Digital Disruption: Augmented Reality/Robotics/AI in Business and HRM

This report analyzes the impact of digital disruption, specifically focusing on augmented reality, robotics, and artificial intelligence within the context of business and human resource management. The report begins with an overview of the problem, highlighting the rise of innovative technologies ...Read More

Running head: DIGITAL DISRUPTION
Digital disruption: Augmented reality/Robotics/Artificial Intelligence
Student Name:
University Name:

1DIGITAL DISRUPTION
Table of Contents
Assessment 1 – Project Brief...........................................................................................................2
Background of the problem.........................................................................................................2
Involvement of member in the project.........................................................................................3
Detailed work plan for the project...............................................................................................3
Assessment 2 – Project Summary....................................................................................................6
Introduction..................................................................................................................................6
Problem Statement.......................................................................................................................6
Implications for business.............................................................................................................7
Implications for HRM..................................................................................................................9
Conclusion.................................................................................................................................12
References......................................................................................................................................13
Appendix – Artefact......................................................................................................................16

2DIGITAL DISRUPTION
Assessment 1 – Project Brief
Background of the problem
The rise of the innovative technologies has given rise to introduction of robotics and
artificial intelligence in the workplace as well as businesses. However, the argument still lies
whether introduction of this latest innovation will be beneficial or have an adverse effect
(Sparrow, Brewster & Chung, 2016). Hence, this topic has been chosen to determine the impact
of augmented robotics on business and human resource management. Human resources is
considered as an essential aspect in the department of any business. The main purpose is
managing the biggest asset of a company that is the workforce driving that organization. Earlier,
the workforce consisted of only humans but the rise of artificial intelligence and robotics has
provided a platform to include robots in the workforce (Qureshi & Syed, 2014). Thus, there is a
need to make some necessary changes in the functionality of HR in the business world.
Now, the HR professionals as well as the different management executives have to
consider the several questions along with issues that may arise due to implementation of robotics
in the workplace. The challenges being faced by the HR professionals can be reduced with the
introduction of robotics however a major concern lies whether the robots could take over the HR
department (Frey & Osborne, 2017). It has been identified in various reviews that robots will not
entirely replace HR but it will give a pause to the HR leaders that are existing across the various
business. Further, the statements are given that HR department should be able to learn about the
new technologies and how they could utilize them to perform an activity or accomplish a task.
Some view the implementation of robots as a beneficial aspect for HR in businesses or

3DIGITAL DISRUPTION
industries. This project will help to identify the impact that robotics will have on staffing, HR
planning as well as recruitment and selection from a business perspective.
Involvement of member in the project
My name is X and I am in the final year of my graduation from Auckland University of
Technology. I have identified that there is an issue with the implementation of digital disruption
in business. Thus, I will be completing the project individually to illustrate the impact of digital
disruption on business as well as human resource management. I will be specifically considering
the implications of augmented robotics for staffing, HR planning, recruitment and selection. I
will be responsible from beginning till the end of this project. I am the sole owner and participant
in this project hence, I have the responsibility to determine the activities that are to be carried out
for successful accomplishment of the project. Therefore, I have decided to divide the project into
various phases according to the required activities to execute the project. After that only, I will
carry out the various activities that are required for execution of the project. I will be responsible
for maintaining the reporting requirements so that the project can be carried out successfully.
Further, I will also have to ensure that I follow proper communication procedures for reporting
the progress to my project supervisor.
Detailed work plan for the project
The project will be carried out in different phases by dividing the required activities in
each phase. A work breakdown structure will be drawn to demonstrate the work packages that
will be required for successful achievement of outcomes from the project (Kerzner & Kerzner,
2017). The Work Breakdown Structure (WBS) is denoted as the process to divide complex
projects into different tasks so that they are simple and manageable. This method is chosen to
simplify the execution of chosen project so that it could be accomplished successfully. Each

4DIGITAL DISRUPTION
phase of the project will be designed according to the project management lifecycle so that the
desired outcomes are achieved as per objective.
A website will be created as an artefact to present an overview of the chosen topic. The
website will demonstrate summary of the topic and sections for carrying out discussions on the
chosen topic. The website will serve as a forum where the people will be able to hold
conversations by posting messages or comments.
Performance monitoring refers to tracking the outputs of a project and the outcomes are
considered as indicators to evaluate effectiveness of the project. The evaluation of a project is
done by measuring the scope of work, deliverables (Harrison & Lock, 2017). The progress of the
project has to be monitored on a constant basis to monitor and evaluate performance of the
project. The outcomes from each phase of the project will used for evaluating the performance
and tracking of the project progress will help to determine the present task being carried out. The
progress report and documentation will be done after each phase to ensure success of the project.
The plan with each phases that will be followed for executing the project with required
activities is presented in a tabular form as below:
Phases Dates Description
Initiation phase 20/03/2018 This the first phase in lifecycle of a project in which
measurement is done to determine value and feasibility of the
project.
Planning phase 27/03/2018 In this phase, a plan is developed so that the project can
completed on time and budget. The project plan provides
guidance for producing outputs of high quality, risk management

5DIGITAL DISRUPTION
and communication of benefits to the stakeholders.
Execution phase 02/04/2018 This phase is mostly used for project management and involves
developing the deliverables so that the customer is satisfied.
This phase is accomplished by allocation of resources along with
keeping the members aware of their role and responsibilities.
Monitoring and
controlling phase
09/04/2018 This phase can occur at the same time as that of the execution
phase. There is a requirement to monitor the progress on a
constant basis. The delivery of a project as per the requirements
need monitoring of the tasks so that there is no scope creep.
Closure phase 13/04/2018 This phase represents closeout of a project by delivering finished
project to the client and communicating completion of the
stakeholders. It is a vital step in lifecycle of a project that allows
evaluating and documenting the project.

6DIGITAL DISRUPTION
Assessment 2 – Project Summary
Introduction
This report is focused on illustrating the implications of robotics in business as well as
human resource management. The implementation of robotics in the workplace has helped to
eliminate various challenges that were being faced by the industries. However, the introduction
of the innovative technologies also raises a question that whether the robots will take over the
jobs of humans or they will remain as co-workers in the near future (Lamberton, Brigo & Hoy,
2017). In this report, the discussions are carried out on the impact of robotics upon business and
specially the processes that are being executed by the HRM (Human Resource Management)
department. The overview of problem being identified with the implementation of robotics in
business is also presented in this report. The challenges of adopting such technology are also
determined to demonstrate understanding of the chosen topic.
Problem Statement
In the present day, organizations often face difficulties due to the increasing demand for
labors and the costs associated with them that results into shortage of workers. Hence, the
organizations of this modern generation are investing more on robotics rather than procuring
human resources. This phenomenon is in turn resulting into shortage of jobs and there in
increasing crisis to maintain a standard living (Morikawa, 2017). The organizations are
preferring robots more than human resources as they are capable of working round-the-clock and
they never raise demands. The robots are also able to perform certain tasks that is not possible
for the humans like working under challenging conditions. However, a major concern lies for the
future in terms of implementing robotics that is management of the human resources particularly

7DIGITAL DISRUPTION
the impact that it will have upon employment as well as motivation of the employees (Siau,
2017). The motive behind undertaking the particular topic is to identify the negative as well as
positive effects of having robots at the workplace. The HR department of any organization is
responsible for management of the human resources hence it is also important to determine the
issues being faced by HR to manage the robotic workforce (Boyd & Holton, 2017). The HR
department also faces some challenges as adoption of robots is becoming popular however, many
organizations are unable to set any specific standards or rules for management of those robots as
workforce. The robots can help to improve the processes within an organization but some
constraints remain while implementing such technology.
Implications for business
The implementation of latest advancements and technologies presents that there will be
implementation of automation in the workplace at large scale in the future. The technologies
starting from simple scripts or software applications that can automate the workflow process to
the introduction of augmented robotics to carry out the increasing number of manual tasks
(Tinnila & Kallio, 2015). The adoption of automation is being widely used in the modern world
as it provides new solutions as well as alternatives that can be implemented in various industries.
There are various potential advantages and benefits in long run in terms of adopting automation
but it also poses some serious concerns that have to be taken into account prior to implementing
the technology. The benefits as well as the adverse effects of implementing robotics in the
workplace are discussed below to demonstrate an understanding on the chosen topic.
Advantages of robots in the workplace
The major advantage of introducing robots in workplace is the cost associated with
implementing those is much cheaper than human workforce. Also, the cost of robots are now

8DIGITAL DISRUPTION
decreasing with the advancements in innovative technologies (Bischoff & Friedrich, 2017). The
research and development in the field of robotic technology is giving rise to capability of the
robots and those are more active. The robots does not get exhausted and the collaboration with
humans is helping to reduce the issue of absenteeism in the workplace. The robotic capabilities
are now increasing rapidly with the growth of technology (Kiel et al., 2016). There are less
chances of increasing the pace of humans hence the robots are being used as helping hands for
the humans. The robots have smaller as well as versatile movable parts makes them capable of
performing tasks with precision. The robots are also fast and stronger than the humans and those
can be also customized in various shapes and sizes according to the requirements. The robots can
be implemented in challenging working conditions where the humans are incapable to reach or
accomplish a specific task (Decker, Fischer & Ott, 2017). The robots can be used in situations
wherever, the safety of human becomes a major concern. The robots can be used to perform any
hazardous or unwanted work that may not be accepted by humans such as sending of robotic
probes to space that have not returned. The robots can be used for warfare that would eventually
help to save more lives. Now a days, robots are also being used in the chemical industry that are
able to deal with chemical spills which may occur in nuclear plant but it is a major threat to the
human health.
Disadvantages of robots in the workplace
The digital transformation or software based automation can be established with
minimum overhead but the transformation from a traditional workforce to robots requires a
considerable amount of expense. It is a challenging task for the smaller organizations as they
have limited amount of financial resources. The implementation of robots in the workplace also
incurs high costs for installation and maintenance in long term (Kueng, Li & Yang, 2016). The

9DIGITAL DISRUPTION
implementation of robots help to increase the efficiency of businesses but they are responsible
for reducing the scope of employment. Supplanting ordinary specialists with programming
applications or equipment that might be accessed remotely may bring about an expanded danger
of an information rupture. Improved mechanization is not without hazard and organizations that
use brilliant gadgets and PC controlled hardware to oversee or play out the main part of their
tasks and work process can regularly turn into an intriguing target (Rolfe, Bidaut & Prescott,
2015). While new advanced innovations that will have the capacity to address security concerns
will keep on being created, organizations that choose to computerize without tending to health
concerns and the individuals who neglect to make computerized security a best need could end
up in costly mishap. While an automated workforce may have enhanced proficiency, upgraded
efficiency but it is not without cost. Computerized hardware is frequently constrained as far as its
extent of utilization and organizations that need to rapidly react to changing conditions or new
improvements may find themselves at a genuine drawback (Kaivo-oja & Roth, 2015). While
representatives might have the capacity to move their concentration and consideration without
issue, a mechanized work process might be minimal in excess of a risk should change happen too
rapidly. Loss of work because of working environment, robotization is critical worry for a
developing number of the present laborers and experts. The anxiety as well as insecurity that is
caused by such far reaching development have to be taken into consideration before
implementing in the workplace.
Implications for HRM
New developments constantly can take off persevering upgrades to an overall population.
While self-overseeing vehicles are starting at now prepared to change different undertakings,

10DIGITAL DISRUPTION
insightful robots may make an extensively more prominent impact on fields like therapeutic
administrations where they offer different key central focuses over their human accomplices.
Working environment robotization has picked up a lot of mind share among business
pioneers over the most recent quite a while. A current report by the University of Oxford, found
that 47% of all U.S. occupations in were in danger of being completely computerized throughout
the following 20 years. At the point when computerization in the work environment is talked
about, individuals frequently consider robots assuming control occupations and driving people
out of the working environment (Wisskirchen et al., 2017). In any case, robotization is now here
and chances are it is making the activity less demanding. Over the long haul, computerization is
probably going to positively affect business and work.
Implications for HR planning
For the staffing business, computerization brings a lot of chance. While staffing firms use
robotization to its maximum capacity, they can work all the more effectively, help their primary
concern and accomplish more. Automation permits to serve the customers better by giving
master enable, for example, contract workers to can get frameworks up and running and prepare
full-time staff on the best way to utilize it (De Backer et al., 2018). They can go about as an
extension until staff workers turn out to be completely capable. In any industry, rehashed and
manual undertakings are great possibility for computerization with bots. HR industry is the same
and it has an enormous potential for mechanical robotization. The HR range ranges from pre-on
boarding to post–exit activities and at present there are a few ordinary and excess tasks which are
done physically (Pagallo, 2016). The key here is to choose those exercises that are tedious at a
mass level and endeavor to supplant them with programming programs called "Bots" Tasks, such
as confirming the on boarding agenda, conveying messages, approving finance data sources and

11DIGITAL DISRUPTION
yields and so on, are great possibility for robotization. Computerization additionally enhances
accuracy and nature of these exercises separated from sparing time and exertion. Sub-forms in
on-boarding, selecting and finance handling are some HR forms where bots are observed to be
normally conveyed (King, Hammond & Harrington, 2017).
Implications for recruitment and selection
Augmented robotics and AI plays an important role in the process of recruitment and
selection with the advancements in technology. AI used for recruiting means applying it for
learning or problem solving capabilities required in the recruitment and selection process. The
use of automated HR tools are embedded with the capability of making decisions faster that
helps the HR to focus on other important things like selection of suitable candidates and
recruiting them in the organization (Farnham, 2015). The implementation of AI in the
recruitment and selection process helps to find passive candidates according to the job
requirements which in turn helps to save time required for streamlining the process. The resume
screening process can also be automated with the help of AI so that the HR can make suitable
hiring decisions.
Recommended strategies to be considered by HR managers
The HR managers in a company has the role of advising business leaders so that latest
technologies can be implemented to improve the performance of employees. The HR managers
should be able to manage the organizational change by integrating human as well as digital
workforces successfully (Kernaghan, 2014). The HR managers must be ready enough to embrace
the technological advancement so that they can raise their accuracy and proficiency. The HR
managers should also bind the limitations for implementing the AI in the process of planning,

12DIGITAL DISRUPTION
recruitment and selection. The HR managers must evaluate the decisions made by AI in terms of
the HR processes to ensure that the viability of the information.
Conclusion
From the study, it can be said that the usage of automation in the working environment
has dispensed with different difficulties that were being looked by the industries. However, the
presentation of the imaginative advances additionally brings up an issue that whether the robots
will assume control over the occupations of people or they will stay as collaborators in the
distant future. The selection of robotization is as a rule broadly utilized as a part of the innovative
world as it gives new arrangements and in addition choices that can be executed in different
businesses. There are different potential focal points and advantages in long running as far as
embracing robotization however it likewise represents some genuine worries that must be
considered before executing the innovation. It is a challenging task for the small industries as
they have constrained measure of budgetary assets. The execution of robots in the work
environment additionally requires high expenses for establishment and support in long term.

13DIGITAL DISRUPTION
References
Bischoff, R., & Friedrich, T. (2017). RoCKIn: Impact on Future Markets for Robotics.
In RoCKIn-Benchmarking Through Robot Competitions. InTech.
Boyd, R., & Holton, R. J. (2017). Technology, innovation, employment and power: Does
robotics and artificial intelligence really mean social transformation?. Journal of
Sociology, 1440783317726591.
De Backer, K., DeStefano, T., Menon, C., & Suh, J. R. (2018). Industrial robotics and the global
organisation of production.
Decker, M., Fischer, M., & Ott, I. (2017). Service robotics and human labor: A first technology
assessment of substitution and cooperation. Robotics and Autonomous Systems, 87, 348-
354.
Dirican, C. (2015). The impacts of robotics, artificial intelligence on business and
economics. Procedia-Social and Behavioral Sciences, 195, 564-573.
Farnham, D. (2015). Human Resource Management in Context: Insights, Strategy and Solutions.
Kogan Page Publishers.
Frey, C. B., & Osborne, M. A. (2017). The future of employment: how susceptible are jobs to
computerisation?. Technological Forecasting and Social Change, 114, 254-280.
Harrison, F., & Lock, D. (2017). Advanced project management: a structured approach.
Routledge.
Kaivo-oja, J., & Roth, S. (2015). The Technological Future of Work and Robotics.

14DIGITAL DISRUPTION
Kernaghan, K. (2014). The rights and wrongs of robotics: Ethics and robots in public
organizations. Canadian Public Administration, 57(4), 485-506.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Kiel, D. A. N. I. E. L., Arnold, C. H. R. I. S. T. I. A. N., Collisi, M. A. T. T. H. I. A. S., & Voigt,
K. I. (2016). The impact of the industrial internet of things on established business
models. In Proceedings of the 25th international association for management of
technology (IAMOT) conference.
King, B. A., Hammond, T., & Harrington, J. (2017). Dusruptive Technology: Economic
Consequences of Artificial Intelligance and the Robotics Revolution. Journal of Strategic
Innovation and Sustainability, 12(2), 53-67.
Kiruthika, J., & Khaddaj, S. (2017, October). Impact and Challenges of Using of Virtual Reality
& Artificial Intelligence in Businesses. In Distributed Computing and Applications to
Business, Engineering and Science (DCABES), 2017 16th International Symposium
on (pp. 165-168). IEEE.
Kueng, L., Li, N., & Yang, M. J. (2016). The Impact of Emerging Market Competition on
Innovation and Business Strategy (No. w22840). National Bureau of Economic Research.
Lamberton, C., Brigo, D., & Hoy, D. (2017). Impact of Robotics, RPA and AI on the insurance
industry: challenges and opportunities.
Morikawa, M. (2017). FIRMS'EXPECTATIONS ABOUT THE IMPACT OF AI AND
ROBOTICS: EVIDENCE FROM A SURVEY. Economic Inquiry, 55(2), 1054-1063.

15DIGITAL DISRUPTION
Pagallo, U. (2016). The impact of domestic robots on privacy and data protection, and the
troubles with legal regulation by design. In Data protection on the move (pp. 387-410).
Springer, Dordrecht.
Qureshi, M. O., & Syed, R. S. (2014). The impact of robotics on employment and motivation of
employees in the service sector, with special reference to health care. Safety and health at
work, 5(4), 198-202.
Rolfe, A., Bidaut, L., & Prescott, T. (2015). The UK landscape for robotics and autonomous
systems.
Sauppé, A., & Mutlu, B. (2015, April). The social impact of a robot co-worker in industrial
settings. In Proceedings of the 33rd annual ACM conference on human factors in
computing systems (pp. 3613-3622). ACM.
Siau, K. (2017). Impact of Artificial Intelligence, Robotics, and Automation on Higher
Education.
Smith, A., & Anderson, J. (2014). AI, Robotics, and the Future of Jobs. Pew Research Center, 6.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Tinnilä, M., & Kallio, J. (2015). Impact of future trends on personal mobility
services. International Journal of Automotive Technology and Management, 15(4), 401-
417.

16DIGITAL DISRUPTION
Wisskirchen, G., Biacabe, B. T., Bormann, U., Muntz, A., Niehaus, G., Soler, G. J., & von
Brauchitsch, B. (2017). Artificial intelligence and robotics and their impact on the
workplace. The International Bar Association Global Employment Institute (IBA GEI).
Appendix – Artefact
Website Address: https://hrmrobotics.wordpress.com/
Home page
About page

17DIGITAL DISRUPTION
Project Brief – Problem statement page
Project Brief – Detailed Work Plan

18DIGITAL DISRUPTION

19DIGITAL DISRUPTION
Project Summary – Problem Statement page
Project Summary - Implications for business page

20DIGITAL DISRUPTION
Project Summary - Implications for HRM page
Project Summary - Summary page

21DIGITAL DISRUPTION
Contact page