Contemporary Management Issues in 21st Century

This article explores the impact of Artificial Intelligence (AI) on HR practices and talent acquisition in contemporary management. It discusses the significance of talent development and acquisition in a dynamic business environment. The article also highlights the benefits and drawbacks of using AI in HR and talent acquisition processes.

Contemporary
Management Issues

Table of Contents
INTRODUCTION...........................................................................................................................3
Impact of AI on the commercial enterprises and the management of the workforce.................3
Assessment of the significance of talent acquisition and developments according to the
dynamical business environment................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The introduction of the Artificial Intelligence (AI) has significantly brought about
changes in the contemporary management. The creation of new job opportunities in the modern
business world by bridging the gaps that are present in the society has lead to a major
transformation in the way of the working in an organisation (Balamurugan and et. al., 2022). The
conception and the ease that has been acknowledged by the utilisation of the intelligent working
has helped in the digitalisation of the business as a whole. This study thus will prove to be an aid
in the scrutiny of the impact of the AI over the strategic evaluation of the Human Resources (HR)
practices along with the imperativeness of the talent acquisition and the skill development of the
personnel employed in the industry to cop up with the dynamic business environment.
MAIN BODY
Impact of AI on the commercial enterprises and the management of the workforce.
The functioning of the HR departments is no longer a face to face procedure but rather a
portal based involvement. This thus enables the organisation to gather the major potential
affluences from the delivery of the responsibilities by the employees through the effective
utilisation of the intelligent mechanics. This thus helps in:
 Reducing the burden from the administration in order to streamline the recruitment as
well as other human resources processes. This eventually helps in the reduction of the
overhead costs involved in the compliance procedures.
 The data of the personal recruited through the process is effectively managed through the
portals and thus helps in the conduction of the services in a viable manner. This
eventually improves the efficacy of the work.
 The management of the workforce is carried out through a significant approach and the
provision to access the data using the real time metrics helps the organisation to spot the
changing trends of the business environment on time (Chowdhury and et. al., 2022).
 This thus helps the HR in the development and the transformation of the segment
strategically which proves to be an important point in the favour of the potential usage of
the AI in the contemporary business world.
The influential impact of the mechanism over the HR affects the functionality of the management
is varied ways. The outcomes can be measured through the scope of the implementation
techniques that are perfectly balanced in order to extract the best out of it. This can be:

 The selection of the most appropriate set of vendors for the services that has to be provide
by the companies to its client. This has to be decided prior to the formulation of the plan
in a feasible mode.
 The solution that has been suggested after the analysis has to be integrated within the
organisation to follow up the varied functions taking place in the management as well as
the other segments present in the enterprise (Mer and Virdi, 2022). The logistics must be
developed in a executable manner to avoid any sought of jeopardy to the company .
 The provision of the targeted and customised access points in the portals helps in easing
the functionality of the process. The relevant candidates can be selected for the positions
available in the organisations because of the practical interface developed through the AI.
Along with the benefits, certain pitfalls can also be experienced in the procedures (Hamid,
Muzamil and Shah, 2022). These drawbacks must also be kept in mind while making use of the
portal sites or any other mechanism related with the technology.
Illustration 1: HR data access points

 The quantity of the applicants that will be received through the portals does not ensure the
quality of the personnel as well. The increase in the flow can bring about a burden over
the recruiter to select the best out of the lot according the suitable preferences of the
employer.
 The loss in the personal relationships can also be experienced which can lead to be e
barrier for the applicants and turn out to be rigid and a sought of impersonal experience
for the candidates.
 The online tests that are conducted for the prospective applicants can bring variations and
thus can impact the security and the privacy of the responses. This can affect the accuracy
of the answers which can be a major concern.
Assessment of the significance of talent acquisition and developments according to the dynamical
business environment.
The success of a unit depends upon the expertise of the workforce. The organisation prefers to
pick out the most appropriate individual for the job that has been designed in order to ensure the
smoothness in the functionality of the segments (Joshi and Joshi, 2022).. The strategy utilised for
the acquisition of the skilled personnel thus focus over its selection on the basis of the suitability,
retaining nature of the employees and the growth of the organisation as a whole. The integrated
nature of the HR department makes sure of the completion of this process in a viable as well as in
an executable manner. The importance of the evaluation of this process can thus be explained:
 The selection of the personnel on the basis of the reattainment of the manpower in an
administration for a longer period of time is the most important responsibility of the
recruitment department. The scope of the resistance of the personnel in the team depends
upon the job security the employees feel in respect to their position.
 The qualification of the workers must be accordance to the designation they are appointed
for to ensure the maximum output that can be derived from the completion of their
respective jobs. The assessment of the scrutiny thus must be conducted with accurate
efficiency thereby.
The significance of the training and development of the force is indeed an imperative task that
must take place in the organisation to guarantee the sustainability in the growth of the business
and its respective success (Korkmaz, 2022). The development of the employees abilities ans

skills is required to improve the job execution. The benefits regarding this approach can thus be
examined in order to survive in the synchronic modern business world.
 The traits of becoming a trailblazer of a particular segment can be imbibed sue to the
developmental programmes conducted to ensure the promotion of the deserving
candidates in an organisation.
 The empowerment of the employees in terms of their position can help in igniting the
scope of their creativity as well as the power to imagine in order to mobilize the vision
they have in their mind to form a impact over the managers through their deliberation in
the work .
The strategies that can be used to effectively develop the workplace talent can further be
investigated.
 Target the compressible skills – The enhancement in terms of the interpersonal skills of
the employees must be done. This can lead to an advancement in the workplace through
the effective communique that can take place which thereby improve the gaps that needs
to be filled.
 Accentuate on the digital learning – The methodologies in terms of the digital platforms
must be engaged in the functioning of the programmes. This approach can thus help in
managing the skills of the workforce. Proper solution must be provided foe the existing
problems.
 Creation of a strategic development plan – Suitable initiatives must be taken to bridge
the deformities that are present in the processes. The steps that are designed must be
critically evaluated in order to sustain the growth of the company(Rong, Chen and Wen,
2022).
CONCLUSION
An inference can thus be made that with the optimum utilisation of the Artificial
Intelligence in the mechanisms of the administration, it can bring influential changes in the

functioning of the management. The suitability of the most appropriate criteria that has been
chosen for the processes helps in attaining the standards that are determined for the progress of
the establishment in an effective manner. The uninterrupted training and development aids that
are provided to the personnel in the form of on the job grooming opportunities, helps in shaping
their carriers and enhancing their respective skills in order to improve their expertise in the field
they work for. The acquisition of the workforce through the electronic portals thus proves to be a
helping hand in the recruitment procedures thereby easing the work load over the team.
REFERENCES
Books and journals

Balamurugan, S., and et. al., 2022. Impact of Artificial Intelligence on Organizational
Transformation. John Wiley & Sons.
Chowdhury, S., and et. al., 2022. Unlocking the value of artificial intelligence in human resource
management through AI capability framework. Human Resource Management Review,
p.100899
Dahal, R., and et. al., 2022. Blunt Thoracic Aortic Injury and Contemporary Management
Strategy. Angiology, p.00033197211052131.
Hamid, Z., Muzamil, M. and Shah, S.A., 2022. Strategic human resource management. In
Research Anthology on Human Resource Practices for the Modern Workforce (pp. 1-16).
IGI Global.
Joshi, S.C. and Joshi, Y., 2022. Prospects and Future of Artificial Intelligence (AI) in Business
Strategies. In Decision Intelligence Analytics and the Implementation of Strategic
Business Management (pp. 53-67). Springer, Cham.
Korkmaz, O., 2022. Sustainability Risk Management: A Survey of the Literature. Insurance and
Risk Management for Disruptions in Social, Economic and Environmental Systems:
Decision and Control Allocations within New Domains of Risk.
Mer, A. and Virdi, A.S., 2022. Artificial Intelligence Disruption on the Brink of Revolutionizing
HR and Marketing Functions. Impact of Artificial Intelligence on Organizational
Transformation, pp.1-19.
Rong, L., Chen, J. and Wen, Z., 2022. Dynamic regulation on innovation and adoption of green
technology with information asymmetry. Naval Research Logistics (NRL), 69(1), pp.110-
127.