Impact of Artificial Intelligence on Organizational Transformation. Группа авторов
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In the 1980s, tools with large reserves and algorithmic commands have developed, the John Hop field and David Rumlhald implemented the “Deep Learning” method which made the device more independent in terms of independent-learning through previous understanding.
Figure 4.1 describes the year wise progressive evolution of Artificial intelligence is as follows:
Figure 4.1 Evolution of Artificial Intelligence.
Note: Three stages of Artificial Intelligence are three stages is Inference, Knowledge, and Learning period. It describes the various stages of implementation of Artificial Intelligence in previous years. It also shows the evolution of AI in a periodical and systematic manner from simple to complex technology. Source: https://www.researchgate.net/publication/323591839_State-of-the-Art_Mobile_Intelligence_Enabling_Robots_to_Move_Like_Humans_by_Estimating_Mobility_with_Artificial_Intelligence/figures?lo=1.
4.2.1 Phases of Artificial Intelligence
Figure 4.2 describes three phases of AI as follows:
Artificial Narrow Intelligence (ANI): It is the initial stage where there is no power of logical reasoning and problem-solving ability. It covers only one functional area.
Artificial General Intelligence (AGI): Currently, this phase is working which works on more than one functional area with advance features and starts working as human brain means thinking logically with problem-solving skill.
Artificial Super Intelligence (ASI): It is a very advance stage where it works equally as human intelligence.
Figure 4.2 Phases of Artificial Intelligence.
Note: It explains that the changeover gap is shorter during the development of ANI to AGI while longer between II and III phases. The ASI has the intelligence of humans and machines in an equal manner. Source: UBS, https://www.ubs.com/microsites/artificial-intelligence/en/new-dawn.html, 2016.
4.3 Changing Role of Human Resource Professionals
HRM has come a long way from the traditional nomenclature of Personnel Management. HR managers are nowadays viewed as catalytic agents who facilitate organizational work. Previously, companies were not so concern about the welfare, fulfillment, and happiness of their professionals but the focus was on maintaining discipline, punctuality, and wage administration. Lately, the companies realize that the employees are not like machines but they are a vital resource of the organization. Consequently, the focus shifted on attracting and retaining the talented HRs to their organization.
Due to these environmental changes, the role of HR professionals in an organization has become very complex. Therefore, it is logical that they make use of advanced IT tools and techniques such as AI for facilitating their work. Before, the implementation of AI-based technology HR professional should
List out the problems and areas where its requirement is more.
Form a team of significant stakeholders and communicate them the benefit of AI implementation in business areas to solve crucial problems.
Assess the requirement of new jobs and skilled professionals to work with AI-based technology.
Develop a basic understanding of the uses of AI in various phases of the life of an employee.Applicability of AI in the entire area of Human Resources has completely transformed the entire work process of HRM. AI is enough capable to make HR professionals work easy and to reduce their manual workload but it will never be able to replace the HR managers [6].AI is re-shaping and transforming the profession of HRM and it can be introduced in the HR process [7]. The increasing use of AI in the HR profession results in more time being available for HR managers which can be used for motivating and mentoring employees. Now, the HRD becomes more efficient by implementing AI supporting systems in its work area, and therefore, recent technologies are the key to making a workplace less categorized, more open, and more innovative as well. The HRD must align their policies and practices with technology and employees need similarly that the marketing as per customer needs.
On the other side, the HR professional should implement AI to increase the employees’ performance. There are two important functions of HRM where AI can be effectively used:
Recruitment and selection of employees.
Increasing the efficiency of employees.
It is an immense need to have deep knowledge and capability to articulate the influence of AI-based technology on HRM and its practices [8]. Similarly, those who are responsible for HRs must clear the doubts and make workers free from the stress who see AI as an enemy.
All the three systems of AI that are Robotic Process Automation (RPA), ML, and Natural Language Processing (NLP) have proved to be highly successful in HR profession. AI has become the latest buzz word in the global business arena which has completely transformed the HRM profession [9].
4.4 Effect of Artificial Intelligence on Human Resource Profession
In the age of recent innovative technology advancement and development, the modern and fresh In-Technology is AI. It is a progressive level of technology, developed with the aim of better economic growth, high productivity at all levels, and to help humans get over their monotonous task. AI is mainly based on big data and a set of algorithms, analyses, and study and executes the task, as a human would normally do. The interaction between humans and robots signifies as a great challenge for AI [10]. Although, all kinds of work physically performed by humans can be performed by AI-based technology in a similar way but AI lacks emotional intelligence. AI is a catchword, and everywhere, there is talk of innovative technology; it also comes with its pros and cones. AI is radically transforming HRM functions. Figure 4.3 describes the role of AI and Data analytics in various functions of Human resource management. In the future, by applying AI will detect a drastic change in the way of applying the HR practices in the organization [11]. The big challenge is of its usage, application, and its impact on HR to persist and sustain in the competitive environment. AI plays an important role in HRM; it chiefly helps us in productivity management and manpower planning [12]. It is very necessary to understand that the purpose of AI implementation is not to eliminate the HR professionals but the work performed by the HR professionals is going to be more fruitful if assisted by AI. Human interference is constantly required all the time in each area of HR. AI is purposefully not developed for replacing the human being but it directly or indirectly supports and praises the skill, efforts, and talent of HR professionals. World Economic Forum report also explains that 75 million present jobs were loosened due to AI, but simultaneously, it creates 133 million new employments such as AI Trainer and Chief Officer of Moral and Humanitarian where skill and perfection are required. AI is a fundamental part of the Industrial Revolution. There are many difficulties