Abstract:
Technological innovations are unending and
have impacted almost all, in every aspect of life over the past few
decades. One such technological innovation which is capable of
revolutionising the world, the most spoken, discussed and
implemented in many fields is artificial intelligence. Artificial
intelligence (AI) is software which can think intelligently, similar
to how an intelligent human thinks. Based on few studies AI is
organized into four categories such as, it’s a system that thinks
like a human (Haugeland, 1985; Bellman, 1978), think rationally
(Charnaik and McDermott, 1985; Winston, 1992), act like a
human (Kurzweil, 1990; Rich and Knight, 1991) and act
rationally (Schalkoff, 1990; Luger and Stubblefield, 1993). As
stated by Bersin (2018) AI is now popping in most of the
software’s,and it is integratedinto many of the business functions.
One such business function wasthe integration of AI is taking
place at a faster pace is Human Resources (HR), concerning
various HR functions such as hiring process, onboarding,
training to mention a few. Integrating AI in HR does not mean
that AI would completely take over the role of HR
managersrather this will help the HR’s to focus on more strategic
work and less focus on repetitive and low-value add tasks. Hence
without a doubt, there is a more nuanced picture of the way in
which AI would help to streamline and reshape the HR functions
for better efficiency and agility. This paper focuses on qualitative
research and aims to explain how AI has been integrated into
different functions of HR and its impact towards the
organisations, employees and HRs.
