Critical Analysis: AI's Impact on Human Resource Management

This report provides a critical analysis of the impact of artificial intelligence (AI) on human resource (HR) management, drawing from three different articles. The report begins by discussing how AI can improve organizational performance and the need for innovative HR practices to stay competitive. It then moves on to the challenges of AI, including job displacement and the need for employees to adapt to new technologies. The second article delves into the reality and promise of AI in HR, discussing constraints like small data sets and ethical considerations. The report also critiques the use of machine learning algorithms in HR decisions, highlighting the limitations of using past employee data to predict future performance. The third article focuses on the disruptive impact of AI on HR functions and the challenges of categorizing employees and using performance appraisal tools. The report highlights that the selection of the right technology and control over AI activities is crucial for effective HR practices. The conclusion emphasizes the need for organizations to manage the challenges and leverage the benefits of AI through effective implementation strategies, and the importance of adapting to technological advancements to maintain a competitive edge.

Management

Introduction: artificial intelligence
Artificial intelligence is stated as the toll that uses human intelligence in different fields and
further bring improvement in working and performance. Artificial intelligence is proved to be
the significant tool in developing product and services, running reports frequent, as well as
effectively communicating with the customers. The chosen topic for the research is artificial
intelligence. The first article discuss the artificial intelligence and its impact on the human
capital. In the second article, discussion has been carried on the reality and promise of
artificial intelligence. The last article highlights the challenges of artificial intelligence and
ways to overcome them. Discussion will be carried on by critically arguing the different
articles based on artificial intelligence.
Discussion of artificial intelligence papers
In the first paper, it is being said that human resource is the most significant asset for bringing
the improvement in organisational performance. It is stated that organisation is required to
adopt innovative and unique HR practices in order to stay away from the competitors.

1However, it is not only required for staying competitive among other competitors.
Organisation is required to adopt several other innovative practices in order to succeed in the
market. It is rightly stated that artificial intelligence is seizing several jobs in the world due to
emerging technology. It is said that artificial intelligence is ensuring the destruction due to les
involvement of human in the organisation. In reality, advance technology is not used or
created for the destruction of human. It might bring challenges for the employees in order to
ensure the effective use of those technologies.2 In conclusion, it has stated that integration of
HR practices with the artificial intelligence put higher impact in entire organisation. It has
discussed the significant of AI on one side and its effect on people jobs on another side. 3
In the second article, it has discussed the reality and promise of artificial intelligence in the
human resource management. In this article, it has also discussed the four challenges named
constraints due to small data, complexities in HR, adverse reaction of employee on the
management decision and accountability questions linked with fairness. It is rightly stated
that the outcome of HR decision put greater impact on the society as well as individuals
1 P. Cappelli, P. Tambe and V. Yakubovich, "Artificial Intelligence in Human Resources Management:
Challenges and a Path Forward", SSRN Electronic Journal, 2018. Available: 10.2139/ssrn.3263878.
2 C. Veldeman, E. Van Praet and P. Mechant, "Social Media Adoption in Business-to-Business: IT and
Industrial Companies Compared", International Journal of Business Communication, vol. 54, no. 3,
pp. 283-305, 2015. Available: 10.1177/2329488415572785 [Accessed 13 March 2020].
3 Murgai, D., 2018. Role of Artificial Intelligence in Transforming Human Resource
Management. International Journal of Trend in Scientific Research and Development, Volume-
2(Issue-3), pp.877-881.

related to ethics. In this regard, it is also true that employers also held accountable for such
decisions. It is said that machine learning is the technique that is learnt from data to algorithm
creating. It has said that for current employees, algorithm is said to be the principal that is
used to make suggestions to employees regarding their actions that they might take.
However, it can be criticised because the experience of individual does not always reflect the
similar action for another employees. It might be possible that any particular training
programme is effective for one employee and not for another. It has mentioned that not the
entire attributes of HR actions are actually measured and not traces left can be converted and
extracted to the usable format. It is the major weakness of employer as they tends to collect
only limited data on applicants before even ruling them out. They even on retain the
necessary information of those applicants who are screened out. Due to this, it is not possible
to contact them in the future. The article has however failed to mention the names of standard
variables that employers would retain and gather through the HR operation. In conclusion, it
has stated that artificial intelligence is still long way away from the human activity domain.
Due to this, leaders of HR are required to facilitate and understand the machine learning
stages and data generation of the artificial intelligence life cycle. It failed to include the how
manager can effectively control the artificial intelligence activities in effectively retaining the
adapt of human resource. 4
In the third article, it has stated that human resource have to face the disruptive impact of
artificial intelligence on the functions and transformational challenges. It has discussed the
challenges that is faced by artificial intelligence in human resource.5 The first complexity in
this article is to categories the good and bad employee. It has said that performance appraisal
is the biased tool in the organisation. It is not true because performance appraisal tools has
helped many organisations to categorise the for example- merit pay system helps the
organisation in rewarding employee who is performing well. At the same time, it also
provides structured process for clarifying the expectations, identifying problems, and
planning for future. In order to overcome from the challenges, it has also identified some
solutions to get the best result from the implementation of artificial intelligence. It has rightly
stated that selection of right technology is required to be done in order to get the best result. It
is not cent percent true because several challenges are going in the environment that ensures
4 Cappelli, P., Tambe, P. and Yakubovich, V., 2018. Artificial Intelligence in Human Resources
Management: Challenges and a Path Forward. SSRN Electronic Journal,.
5 Tatnall, "Innovation Translation and Innovation Diffusion", International Journal of Actor-Network
Theory and Technological Innovation, vol. 1, no. 2, pp. 67-74, 2009. Available:
10.4018/jantti.2009040105.

the continuous changes in the organisation too. It has also discussed those companies where
failure of artificial intelligence has been seen. For example: Amazon has seen the failure of
hiring algorithm due to the gender biasness. It has highlighted that new technologies have
overcome the shortage seen in the organisation. It has said that video screening platform
tends to integrate the client company recent “Application Tracking Platform” like success
factor or workday. However, it is not true because information constrained in this might not
be relevant or old data. The second technology that it included is the website that led to the
62 per cent decrease in the cost, and 24 per cent diversified shortlists. However, the figure
contained in the article is not cent percent true. 6
Conclusion
In the limelight of above discussion, it can be stated that artificial intelligence brings several
benefits and challenges in the organisation. In order to overcome the challenges, organisation
is required to control the activities that bring problems during implementation of artificial
intelligence. Through the effective implementation, it is also possible to overcome the
challenges that is seen due to artificial intelligence.
6 International Journal of Recent Technology and Engineering, 2019. Application of AI in Human
Resource Management and Gen Y‟s Reaction. 8(4), pp.10325-10331.