Artificial Intelligence, or AI, has steadily become one of the most complex and widely-used phenomena of the twenty-first century. Gone are the days when the extent of AI was only up to punching in commands and letting a computer execute a detailed program. Now there is a whole new universe where you can create a painting to rival Picasso with a few simple commands. Since it is fast permeating all aspects of personal and professional lives, AI has also ventured into the realm of Human Resource Management System.
Recently, a technological boom has led to HRMS using AI more and more to manage its myriad tasks. The benefits are almost immediate and can be seen by one and all. The process is more streamlined now, and the costs have decreased drastically. Productivity has increased to a great extent. Also, it takes care of most of the needs of the organization so efficiently that human minds can be put to work elsewhere.
All in all, it is a win-win situation. Or so it seems. There is more than meets the eye in this new and exciting world of Artificial intelligence.
The Visible Highs and Lows
First of all, I do not intend to create distrust or antipathy regarding AI in the minds of those reading. In the HR department, it is a godsend. Plenty of mundane tasks, like going through the individual profiles of every person who applied for a post, are taken care of instantly. As mentioned above, it leaves the HR team to focus on essential work like employee management and recruitment marketing. The AI performs the crucial but onerous task of checking the employee’s skill mapping and job fitment. It even maintains a database of names and profiles, active statutes and paychecks, among many other things. So as you can see, it is more of a blessing for which people give it credit.
But there is a downside to every new technological marvel in the world. For all its prowess and skill, AI is far from a flawless invention. Be aware of the most important thing:- it still requires a human mind to punch in the orders before it can execute them. As such, it is often prone to errors and malfunctions. Also, imagine working in an environment where most of your dealings with the employers are handled via a machine that has little in the way of emotions. Infrequent and erratic human interaction in a workplace can eventually leave you feeling detached from the job itself. I call you what it means for an organization if the employees are satisfied. It is an essential factor in the contemporary era. If the workers are not happy with the working conditions, they will eventually either leave the place or productivity will decline so much it cannot be salvaged again.
Conclusion
AI also has a downright ugly side that few users want to discuss. Errors in misrepresenting data can lead to a string of errors for which, eventually, nobody is to blame except the person who programmed it. Also, since we are talking about the HR department, you will also have to deal with learned bias in selecting candidates for a particular job. Qualified, diverse candidates will be eliminated on the basis of parameters that the programmer set earlier. Being programmed to choose a certain kind of candidate means somewhere down the line, the AI will learn bias unintentionally.
Also, sensitive information like passwords and employee details can be easily hacked and stolen if they are not protected regularly. AI is just a tool, remember? This brings me to my last point. There are certainly two benefits of using AI in HRMS solutions for every pitfall. However, you have to keep yourself updated on every facet of the emerging technology before letting it completely take over an aspect of the department. And always keep in mind, in some cases, people simply demand the human touch. With the right approach, you can integrate AI into the HRMS software and create a healthy, hybrid model that benefits one and all. After all, you need organic matter to drive inorganic matter in the end.
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