Dear Members,
I want to know the following things:
1) Does Machine Learning and Artificial Intelligence have any impact in the HR domain?
2) If yes, then how can HR professionals cope with this challenge?
I request you to please share your views as it will help us understand the present scenario.
Thanks & Regards,
Dinesh
From India, Calcutta
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11I want to know the following things:
1) Does Machine Learning and Artificial Intelligence have any impact in the HR domain?
2) If yes, then how can HR professionals cope with this challenge?
I request you to please share your views as it will help us understand the present scenario.
Thanks & Regards,
Dinesh
From India, Calcutta
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Dear Dinesh,
Questions regarding your replies are as follows:
1) Does Machine Learning and Artificial Intelligence have any impact on the HR domain?
Reply: Machine Learning (ML) and Artificial Intelligence (AI) will have an impact on HR, as much as on other functions like Finance, Supply Chain, Production, etc. There will be a shift from human dependence to machine dependence, which will improve the productivity of the organization.
2) If yes, then how can HR professionals cope with this challenge?
Reply: It is difficult to provide a definitive answer to this question as things are currently in flux, making it hard to predict. However, repetitive processes such as the submission of statutory reports and returns, payroll processing, etc., will become automated. Another significant area of automation will be recruitment, saving time for HR professionals typically spent on recruitment tasks. On the flip side, there is a possibility that robots may take over recruiters' jobs. If robots start assessing the competencies of working professionals, it could be beneficial in understanding individual skill levels and facilitating the removal of underperforming employees. Furthermore, if robots evaluate the effectiveness of training, it could greatly enhance both individual and organizational productivity.
Thanks,
Dinesh Divekar
From India, Bangalore
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Questions regarding your replies are as follows:
1) Does Machine Learning and Artificial Intelligence have any impact on the HR domain?
Reply: Machine Learning (ML) and Artificial Intelligence (AI) will have an impact on HR, as much as on other functions like Finance, Supply Chain, Production, etc. There will be a shift from human dependence to machine dependence, which will improve the productivity of the organization.
2) If yes, then how can HR professionals cope with this challenge?
Reply: It is difficult to provide a definitive answer to this question as things are currently in flux, making it hard to predict. However, repetitive processes such as the submission of statutory reports and returns, payroll processing, etc., will become automated. Another significant area of automation will be recruitment, saving time for HR professionals typically spent on recruitment tasks. On the flip side, there is a possibility that robots may take over recruiters' jobs. If robots start assessing the competencies of working professionals, it could be beneficial in understanding individual skill levels and facilitating the removal of underperforming employees. Furthermore, if robots evaluate the effectiveness of training, it could greatly enhance both individual and organizational productivity.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Mr. Divekar,
I also think the same. Operations parts like HRMS, Online Attendance System, Leave Management, Payroll Management, Compliance Management, Performance Management, etc., will be replaced by Machine Learning. I believe that Future HR will need to acquire skills like Strategic Management, HRBP, Industrial Relationship, and Employee Relations. These functions will remain vital in the future.
Looking forward to hearing your input, Mr. Divekar.
Thanks & Regards,
Dinesh
From India, Calcutta
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I also think the same. Operations parts like HRMS, Online Attendance System, Leave Management, Payroll Management, Compliance Management, Performance Management, etc., will be replaced by Machine Learning. I believe that Future HR will need to acquire skills like Strategic Management, HRBP, Industrial Relationship, and Employee Relations. These functions will remain vital in the future.
Looking forward to hearing your input, Mr. Divekar.
Thanks & Regards,
Dinesh
From India, Calcutta
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Dear Friend,
The HR functions are going to be drastically enhanced, revised, and updated with new inputs. Automation has already taken a toll on jobs, with artificial intelligence poised to become a new cornerstone of learning. Machine learning may also fall within the realm of artificial intelligence.
HR functions have a psychological impact in assessing the manpower needed for job success or service excellence. Presumably, if we allow human factors to give way to machinery and production, the other aspect, selling/marketing, could face challenges. While advertising is a significant achievement in attracting customers, a decline in job opportunities could lead to product stagnation and hinder industrial progress.
As production, including service industries, becomes increasingly automated, human factors relying heavily on machines for sales could strain the market significantly. The entire HR sector is on the brink of a new era in managing human-machine relationships, moving away from full automation. It involves more than just attendance, behavior, ethics, payroll, and welfare measures. It encompasses employee relations, management-employee dynamics, job interviews, overseeing automated systems, work culture, and other evolving benefits and welfare measures.
We must adopt a fresh perspective with a human touch to navigate these changes effectively.
From India, Arcot
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The HR functions are going to be drastically enhanced, revised, and updated with new inputs. Automation has already taken a toll on jobs, with artificial intelligence poised to become a new cornerstone of learning. Machine learning may also fall within the realm of artificial intelligence.
HR functions have a psychological impact in assessing the manpower needed for job success or service excellence. Presumably, if we allow human factors to give way to machinery and production, the other aspect, selling/marketing, could face challenges. While advertising is a significant achievement in attracting customers, a decline in job opportunities could lead to product stagnation and hinder industrial progress.
As production, including service industries, becomes increasingly automated, human factors relying heavily on machines for sales could strain the market significantly. The entire HR sector is on the brink of a new era in managing human-machine relationships, moving away from full automation. It involves more than just attendance, behavior, ethics, payroll, and welfare measures. It encompasses employee relations, management-employee dynamics, job interviews, overseeing automated systems, work culture, and other evolving benefits and welfare measures.
We must adopt a fresh perspective with a human touch to navigate these changes effectively.
From India, Arcot
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Thanks Mr Gopinath, Your Inputs are really valuable .Can you just brief me about the skills and competency an Hr professional require to compete the Artificial Intelligence. Regards DINESH
From India, Calcutta
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From India, Calcutta
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Dear Dine2,
Artificial intelligence is going to become the core of business in human resources in the near future. Almost, it is here, yet we have not reached proficiency. I will give you two examples.
1) Developing an algorithm to manage the talent of people to get work done without losing efficiency, time, and manpower. Suppose you want to utilize the talent of human resources within a timeframe. How can it be optimally used through training and relevant factors? This approach will help you make decisions to bring finished products to the market. While machines can automate tasks, human factors can effectively manage and provide solutions within a timeframe. You can train human resources, especially in talent management for specific jobs, including designing preferences based on customer needs.
2) Recruitment differs for each category of workers based on the tasks they will perform. By analyzing the data of individuals' performance through mock interviews directly related to the job, we can determine the potential of human resources to meet your requirements. Machines simply follow human commands, just like asking someone to write on a board, "What do you want?" Every job seeker will write what they desire in different lengths, styles, or brevity. An intelligent person will write exactly "What do you want?" on the board. Even if an employee appears intelligent to us, we can align their goals with the company's objectives through training without compromising our values for theirs. By observing candidates in video interviews, we can identify their strengths and weaknesses before hiring them.
This is a vast subject that requires continuous learning. Best of luck. Let us continue to live as humans.
Best regards,
[Your Name]
From India, Arcot
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Artificial intelligence is going to become the core of business in human resources in the near future. Almost, it is here, yet we have not reached proficiency. I will give you two examples.
1) Developing an algorithm to manage the talent of people to get work done without losing efficiency, time, and manpower. Suppose you want to utilize the talent of human resources within a timeframe. How can it be optimally used through training and relevant factors? This approach will help you make decisions to bring finished products to the market. While machines can automate tasks, human factors can effectively manage and provide solutions within a timeframe. You can train human resources, especially in talent management for specific jobs, including designing preferences based on customer needs.
2) Recruitment differs for each category of workers based on the tasks they will perform. By analyzing the data of individuals' performance through mock interviews directly related to the job, we can determine the potential of human resources to meet your requirements. Machines simply follow human commands, just like asking someone to write on a board, "What do you want?" Every job seeker will write what they desire in different lengths, styles, or brevity. An intelligent person will write exactly "What do you want?" on the board. Even if an employee appears intelligent to us, we can align their goals with the company's objectives through training without compromising our values for theirs. By observing candidates in video interviews, we can identify their strengths and weaknesses before hiring them.
This is a vast subject that requires continuous learning. Best of luck. Let us continue to live as humans.
Best regards,
[Your Name]
From India, Arcot
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Yesterday, I came across an article about AI. Please read to understand what can be replaced by AI and Machine learning and what cannot be.
URL: [AI cannot replace the human element in recruiting](http://nisharaghavan.com/ai-cannot-replace-the-human-element-in-recruiting/)
From India, New Delhi
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URL: [AI cannot replace the human element in recruiting](http://nisharaghavan.com/ai-cannot-replace-the-human-element-in-recruiting/)
From India, New Delhi
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Dear Saunee,
I have gone through the article. It states that recruiters are needed in recruitment because they help in (a) Personal Interactions, (b) Emotional Connection, (c) Strategic Counsel, and (d) Personalization & Customization. Recruiters may honestly describe their involvement in the above four points, except in (a). Most of the big organizations outsource recruitment to reduce costs. If recruitment agencies take the initiative and start hiring robots to further reduce recruitment costs, what will recruiters do? It is worth noting that in the past, the standard recruitment charges were 8.33%, 12%, and 20%, but these have now decreased, and recruitment agencies have reluctantly accepted these changes. Many companies are willing to work at lower charges independently, even with manual operations. With the introduction of robots, clients will expect agencies to reduce recruitment costs even further.
HR departments outsource various HR processes, such as payroll processing, statutory activities, employee training, and recruitment, to outside agencies. Among these, recruitment has the highest cost, so HR is compelled to reduce costs in this area.
When mobile phones were introduced, people often lamented that telephonic communication reduced personal touch. Personal networking is considered irreplaceable. Despite this concern, telecom companies experienced significant growth.
Similarly, when computers were introduced, many believed that computers could never replace secretaries. However, many top executives now work without secretaries. While secretaries have not disappeared entirely, they are now recruited to assist high-level management professionals.
Thanks,
Dinesh Divekar
From India, Bangalore
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I have gone through the article. It states that recruiters are needed in recruitment because they help in (a) Personal Interactions, (b) Emotional Connection, (c) Strategic Counsel, and (d) Personalization & Customization. Recruiters may honestly describe their involvement in the above four points, except in (a). Most of the big organizations outsource recruitment to reduce costs. If recruitment agencies take the initiative and start hiring robots to further reduce recruitment costs, what will recruiters do? It is worth noting that in the past, the standard recruitment charges were 8.33%, 12%, and 20%, but these have now decreased, and recruitment agencies have reluctantly accepted these changes. Many companies are willing to work at lower charges independently, even with manual operations. With the introduction of robots, clients will expect agencies to reduce recruitment costs even further.
HR departments outsource various HR processes, such as payroll processing, statutory activities, employee training, and recruitment, to outside agencies. Among these, recruitment has the highest cost, so HR is compelled to reduce costs in this area.
When mobile phones were introduced, people often lamented that telephonic communication reduced personal touch. Personal networking is considered irreplaceable. Despite this concern, telecom companies experienced significant growth.
Similarly, when computers were introduced, many believed that computers could never replace secretaries. However, many top executives now work without secretaries. While secretaries have not disappeared entirely, they are now recruited to assist high-level management professionals.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dinesh Ji,
I agree with your thoughts. Going by the article, I did not mean that AI will not boom or help companies in reducing costs. It certainly will. However, it will not completely replace human intervention, which is what I was referring to.
As it is said, technology should be an enabler. Hence, any technology that comes with process and productivity improvement will be welcomed by all, sooner or later.
From India, New Delhi
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I agree with your thoughts. Going by the article, I did not mean that AI will not boom or help companies in reducing costs. It certainly will. However, it will not completely replace human intervention, which is what I was referring to.
As it is said, technology should be an enabler. Hence, any technology that comes with process and productivity improvement will be welcomed by all, sooner or later.
From India, New Delhi
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Dear Friend Saunee,
Of course, the article that you have cited helps out in areas where AI may be in the stage of development. I am sharing a web address [Ten ways HR tech leaders can make the most of artificial intelligence](http://www.personneltoday.com/hr/ten-ways-hr-tech-leaders-can-make-artificial-intelligence/) where you can find the use of artificial intelligence in training, employee assessment, employee retention, error reduction, and compliance. However, it is us who have to decide about Artificial Intelligence and its impact. A humane touch is always a must for good governance.
From India, Arcot
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Of course, the article that you have cited helps out in areas where AI may be in the stage of development. I am sharing a web address [Ten ways HR tech leaders can make the most of artificial intelligence](http://www.personneltoday.com/hr/ten-ways-hr-tech-leaders-can-make-artificial-intelligence/) where you can find the use of artificial intelligence in training, employee assessment, employee retention, error reduction, and compliance. However, it is us who have to decide about Artificial Intelligence and its impact. A humane touch is always a must for good governance.
From India, Arcot
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