Harmonizing Technology and Humanity: Can AI Preserve Human Element in HRM?

4 MIN READ   |  Last Updated on 13 April 2024

BY: Kanchana Nirupamala (E223799)

Source: (Pathak, 2023) 

Computing systems and machines that can mimic human intellect and solve problems are known as artificial intelligence (AI). AI is a double-edged sword: while it has several benefits, it raises worries about the disappearance of the human aspect, which is essential to human resources.

Unveiling AI’s Power in HRM

Today, many of the more conventional HR tasks, including hiring, onboarding, performance evaluation, and training and development programs, are being automated using AI-powered solutions.

• Recruitment and Selection: To find the best people for a position, AI-based sourcing solutions explore internal databases, social media, and job boards and aid in data-driven insights and suggestions. AI-driven interview software can only read a candidate's mood, demeanor, and tone by listening to their speech and analyzing their facial expressions. Integrating these observations with the candidate's response may give a fuller picture of their character and suitability for the position (Jobylon, 2023).
• Onboarding: AI assists with automating administrative tasks such as paperwork, account setup, and training delivery, speeding up the onboarding process. HR may then devote their time and energy to the more strategic aspects of onboarding, including getting to know new employees and helping them integrate into the company culture.
• Training and Development: Adaptive learning experiences may be automatically delivered to workers via learning and development systems driven by AI. Algorithms powered by AI may also evaluate each employee's background knowledge and experience before recommending courses based on their specific interests, requirements, and preferred learning methods.
• Performance Management: With AI's real-time feedback on completed and unfinished activities, goal monitoring becomes much easier. AI has the potential to eliminate bias in performance reviews. Another area where AI is useful is in helping to align low-performing employees with the right goals to improve their performance.
• Employee Engagement: Human resources may use AI to examine performance metrics and employee engagement surveys. They may have a better understanding of the personnel and perhaps anticipate issues with this data.

 Check out this video for more insights on AI integration in HRM.

Source: (myHRfuture , 2019)

 

Forward-Looking Companies that Use AI in HRM Functions

Source: By analyst based on (Identity Review, 2023)

Is AI That Bad?

NOT REALLY!!!! AI has several benefits, such as increased accuracy and efficiency in administrative tasks, improved data-driven decision-making, reduced human biases in recruitment processes, streamlined processes and enabled HR to spend more time on strategic functions (Horodyski, 2023). YET! They also have disadvantages, such as data privacy and security concerns and the potential for algorithm bias (Ashfords, 2023). In addition, the loss of human touch is a crucial concern for AI integration in HRM functions. Let's explore this aspect a bit more.

Benefits vs Disadvantages of AI

Source: (HiSlide, 2023) 

The Power of Human Touch

Source: (Brunner, 2020)

The only thing that can make a difference in complicated circumstances that need judgment or understanding is a human touch. While AI is great at doing repetitive jobs and quickly processing massive quantities of data, it  does not involve emotional intelligence and empathy (EsoftSkills, 2024). The personal touch is still invaluable in HRM. Organizational trust, respect, and compassion may be enhanced via compassionate interactions at challenging moments, such as terminations or discussing personal issues.

AI relies on data, and data is derived from a quantifiable and concrete framework. Conversely, HRM is concerned with intangibles like emotions and experiences that are hard to quantify. AI can only see things through the lens of mathematics and logic and has ways to go before it can incorporate ethical and compassionate principles into its algorithms. Therefore, AI may not be enough to completely replace humans (Harvard Business Review, 2023).

Humanized Approach to HRM

HR has a more significant role in balancing technology with humanity in this tech-driven world.

• Prioritize Face-to-Face Human Interactions: One way to achieve this balance is to use technology to enhance human interaction rather than replace it. When dealing with sensitive issues, such as settling disagreements, or problems AI should take a back seat.
• Invest in Soft Skills Training: HR workers may benefit from training programmes that focus on soft skills development. This means they are better able to communicate with others and handle challenging situations with empathy and understanding.
• Navigating Ethical Considerations: Due to ethical concerns, such as data privacy and biases in AI systems, a cautious approach is necessary when incorporating AI in HR. Transparent, fair, and data-protective AI technologies are essential to the integrity and trustworthiness of HR processes.

To Conclude……………..

By improving decision-making, automating mundane jobs, and decreasing human biases, AI may revolutionise HRM. However, as compared to human beings, AI still lacks the intellect and empathy to handle complicated situations. HRM needs to integrate human intuition with AI technologies. A more caring, equitable, and productive workplace may be within reach if this takes occur.

References

• Ashfords, (2023). Taking the Human out of Human Resources – The Risks of Using AI in HR.[Online] Available at https://www.ashfords.co.uk/insights/articles/taking-the-human-out-of-human-resources-the-risks-of-using-ai-in-hr#:~:text=AI%20in%20HR%20often%20relies,or%20misuse%20of%20personal%20information. Accessed on 28 March 2024
• Brunner, E., (2020). The Power Of Human Touch. [Online]. Available at https://www.ampersandintegrative.com/2020/09/the-power-of-human-touch/. Accessed 28 March 2024.
• EsoftSkills, (2024). Ai Vs. Human Intelligence: Who Is Winning?”. [Online]. Available at https://esoftskills.com/ai-vs-human-intelligence-who-is-winning/#:~:text=AI%20excels%20in%20areas%20such,t%20be%20replicated%20by%20machines. Accessed 28 March 2024.
• Harvard Business Review, (2023). AI Won’t Replace Humans — But Humans With AI Will Replace Humans Without AI. [Online]. Available at: https://hbr.org/2023/08/ai-wont-replace-humans-but-humans-with-ai-will-replace-humans-without-ai. Accessed on 28 March 2024.
• HiSlide, (2023). Artificial Intelligence AI: Pros and Cons. [Online] Available at https://hislide.io/product/artificial-intelligence-ai-pros-and-cons/ Accessed on 28 March 2024.
• Horodyski, P., (2023). Applicants' perception of artificial intelligence in the recruitment process. Computers in Human Behavior Reports, Volume 11, pp. 1-8. [Online] Available at https://www.sciencedirect.com/science/article/pii/S2451958823000362?ssrnid=4359612&dgcid=SSRN_redirect_SD Accessed on 27 March 2024.
• Identity Review, (2023). 8 Trailblazing Companies Leveraging Artificial Intelligence in HRM. [Online]. Available at https://identityreview.com/artificial-intelligence-in-hrm/#:~:text=IBM,time%20HR%20spends%20reviewing%20applications. Accessed on 28 March 2024.
• Jobylon, (2023). How AI is Transforming the World of Recruitment. [Online] Available at https://www.jobylon.com/blog/how-ai-is-transforming-the-world-of-recruitment#:~:text=AI%2Dpowered%20interview%20tools%20use,and%20fit%20for%20the%20role. Accessed on 28 March 2024.
• myHRfuture, (2019). AI in HR - What is the Impact of Artificial Intelligence or AI on HR?. [Online]. Available at: https://www.youtube.com/watch?v=TNi9KV61ir0. Accessed on 28 March 2024.
• Pathak, S., (2023). Preserving the Human Element: The Indispensable Intersection of AI and Humanity. [Online] Available at https://www.linkedin.com/pulse/preserving-human-element-indispensable-intersection-ai-pathak/. Accessed on 27 March 2024.