Artificial Intelligence in Human Resource Management

Running head: ARTIFICIAL INTELLIGENCE
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Artificial intelligence
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ARTIFICIAL INTELLIGENCE
Abstract
Currently, the use of Artificial intelligence human resource shows how technology is important
to the business world. With subsequent developments on the subject, the system has taken over
the recruiting function. The reliability of the system has proved effective and preferable to many
organizations worldwide due to its comparative advantage over the human procedure. AI comes
with a wide range of advantages and a slim range of short comings which can be overcome with
the improvement and development of technology. The system has been embraced positively by
both seekers and recruiters making it the most effective tool in human resource management.
With scanty legal jurisdiction over its application, it is expected in future to arouse global debate
on regulation of its application, however currently there exists clauses that are evoked in
addressing issues arising from its application.

ARTIFICIAL INTELLIGENCE
Introduction
Globally, the use of artificial intelligence by human resource department is a debated
theme among many scholars. History of Artificial Intelligence dates back to proposal by John
McCarthy in 1956 in his major educational forum (Erb, 2016). Artificial intelligence (AI) is a
computer science associated with intelligent machines. It has developed to become a key in
industrial technology. Among the glitches of AI entail programming computers for certain
aspects such as learning, planning, awareness, problem solving, and manipulating and moving
objects. Artificial intelligence is developing at a booming speed. According to Deloitte, out of
47 Canadian’s best managed firm, their success was much attributed to an advanced emphasize
on venture in talent and technology, cross-border trade and innovation (Deloitte, 2019).
The report comprised of 51 organizations with a combined market value of £229billion,
demonstrated that 73% of the group will invest in robotics, 62% in wearables, 54% in biometrics
and 43% in block chain (Eickhoff & de Vries, 2013). Taking that to consideration, there are a
number of possible outcomes: it means that total integration of AI will completely eradicate the
personal touch of recruiting and so, make it even harder for candidates to find a job. On the other
hand, it enables employers to recruit experts. Some big questions that need answering for most
humans to feel comfortable with advanced AI exist. While artificial intelligence might be
removing some of the personal elements to the recruitment process, we should not forget the
positives (Michie et al., 2017).
Apart from reviewing applicants resume, artificial intelligence will track candidate's
online presence. In addition, an applicant could employ AI to locate the best fit by generating a
profile for their standards and objectives. AI recruiting video interview platforms, for example,