“Artificial Intelligence in Human Resource”

Arcilla, Janina C.
Human Resource Department/ Polytechnic University of the Philippines, jaxarcilla@gmail.com
Delfinado, Abigael B.
Human Resource Department/ Polytechnic University of the Philippines, abigael.bdelfinado@gmail.com
Fulgencio, Jim Carlo L.
Human Resource Department/ Polytechnic University of the Philippines, jimcarlofulgencio542@gmail.com
Gonzaga, Ma. Katrinalyn M.
Human Resource Department/ Polytechnic University of the Philippines, katrinalyngonzaga279@gmail.com
Paule, Trixie S.
Human Resource Department/ Polytechnic University of the Philippines, iamtrixie1995@gmail.com

INTRODUCTION

Artificial Intelligence (AI) is the ability of a digital computer or a computer-controlled robot to perform tasks commonly
associated with intelligent beings. The term is frequently applied to the project of developing systems endowed with the
intellectual processes characteristics of humans, such as the ability to reason, or learns from past experience.

Artificial Intelligence (AI) alludes to innovation used to complete an undertaking that requires some degree of knowledge to
achieve — at the end of the day, an instrument prepared to do what a human can do. For what reason is AI unique in relation to
customary programming? Three center segments — rapid calculation, a colossal measure of value information and propelled
calculations separate AI from customary programming. Center AI advancements give better precision and security to regular
procedures utilizing a calculation that associates quality information with quick calculation administrations.

Artificial intelligence advancements offer critical chances to improve HR capacities, for example, self-administration exchanges,
selecting and ability securing, finance, announcing, get to approaches and strategies. We are living in a time in which AI abilities
are arriving at new statures and majorly affect how we work our business. HR administrators have confidence that consolidating
AI into HR organization capacities will profit and improve the general worker experience. This will give greater limit, additional
time and spending plan, and increasingly precise data for conclusive individuals the board.

Humans and learning machines are working together to produce an ever-increasing amount of HR data in the cloud, and the use
of artificial intelligence analyses offer better insight into how to execute and operate. The success of any organization depends on
how effectively it combines people, process and technology intelligently to deliver transformational value at optimized cost. AI
will help to efficiently automate many back-office functions for reliable HR transactions and service delivery. This document is
focused on conversational AI capabilities for HR transactions and provides insight about intelligent automation via the
technology-agnostic chat bot. Beyond the novel benefits of AI, we show how this innovative technology can be the best way to
integrate and automate HR transactions in a secure manner.

[1] According to M. Larson; Artificial intelligence has demonstrated gigantic potential for taking care of HR issues, including;
dealing with administration tickets, delivering reports, and guaranteeing information is put away and scattered precisely without
requiring human intercession. As per PWC inquire about, 40 percent of the HR-capacities in global organizations are presently
utilizing AI-applications in some structure. A large portion of them are still US-based, with European and Asian associations
trailing behind. Be that as it may, there are confinements. It is broadly concurred that there are a few things AI can't supplant, for
example, human imagination, passionate knowledge, and compassion, to give some examples. It's intriguing to take note of that
the range of excitement for new HR innovations intently pursues the innovation reception lifecycle; early adopters completely
grasp AI and all that it brings to the table, and afterward there are cynics who are increasingly wary about it.

Confinements of AI in HR

In the HR range, there is one thing that once in a while gets the consideration and thought that other HR capacities do: the
capacity to, and the significance of, precisely paying somebody. Understanding this procedure is urgent given the progressions
normally occurring from a consistence and guideline viewpoint, yet additionally as a result of its confidence and representative
fulfillment suggestions; nobody needs to be paid incorrectly, or not paid by any means. Find the four key standards of overseeing
finance utilizing your HRMS with our free guide What befalls worker assurance when things turn out badly? In an ongoing case
of AI turned out badly, a worker was terminated by an AI driven procedure and it took a long time to determine. Meanwhile, the
representative went unpaid and in the long run left the organization because of the sentiments made during this procedure. There
should be speedy revision and correspondence with workers when the procedure neglects to convey the planned outcome to keep
away from negative results. Bits of exact compensation can and ought to be computerized, yet the procedure still requires human
confirmation and endorsement. Exact compensation and representative information likewise become the premise of the
guidelines for AI driven business process robotization. HR experts have a lot of new devices and innovation readily available.
The objective of any of these advances is to free up HR and Payroll experts from excess and monotonous assignments so they can
concentrate on increasingly key ones. There is more work for HR and Payroll than any time in recent memory: consistence and
guideline laws are continually advancing, and increments in unforeseen and provisional laborers interim following and finance
needs are increasingly confused as well, potentially requiring cross outskirt installments relying upon where contractual workers
live. The apparatuses do help, however nitty gritty, precise information is required to understand their full advantage, including
producing reports, and investigation. The facts demonstrate that AI is very useful for tedious assignments. Simulated intelligence
driven procedures can supplant laborers doing standard, deliberate assignments, which betters use a human's capacity for critical
thinking, initiative, enthusiastic insight, compassion, and imagination. In numerous associations, there is still improvement to be
made in precisely paying and viably overseeing worker records just as the general business experience. Man-made intelligence is
in its beginning times in associations and still requires cautious survey to ensure that workers still feel associated with the
association and their needs are met when procedures are mechanized. None of us need our truly important (and hard to enroll)
workforce to leave the association in view of awful emotions or slip-ups made by AI while;

[2] According to Ernst & Young (EY), Artificial intelligence can be successfully woven into a worker's onboarding program.
New representatives who might need to associate with others and get progressively institutional data may not realize where to go.
Conversational AI for the HR framework will reply new representatives' most squeezing inquiries to help get them up to speed
quick. Finding the correct data, with lower costs, in less time and in a safe way gathers speed bit by bit, starting with the
enrollment procedure. From that point, AI can be viably woven into a representative's onboarding program.

Computer based intelligence-based HR applications can possibly raise representative efficiency and help HR experts become
proficient advisors that lift worker execution. HR applications enabled by AI have a capacity to break down, foresee, analyze and
become all the more dominant and competent assets.
Man-made intelligence innovations offer huge chances to improve HR capacities, for example, self-administration exchanges,
enrolling and ability obtaining, finance, detailing, get to approaches and strategies.

The key objectives of this research paper are to emphasize the impact of AI technology in finding and selecting the best candidate
for the job. The researchers wanted to know the effects of AI technology when applied in HR industry.

[3] According to Sarah Smart, “By using artificial intelligence to source, screen and interview candidates, we have increased our
speed to hire by 85%. We have also experienced other business benefits; such as increasing the diversity of our talent pool and
enabling our recruiters to identify a high performing candidate faster. Having started our journey using AI in 2014, we see future
use cases for AI include improving new hire onboarding and providing internal talent mobility for Hilton employees."

RESEARCH METHODOLOGY

Research Design

An explanatory research approach was used for this study, wherein its main focus is intended to explain, rather than simply to
describe, and reveal a target respondent's way of behavior and the perception that triggers it within a specific range of topics. The
researchers used this kind of research to analyze how useful Artificial Intelligence to Human Resource is. An interpretation for
this type of research would be gathered not only by observation, but also from the collection of the human's main experiences.

Population, Sample Size, and Sampling Technique

The researchers will look for respondents who are available at a given time. Out of, the researchers will only need to reach at
least 5 - 8 respondents. Participants will be recruited through formal invitation letter requesting them to respond to a question
semi-structured interview that would take approximately one or more than an hour. The identity of the respondents of the
interview would be confidential. Researchers would want to impart to the respondents that they can speak freely.

The researchers used the purposive sampling method because of the large population of the Senior High School students. The
researchers will choose only Human Resource Employees from companies and Universities, and whoever meet the criteria for
this study will be chosen.

Description of Respondents

Respondents were selected through the following criteria set by the researchers. The respondent must be Human Resource
Employees who are currently working in a company. Aside from those criteria, it is also a must that they have knowledge or
information about Artificial Intelligence (AI)

Instrumentation

Primary source of data will be gathered from the interview that has been conducted by the researchers. The researcher decided
that the questionnaire is semi-structured to be able to know what really their answer is and to focus on the research itself.
Secondary source of data would be coming from the review of the related literature that has been gathered from books and
website's articles. It had 6 questions that were broken down into the following specific areas:

Question number 1 is their demographic profile, Question number 2-6 will be focus on the main topic of the research.

Data-Gathering Procedure

The data for this research were collected using an interview.

The researchers will personally interview and some were interviewed online via chat on Facebook Messenger. The Interview was
comprised of 6 questions, which were related to the participant’s perception regarding Artificial Intelligence.

The researchers understood that people’s consciousness may also affect their honesty and effectiveness in answering the
questions, and so, the researchers gave people the option of being anonymous.

There were no incentives offered for participating in the research. Next, the researchers planned the questions that they would be
asking to the interview. The reasons for the study were explained to the respondents, they were guided suitably for an effective
completion of the questionnaire. They were also assured of the confidentiality of their responses.

INTERVIEW QUESTIONS

1. What do you know about artificial intelligence?

2. Would you consider yourself to be someone who enjoys technology and all of its uses? Why?
3. How would you feel about having an artificial intelligence implemented into your workplace?
4. Do you think artificial intelligence will be dangerous to our industry? Why?
5. Would you feel more comfortable if you had some control over your AI technology? Why?
6. Does artificial intelligence would increase productivity? Why?

Data Interpretation Procedure

The data that will be gathered from personal interviews will then be collected and analyzed through voice recording, and the
Human Resource Employee that were interviewed on Facebook Messenger will be analyzed through online chat. Content
analysis will be used to analyze the data which was gathered from personal interviews. According to Moore & McCabe (2007),
this is the type of research whereby data gathered is categorized in themes and sub-themes, so as to be able to be comparable. In
addition, content analysis allows the researchers to recover and examine the respondent’s answer. However, “human error is
highly involved in content analysis, since there is the risk for researchers to misinterpret the data gathered, thereby generating
false and unreliable conclusions”. (Krippendorff & Bock, 2008).
REFERENCES

[1] M. Larson, Artificial Intelligence: The Advantages and Disadvantages, https://www.arrkgroup.com/thought-

leadership/artificial-intelligence-the-advantages-and-disadvantages/

[2] Ernst & Young (EY), The new age: artificial intelligence for human resource opportunities and functions,
https://www.ey.com/Publication/vwLUAssets/EY-the-new-age-artificial-intelligence-for-human-resource-opportunities-and-
functions/$FILE/EY-the-new-age-artificial-intelligence-for-human-resource-opportunities-and-functions.pdf

[3] Sarah Smart, Ten HR Trends In The Age Of Artificial Intelligence,

https://www.forbes.com/sites/jeannemeister/2019/01/08/ten-hr-trends-in-the-age-of-artificial-intelligence/?
fbclid=IwAR3mK2B8EZ1aNMiUnquHMQ5O2GdmPhFuch6Ben1hm4cLyH46B5dyo91UbGg#5646f37d3219