|Type of paper:||Essay|
|Categories:||Human Resources Information technologies Artificial intelligence|
It is undoubtedly true that I.T. has had a significant positive impact on the administration of human resources. I.T., including mobile communication, new media, and the internet, has dramatically been a contribution to H.R. in the fulfilling of organizations' personnel policies. Technological evolution has hugely impacted the H.R. department of organizations.it has enabled the organization to better as a whole its core competencies, relevant markets, internal processes, and organizational structure (Unal, & Mete, 2012). Within any organization, technology is an activity significant for the innovation process, thus resulting in greater effectiveness and efficiency of Human Resources. Rosabeth Kanter, a leading management theorist, argued for success and re-births of organizations; it is dependent on innovation (Unal, & Mete, 2012). The innovation would involve the development of new products, taking business risks, and proper management. In the innovation process, then Information and communication technology comes in to impact H.R. management. Given how positively I.T. impacts the administration of human resources, the question would be how then Artificial Intelligence benefits workforce planning in modern organizations.
Artificial Intelligence is a theory and computer systems development that does tasks that need human intelligence. It has proven to enhance productivity, accuracy, and efficiency in organizations. It has improved most Human resource functions like recruiting and talent acquisition, self-service tasks, payroll, reporting, accessing policies, and procedures. However, the argument has always been if it is entirely beneficial. Some have the fear that the growth of A.I. will result in robots and machines, making a replacement to human employees (Marria, 2019). They have the option that in such an evolution in technology, then it is a threat and not a tool to make the workforce better. However, today, modern organizations are seeing the incredible A.I. capabilities, thereby embracing this technology in enhancing human intelligence and gaining real value from their data. Increasing pieces of evidence have shown the importance of these intelligent systems, and various decision-makers have a good understanding of A.I. benefits. According to research done by E.Y. is that organizations accrediting A.I. have shown increased operational efficiency (Stone, Neely, & Lengnick-Hall, 2018). Enterprises now make faster, more informed injunctions leading to the innovation of new services and products.
Businesses are positive that with the A.I. driven shift, more jobs tend to be made and not lost. In the development of innovative technologies, A.I. positively impacts the economy as more jobs are created. It would, therefore, may need skill sets in the implementation of the new systems.AI in the workforce planning today make the decisions other than humans being in the industrial settings, and A.I. takes the customer service and financial institutions roles (Jarrahi, 2018). It is in having automated decisions; positions like approval of loans, identification of financial crimes, or corruption are easily achievable. The organizations greatly benefit as productivity increases due to the automation, thus the generation of more revenue. Every organization has the goal of earning a maximum profit while using less human resources. It is in A.I. technical automation software that multiple tasks management is attained. Some tasks can be put for a replacement like optimization of time when ads are running, A.I. can handle that with minimal human interactions. It also creates workers work much simpler despite it increasing the workplace complexity. In that, the advancement of this technology requires employees to be acquainted with an advanced working system.
A.I. technologies have today transformed workplaces by also creating data visualization abilities with the use of 3D applications. It has, in turn, given much clarity to workplace planning by helping in data analytics. Organizations collected data to attain insights, thus plans for the future. Earlier, the H.R. department had to do much leveraging of the data to track, analyze, or manage. Modern organizations today have A.I. that plays the role of H.R. in supporting data analytics in innovative means. It has also made it possible to validate workers' experience providing data on which employee is more engaged (Geetha, & Bhanu, 2018). The modern organizations have gained new dimensions regarding strategic workforce planning, reducing employee attrition.
Consequently, A.I. has since proven to be a profitable move for most companies in the marketing and production areas. Marketers use A.I. in gathering, analyzing, and storing consumer data, thus helping in anticipation of consumer trends to execute the right strategies to get the right customers.AI in marketing has since brought forth many benefits like changing today's structure of marketing businesses. A study conducted by Smartinsights.com shows 55% of organizations are currently on the verge of implementation or investigating on the A.I (Jarrahi, 2018). It demonstrates companies are today showing more confidence in A.I.
A.I. benefits workspace planning in modern organizations as it has revolutionized most industries. The hiring process is also not an exception, and the A.I. has helped speed the process. However, there are tools like chatbots that assist managers in accessing prospective candidates via multiple channels and talent pools. A.I. makes the most efficient tool H.R. use in the hiring process. The tool offers cloud solutions, language processing, bots, digital assistants, APIs as well as automated machine learning. With all that, it helps the companies' recruitment by finding the best candidate. It shows how A.I. improves both H.R. and employees' productivity (Stone, Neely, & Lengnick-Hall, 2018). It does so by significantly collaborating across the company and offering better predictions of future trends. Together with clear, valuable insights and accurate analytics.AI has enhanced the process of recruitment by improving online applications. Today modern organizations do with ease the applicant tracking from the recruiter database using A.I. It sorts, searches, and analyses smoothly the much word flows, keywords, and data points in the application management (Geetha, & Bhanu, 2018). It helps recruiters make a priority to the many resumes received, speeding up the selection of candidates.
Overall, Artificial Intelligence has proven to have more benefits in the workforce planning of most modern organizations. It is a tool that has changed inside and outside of our workplaces. Thus companies should not focus on the fear linked to automation but embrace this new technology to improve and complement human intelligence. A. I has shown the most substantial potential in raising both the H.R. and employees' productivity by boosting their performances.AI can predict, make analysis, diagnose, and be a capable resource in modern organizations. There are focus areas that have been impacted positively by the use of A.I. in workspace planning. These are; it has created satisfactory workers experience, offered an agile strategy to hire and develop employees. It has also helped in the development of positive responses of customers and prepares new responsibilities for H.R. Gazing into the future all organizations should get their firms tuned in with the A.I. technology, as it brings changes in the workspace planning. It leads to an increase in productivity following the use of A.I., resulting in greater automation to mean more revenue. With the additional money, it is therefore spent to support other jobs in the services sector.
Geetha, R., & Bhanu, S. R. D. (2018). Recruitment through artificial intelligence: A conceptual study. International Journal of Mechanical Engineering and Technology, 9(7), 63-70. Retrieved from: http://www.academia.edu/download/57190371/IJMET_09_07_007.pdf
Jarrahi, M. H. (2018). Artificial intelligence and the future of work: human-AI symbiosis in organizational decision making. Business Horizons, 61(4), 577-586.Retrieved from: http://iranarze.ir/wp-content/uploads/2019/01/E10697-IranArze.pdf
Marria, V. (2019). The future of artificial intelligence in the workplace. Retrieved April, 21, 2019.Retrieved from: https://www.forbes.com/sites/vishalmarria/2019/01/11/the-future-of-artificial-intelligence-in-the-workplace/#818aa5d73d4d
Sheikh, S. A. (2019). ARTIFICIAL INTELLIGENCE BASED CHATBOT FOR HUMAN RESOURCE USING DEEP LEARNING A DISSERTATION (Doctoral dissertation, MANIPAL UNIVERSITY JAIPUR).Retrieved from: https://www.researchgate.net/profile/Salim_Sheikh4/publication/333389243_ARTIFICIAL_INTELLIGENCE_BASED_CHATBOT_FOR_HUMAN_RESOURCE_USING_DEEP_LEARNING_A_DISSERTATION_Submitted_in_partial_fulfilment_of_the_requirements_for_the_award_of_the_degree_of_MASTER_OF_TECHNOLOGY_in_A/links/5ceab24692851c4eabc10cb4/ARTIFICIAL-INTELLIGENCE-BASED-CHATBOT-FOR-HUMAN-RESOURCE-USING-DEEP-LEARNING-A-DISSERTATION-Submitted-in-partial-fulfilment-of-the-requirements-for-the-award-of-the-degree-of-MASTER-OF-TECHNOLOGY-in-A.pdf
Stone, C. B., Neely, A. R., & Lengnick-Hall, M. L. (2018). Human Resource Management in the Digital Age: Big Data, HR Analytics and Artificial Intelligence. In Management and Technological Challenges in the Digital Age (pp. 13-42). CRC Press. Retrieved from: http://dlib.scu.ac.ir/bitstream/Hannan/562053/1/9781498787604.pdf#page=14
Unal, O. F., & Mete, M. (2012, May). The Impact of Information Technology on Human Resource Practices and Competencies. In 3rd International Symposium on Sustainable Development, May. Retrieved from: https://core.ac.uk/download/pdf/153447821.pdf
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