The Impact of Artificial Intelligence on HRM: A Detailed Analysis

This essay delves into the multifaceted impact of Artificial Intelligence (AI) on Human Resource Management (HRM). It examines how AI is transforming various HR functions, including recruitment, training, and employee management. The essay explores the positive impacts, such as automation of repetitive tasks, improved efficiency in hiring processes, and enhanced employee engagement through AI-powered tools. It also critically analyzes the negative impacts, including challenges in data management, potential biases in AI algorithms, and the displacement of human roles. Furthermore, the essay provides recommendations for mitigating the negative effects of AI implementation, emphasizing the importance of data security, ethical considerations, and employee training. The conclusion summarizes the key findings, highlighting the need for a balanced approach to integrating AI in HRM to maximize its benefits while minimizing its risks.

Artificial Intelligence and Human Resource Development
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Introduction
Artificial Intelligence has become important in daily living of human from many decades;
presently it is acquiring an important place in the entire world of business and its relevant
activities. Humans using the AI in their day-to-day activities affecting and making their tasks
easy in many ways like performing their tasks fast to save their time, to store their data for
longer use with safety and security, human life is completely affected by the impact of AI.
HR department of business entities is related to manage effective management of the
sufficient human resources for an organisation (Biron 2011). HR sector of an organisation
need to perform hiring, interviewing, recruiting and managing the recruited employees in an
organisation, and these all activities were considered as the out of using the AI, but with the
development in the organisation challenges AI impacted the HR department as well in an
organisation (Cappelli, Tambe & Yakubovich 2018). This essay will discuss in detail about
the impacts of AI on the HR department and its practices negatively and positively. Some
recommendations to manage the negative impacts will be discussed in this essay.
Impact of Artificial intelligence on Human resource task and practices
HR department seek for the development and learning continuously to train the employees
perform best in the organisation to meet the challenges and goals of the organisation. This
learning needs training sessions arranged by the HR department executives and senior
managers (Geetha & Bhanu 2018). AI can be used as the source of tanning classes and
lectures, online and repetitive lectures for different batches in different time can save the time
of the employees and organisation, and it is cost saving as paying the cash to a human trainer
cost more than an arranged online repetitive training session (Ahmed 2018).
HR department of an organisation manages many activities during the hiring of the
employees, as if screening the received resumes according the requirement of the post,
calling the candidates, scheduling the interviews and rearranging the meeting of the

candidates with the recruiting department. These tasks are lengthy and time consuming
sometimes cause challenges in the effective management of all essential activities (Yawalkar
2019). AI is helpful to manage all tasks related to the recruitment and delivering the
information in proper manner and use these tasks for the timely delivery of scheduled
interviews, employees meeting and manages the delivery of the critical information properly
to the management (Chulanova 2020).
HRs in an organisation manages some repetitive tasks on regular basis, as if arranging the
documents related to employees details, organisational services provided to the employees,
daily tasks and meeting schedules of the employees. HRs need to remind the top authorities
and employees about their day-to-day plans, organisational policies, leaves, appraisals,
documents updates and more (Craig 2015). Introducing the AI-powered software and tools in
the organisations perform these repetitive tasks without any hurdle. Employees can check
their AI systems to get any required information they need and can use this system to manage
their routine without any help of the top authority of the organisation (Doellgast & Marsden
2019).
Retention of employees in an organisation is essential part of an HR’s job and these tasks is
performed every year to retain a good employees, AI helps the managers to analyse and
gather data about the employees’ who are potential to leave the organisation in the upcoming
months (Stone 2018). AI allows examining various aspects as noticing the changes in the
systems used by the employees by checking their emails, communication language, and other
useful history to identify the reasons behind the employee’s job leaving and AI helps to
collect all essential documents and information to plan exit interview of the employees
(Panagiotopoulos & Karanikola 2017).
AI and machine learning affect the overall working of an organisation by making the flow of
information smoothly. Process of the AI and Machinery language include employee

performance measurement, increasing compliance, gamifying, automating the on-boarding
process, conducting automated interviews, personalising training and development program,
and many more task accomplishment abilities in an organisation (Pikhart 2017). It allows the
HR department to work fast and effective as they can focus on many other relevant factors of
the organisation apart recruiting the employees (Tambe, Cappelli & Yakubovich 2019). HR
department uses AI to gather data about the changes in the employee behaviour, to solve their
queries by online platform and by providing a guidance tool from AI tools that can guide the
employees whenever they face issues or find anything challenging in their routine working
schedules (Ryan & Robert 2016).
Investment in AI is growing significantly in the present global scenario of organisational
culture and management, it allows automotive collection of data, analysis of the data and
looks deep in the matter and take a decision in the real time duration to meet the targets of the
organisation (Drucker 2018). Key uses cases of implementation of IA in the HR system and
impact of these AI tools impact upon the candidate sourcing, leads nurturing, interviewing,
on boarding, and Candidate Screening activities of the HR department. Impact of AI in HCM
includes workforce planning, virtual assistants for self-service, career pathing, leadership, and
coaching, employee engagement in HR use AI as influencing the real-time feedback
platform, rewards and recognition and intelligent surveys (Petter 2019).
Positive impacts of AI on HR tasks and practices
HRM department of an organisation is related to workflow driven functions, including the
repetitive tasks, based on the rules and patterns of the repetitive tasks. Implementation of the
AI in the procedure of HRM functions in positive manner can be discusses as; AI has
enhanced the hiring process of employees with its effective orientation in the organisation
and it uses the talent sourcing applications to select the best and suitable candidate for the
organisation (Petter 2019). Automation of all relevant activities of HRM saves the valuable

time of the employees and allows them to focus on the planning and managing activities,
which are more useful for them in other tasks. Adaption of HRMS automated system allows
employees to keep updated with the changes in the organization and routine tasks of the job
(Ahmed 2018).
Adaption of AI allows higher authorities to search the talent and to measure the changes in
the behaviours of their employees, forcing them to retain the job; it helps to monitor the
changes in the employees, and helps the management to make effective performance in the
organisation (He 2018). AI screening for the interviews allows the candidate and employer a
fast procedure to establish their working relationship. AI has removed time-consuming
classroom training sessions from online digital repetitive classes allows easy understanding
concept for the development of professional skills to them (He 2018).
Easy access to AI tools enhance employees satisfaction performance level in the
organization, fast delivery of solution to their issues and effective management of their
routine work schedules and updating schedule application facilitates their working and make
their job worthy for them.
Negative impacts of AI on HR tasks and practices
AI implementation has made many changes in overall process related to the hiring,
interviewing and managing the other activities of an employee in an organisation. Text
Recruit (Chatbot) application, Go-Hire a recruitment oriented application and many more are
used to implement AI in the organisation making the process of communication easy and
hurdles free. Negative impact of AI application in the HR is related to the challenges faced by
the management in managing the large data of the employees (Devaro 2016).
AI applications and software required proper storage and maintenance of the collected data
with transparency but it lead challenges to examiner of the screened candidates. AI
simultaneously need extra efforts to understand and used by the HR experts for the effective

implication of their job role and it has removed the skilled physical labours of an organisation
as it is able to help the management to successfully building working relationship in less time
but authentic screening had come in the area of suspected challenges. Need of proper
identification and scheduling of the routine according the personal understanding of the
employee’s nature issues and working behaviours still possible by the HR experts only
(Drucker 2018).
In the growing department of HR challenges to manage effective database management and
assuring the flow of the proper information essential to be shared is challenging as AI is fully
controlled with the tools and software hence threat of the data misuse, wrong delivery if
information and many other issues with the overall processing are potential to occur. Hence,
many negative impacts have affected the replacement of physical labours with the
implementation of Artificial Intelligence in the HR department of an organisation.
Recommendations
Introduction of Artificial Intelligence in the organisational activities becoming very popular
in big as well as small organisations because these AI software applications impact overall
development of an organisation in many ways, but it has some negative impacts on
organisation as well. To avoid issues raised by the implementation of AI implementing
managers need to manage proper handling of the collected data stored in the applications,
simplifying the presentation designs of recruitment searching software for easy use of the
users and employee both. Effective communication procedure used by the application system,
in the interface of employees and candidates, for effective implementation of the working
relationship is essential. Right mind-set from the top authority with clear vision of the
business case and aim of the organisation, application of right governance with innovative
and attractive model of the AI and machine language is important to consider in the
implementation and use updated technological innovations in an organisation. HRs with

effective leadership and direction can use the AI effectively and profitable for their
organisation as well.
Conclusion
This essay based on the detailed discussion about role and impact played by the
implementation of Artificial Intelligence in the department of Human Resource Management
in an organisation. HR experts and managers are very focused in every organisation because
they perform important tasks related to the hiring the man-force or humans as resources to
accomplish all tasks in an organisation to attain the goals of success of the organisation. AI in
field of corporate world and overall development of an organisation, hiring of employees
follows a very deep process as if screening of the suitable employees, scheduling of the
interviews, and arranging the meetings for employees’ final hiring process, and further
training and development programs for the hired employees. This essay has discuss positive
impact as time saving and authentic software for the HR and negative impact of AI on HR
affect replacement of physical resources with machinery and hurdles in managing the large
amount of data regarding employees routine and other schedules. Effective implementation
needs training and development of different software applications, as if chatdot needs to use
simple and easy communicating method with the proposed employees about their resume and
other initial interview questions.

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