety before investment. Finally, partner with professional interdisciplinary leaders to gain insight and ignite effectual ethical business practices to magnify the business.
Author:
Tekisha King
Ph.D. Candidate @ Walden University
[email protected]
Follow Us!