ONLINE ASSIGNMENT

Name : Nirmal Singh

Registration No. : 12000654
Roll No. : RQ2021A05
Section : Q2021
Subject : (MGN206)
Submitted To : Dr. Veer P Gangwar
 Impact Of Artificial Intelligence On Workplace

Introduction
If we look at the history of mankind, our society was changed by the achievement
of human of a new material or element. The world changed when a new
production tool was found. From using stone as the first production tool until
using nuclear element to produce power, the world had been shaped several times.
The next production tool which has the potential to redesign the world one more
time is AI. Mankind are very close to the next generation of society when some
leader organizations in technology like Google, Amazon or Tesla used AI to build
their own production tool.
The term Artificial intelligence known as AI appeared for the first time in 1956
at a small conference at Dartmouth College, New Hampshire (Brighton 2015).
There are many definitions of AI, some are more “intelligent” than the other, here
they are:
• AI is “a branch of computer science dealing with the simulation of intelligen
behaviour in computer.”
• AI is “the capability of a machine to imitate intelligent human behavior.”
• AI is “a computer system able to perform tasks that normally require human
intelligence, such as visual perception, speech recognition, decision-making, and
translation between languages.”

AI is aimed at making machines think like humans but surpassing the way
humans work. It is equipping machines with the capacity to autonomously gather
and process information from their environment to make decisions, solve
problems, and undertake other actions where human reasoning is needed. AI is
increasingly incorporated at work to improve task execution and performance and
it is associated with computer based systems and applications involving, among
other things, machine learning, Soft computing, fuzzy logic system, smart robots
and virtual reality. The human resource management function of an organization
has an important role to play in effectively incorporating AI at work.
Research Objective
 To study the concept of artificial intelligence.
 To study the role of artificial intelligence in human resource management.
 To study the benefits of artificial intelligence in human resource
management.
 To study the challenges of artificial intelligence in human resource
department.

Literature Review
 Bhushan Kapoor (2010)
Researcher has examine the role of business intelligence and its use for
human resource management. In this research article, a researcher
investigated the leading business intelligence vendor to look into the
business intelligence and data analytics features incorporated in human
resource management modules.

 Jain (2018)
The research paper identified the role of artificial intelligence in human
resource management. The researcher has quoted that most of the
companies has been adopting modern technology in various HR process
like recruitment process, performance appraisal process, cloud-based HR
systems.

 S. Dirican, (2015)
A researcher in his research paper, title “The Impact of Robotics,
Artificial Intelligence on Business and Economics” has studied that use
of Robotics and Artificial intelligence in business may have negative
impact on the overall functions of an organization like production,
performance management, sale, strategic planning, customer relationship
management, banking system, coaching, training, taxes etc.

 Buzko, et al., (2016)

In paper title, Artificial Intelligence technologies in human resource
development. The researchers, ponder on hurdles of AI technologies in
human resource area where authors noted that AI not able to identify the
effectiveness of training costs. In the research paper authors noted that
artificial intelligence technologies facilitate the prompt analysis of data
by human.
 Frey and Osborne (2017)
They make two key observations. First, they argue that jobs involving
human interaction, such as political and managerial occupations, will
remain under human control, which justifies the fact that current
research are predominantly under the social sciences domain (Figure 4);
Second, highly specialized/technical and scientific competencies will be
enhanced by humans with skills to keep machines operational, justifying
the research developments in areas such as engineering and computer
science.

 Amla & Malhotra (2017)

The researcher (Amla & Malhotra, 2017) in his paper defined that only
40 percentages of companies and industries are using artificial
intelligence. Organizations like SAT, Facebook, GE are using digital
technologies in screening, interview, and identify the new talent for the
recruitment process in an organizational. Through AI recruitment
manager can examine the application and candidate can get quick
response. Chat box system or automated answering machine plays
essential role to solve the quires and problems regarding the process of
recruitment in an organization

 R & D (2018)
The research paper title, Recruitment through artificial intelligence: A
Conceptual Study. The researchers has narrated the role of AI in
recruitment where artificial intelligence is played integral roll in
recruitment process. Artificial intelligence helps in screening the
candidates, auto-generated messages to candidates, employee’s
relations, scheduling the interviews etc.

 Jarrahi (2018)
In his researcher paper title, Artificial Intelligence and the Future of
work: Human- AI Symbiosis in Organizational Decision Making. The
researcher papers talked about the usefulness of AI for human. Artificial
intelligence has been supporting in decision making, dealing with
uncertainty, and especially equivocality of decision-making in an
organization. Still in an industry the role of human is essential and
technologies have to depend on human when subconscious decisions are
essential to evaluate and facilitate the outcomes of decisions.
  Rathi (2018).
Nowadays, AI is being used to reduce the favoritism and will help to
increase the transparency at workplace. In such a way organization can
able to select the resume. AI applications can be used to analyze job
descriptions

 Riebli (2018)
Now a days, computers and digital technology can do the behind the
scenes role in industry. Through computers and modern technology
industries can able to manage data analysis and provide real-time
feedback during training, alteration of course of actions based on
progress and responses which industries got.

Research Methodology
The research study is using the descriptive research design. In the research study
the researcher has used secondary data. The secondary data has been collected
from research papers, published materials, online websites, HR blogs, and
survey reports published by various research organizations.

At present, there is an increasing demand for the convergence of AI and IoT to

tackle programming issues in both scientific and engineering applications, such
as high-performance data processing and analysis for intelligent decision-
making of large-scale complex systems, and lightweight machine learning-
based solutions in IoT-driven applications. Novel methods, models, algorithms,
and tools are considered worth further research to improve AI and IoT driven
solutions in terms of efficiency, scalability, security, and resilience, which
significantly benefits the scientific and engineering programming community.

This Special Issue will focus on state-of-the-art research efforts and new
perspectives in scientific and engineering computing driven by the convergence
of AI and IoT, with particular focus on scientific innovations in methodologies,
approaches, and algorithms to enable the efficient, sustainable, and secure
operation of complex systems, such as smart grids, or transportation systems.
This Special Issue can serve as a forum for researchers and professionals to
explore and develop knowledge and insights into AI and IoT driven applications
in various domains.
References
 Amla, M., & Malhotra, P. M. (2017). Digital Transformation in HR. International
Journal of Interdisciplinary and Multidisciplinary Studies (IJIMS), 4(3), 536-544.
Retrieved from http://www.ijims.com
 Buzko, I., Dyachenko, Y., Petrova, M., Nenkov, N., Tuleninova, D., & Koeva, K.
(2016). Artificial Intelligence technologies in human resource development.
COMPUTER MODELLING & NEW TECHNOLOGIES, 26-29.
 Dirican, C. (2015). The Impacts of Robotics, Artificial Intelligence On Business and
Economics. Procedia - Social and Behavioral Sciences, 564-573.
 Duchessi, P., O'Keefe, R., & O'Leary, D. (1993). A Research Perspective: Artificial
Intelligence Management and Organizations. INTELLIGENT SYSTEMS IN
ACCOUNTING, FINANCE AND MANAGEMENT, 151-159.
 HRPA. (n.d.). A NEW AGE OF OPPORTUNITIES : WHAT DOES ARTIFICIAL
INTELLIGENCE MEAN FOR HR PROFESSIONALS? Toronto: Human resource
professional association .
 Jain, D. S. (2018, March). Human Resource Management and Artificial Intelligence.
International Journal of Management and Social Sciences Research (IJMSSR), 7(3),
56-59.
 Jain, S. (2017). IS ARTIFICIAL INTELLIGENCE –THE NEXT BIG THING IN
HR ? International Conference on Innovation Research in Scinece, Techonology and
Management (pp. 220-224). Rajasthan : Modi Intitute of Management &
Technology .
 Jarrahi, M. H. (2018). Artificial Intelligence and the Future of Work: Human-AI
Symbiosis in Organizational Decision Making. Business Horizons, 61(4), 1-10.
doi:10.1016/j.bushor.2018.03.007
 Kapoor, B. (2010, December). Business Intelligence and Its Use for Human
Resource Management. The Journal of Human Resource and Adult Learning, 6(2),
21-30.
 Merlin.P, R., & Jayam.R. (2018). Artificial Intelligence in Human Resource
Management. International Journal of Pure and Applied Mathematics, 119(14),
1891-1895. Retrieved from http://www.acadpubl.eu/hub/
 Murgai, D. A. (2018). Role of Artificial Intelligence in Transformint Role of
Artificial Intelligence in Transforming. International Journal of Trend in Scientific
Research and Development (IJTSRD) , 2(3), 877-881. Retrieved from
www.ijtsrd.com
 R, G., & D, B. S. (2018, July). RECRUITMENT THROUGH ARTIFICIAL
NTELLIGENCE: A CONCEPTUAL STUDY. International Journal of Mechanical
Engineering and Technology (IJMET), 9(7), 63-70. Retrieved from
http://www.iaeme.com/ijmet/issues.asp?JType=IJMET&VType=9&IType=7
Filename: MGM
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