Artificial Intelligence and the future of Human Resources

Artificial Intelligence in Human Resources

The future of Human Resources with Artificial Intelligence

Artificial Intelligence (AI), sometimes called Machine Intelligence which is demonstrated by machines. In contrast to the natural intelligence which is demonstrated by human and other animals.

Let’s discuss human resources now so that we can relate Artificial Intelligence to Human Resources. Human Resources (HR) are the people who make up the workforce of an organization, business sector, or economy. Likewise, other terms we use sometimes include manpower, talent, labor, personnel or simply people. An HR department that is Human Resources of an organization performs human resource management.

Therefore Artificial Intelligence is a way of making a computer, a computer-controlled robot, or a software think intelligently, in a similar manner the intelligent human think.

There are four ways where we can get to know that Artificial Intelligence has the potential to have an enormous impact on Human Resources:-


Personalization is a word that marketers use every day for the product recommendation.AI is helping to personalize corporate learning, by capturing meaningful employee data relating to a wide range of learning experiences and behavior. It’s not new that people have a very different style of learning. Changing of generations has also changed the way of learning, advanced way of learning.

Workflow Automation

Workflow Automation refers to the design, execution, and automation of processes based on workflow rules where human tasks, data or files are routed between people or system based on predefined business rules. Artificial Intelligence is poised to be a game-changer when it comes to workflow problems.

Improved Recruitment 

Artificial Intelligence can make recruiting easier and quicker. It can improve the recruitment process and help those mundane tasks that no one appreciates. Allowing AI to assist in the recruitment process can give us more time to focus on hiring the right person for the job. Whereas HR is, by its very name, one of the most human-centric industries out there. Whereas human beings are complicated and complex in nature, and it’s very difficult to get base-level data on individual people – -enough to run an analysis on -especially when hiring. Enter predictive analytics using natural language. Still,  the software driving natural language processes and predictive language analysis will help speed up recruitment by allowing you to weed people out faster, and with fewer mistakes.

Better Prediction Models

Artificial Intelligence will get to know about any company almost better than the employee of the company does. Let it be predicting future turnover rates, reduced (or increased) employee engagement levels, concerns about internal employee communications, project completion problems, or any other unexpected hidden issues that would usually take years to surface, artificial intelligence will (most likely) be one step ahead of the human beings. When it comes to cost savings and overall organizational efficiencies, that’s a very good thing that computer can do effectively without any errors. In the case of human beings, it’s not possible to look after so many things at a time. Even if I consider that there is an intelligent person who can do these all together but it’s sure that they will be either confused or end up with wrong outcomes.

The rapid technological change in our work in the world is happening so quickly that a recent World Economic Future of Jobs report estimated that some 65 % of children studying in primary schools today will preferably work in jobs that don’t currently exist. This is because many of those jobs will probably be related to computer learning. So computer learning is given special preferences everywhere.

Therefore, easily we can conclude that Artificial Intelligence is more effective and useful than Human Resources. As we know everything has some advantages than it must have disadvantages. Artificial Intelligence is awakening fear and enthusiasm in equal measures. Some people have likened the advances in AI and few summonses this as the devil as AI might take jobs from humans. This will lead to unemployment. In today’s world, already human beings are suffering from unemployment so again this advancement of AI will again bring to the same problems.

In the future, as humans increasingly work together with Artificial Intelligence, the challenge is for human beings to prove themselves correct and keep the existing jobs for themselves.

The economy of the country is continually being shaken by disruptive forces that will affect both the social and professional life of human beings. The day-to-day work of employees and the tools they use change, also entire organizational processes, such as the way companies find, reward and retain talent changes. The days of Human Resources at present may be numbered. For example- shifts in the role and importance of unions in the business world, employee preferences regarding employers and working model and autonomy of the job, will impact relationships between employees and employers and thus affect Human Resources. At the same time, an increasing degree of process automation has implications for employees’ data security and privacy and also for the level of specialization required of HR employees and investment in the HR department.