Questions to your replies are as below:
1) Is Machine Learning and Artificial Intelligence has any impact in HR Domain?
Reply: - Machine Learning (ML) and Artificial Intelligence (AI) will have impact on HR as much on other functions like Finance, Supply Chain, Production etc. There will be shift from human dependence to machine dependence. This will improve the productivity of the organisation.
2) If yes then How the HR professionals can cope with this challenge.
Reply: - It will be difficult to give reply to this question as at this stage the things are in flux and it will not be easy to predict. Nevertheless, the repetitive processes like submission of statutory reports and returns, payroll processing etc will get automated. Another big area of automation will be recruitment. It will save time of HR professionals that is spent on recruitment. On the flip side, recruiters job might be taken over by robots. If robots start measuring the competencies of the working professionals then it will be a good news. It will help us in understanding who stands at what level. This will help us weeding out dead wood. Going further if robots measure the effectiveness of the training, it will give big boost to the productivity of the people as well as of organisation.
I also think the same, operations part like HRMS, Online Attendance System, Leave Management, Payroll Management , Compliance Management , Performance Management. etc will be replaced by Machine Learning. I think that Future HR would acquire skills like Strategic Management, HRBP, Industrial Relationship, Employee Relations. These Functions will stay in the Future.
Looking for your input Mr. Divekar
Thanks & Regards
The HR functions going to be drastically get enhanced revised and get in new inputs. Automation has already taken the big toll of jobs dwindling, artificial intelligence is going to become a new core of learning, and machine learning may fall within the ambit of artificial intelligence. The HR functions have psychological impact in gauging the man power for the desired job success/service success, presumably we make the human factors to surrender to the machinery and production, the other part is selling/marketing, even though advertisement is the greatest achievement in attracting the customer purchase the dwindling job will become a havoc of products stagnated and industrial progress. When productions including the service industries automated the human factors depending heavily on the machines for their selling will put a strain unbelievable for the market. The whole HR is going to face a new trend of managing the human relations with the machines including deviating from automation, it is not a simple question of attendance, behaviour, ethics, payroll, welfare measures, relations between the employees, also, the relations in between the management and the employees, job interviews, managing of the whole automated system, working culture etc., other benefits and welfare measures will also a new trend of managing..
we need a new look with humane touch...
artificial intelligence is going to become core of business in human resource in near future, almost, it is here yet, we have not get proficiency...I give you two examples...
1) Developing an algorithm managing talent of the people in getting the work done without loosing efficiency, time and manpower. Suppose, you want to take the talent of human resource within the time frame how can it be optimally used can be worked out in terms of training given and the relevant factors, it will help you out exactly taking decision in getting finished products in market. Ofcourse, machines automated do the same, the human factors clearly manage and give time frame solution. Now, it is not necessary for you to feel any manipulations, strikes and vital break in getting the things done. You are training the human resource (in particular talent management for a particular job) including design likes by the customers.
2) Recruitment.. basically recruitment differs for each and every category of human in according to the work they are going to perform, we can analyse the data of the people what actually performed by giving mock interview directly applicable to the job. It is the performance the people/human resource going to establish for your requirement. A machine simply do what the human orders, similarly, you can ask a question by saying write on board "What you want?"... every job wanted person certainly write what he wants in lengthy, crispy or brief...yet an intelligent person write exactly "What you want?" on the board. Through our naked eyes the employee is intelligent, yet, we can make him abide to the exact want of the company by giving training without compromising our values to the values of the employee.
We can watch the strange signs of the people interviewed in video and his strength and weakness before getting that person to our service...
A vast subject..needs a lot of personal learning ... best of luck ...Still let we live as humane ....
Gone through the article. It says recruiters needed in recruitment because they help in (a) Personal Interactions (b) Emotional Connection (c) (recruiters act as) Strategic Counsel and (d) Personalization & Customization.
Recruiters may tell honestly their involvement in the above four points except in (a). Most of the big organisation outsource the recruitment. Obviously to reduce the cost of recruitment, if recruitment agencies themselves take initiative and start hiring robots, what recruiters will do? Please note that in the erstwhile era, 8.33%, 12% and 20% was the standard recruitment charges but not any longer. These have come down and recruitment agencies have accepted these willy-nilly. Many companies are ready to work at lower charges on their own. This is happening even with manual operations. With robotisation, clients will expect to hire agency that reduces the recruitment cost still further.
HR's outsources their various HR processes like payroll processing, statutory activities, employee training and recruitment to the outside agencies. Amongst all the recruitment has the highest cost. Therefore, any HR is bound to reduce the cost on this front.
When mobiles were introduced, people often lamented that the telephonic talk reduces the personal touch. Personal networking is irreplaceable. Notwithstanding this negative prognosis, the telecom companies grew leaps and bounds.
When computers were introduced, many persons predicted that what secretary can do that computer can never do. Notwithstanding their argument, many top executives work without secretaries. Not that secretaries have been vanished but they are recruited to assist very top level management professionals.
I agree to your thoughts....going by the article i did not mean that AI will not boom or help companies reducing the cost. it certainly will. But it will not completely replace human intervention is what i was referring to.
as it is said...technology should be enabler.. hence any technology coming with process and productivity improvement will be welcomed by all....sooner or later..
Of course, the article that you have cited help out the areas where AI may be in the stage of development, I am giving here a web address
Ten ways HR tech leaders can make the most of artificial intelligence
where you can find the use of artificial intelligence in training, employee assessment, employee intention, reduce error compliance yet, it is we who have to decide about Artificial Inelligence and its impact. Always humane touch is a must for good governance...