Page 165 - IMDR JOURNAL 2023-24

IMDR’s Journal of Management Development & Research 2023-24

• Data overload and decision fatigue: HR teams are inundated with data, making it hard to extract
valuable insights and make informed decisions.

The rapidly evolving research of artificial intelligence (Al) has the potential to completely change human
resources. AI algorithms can analyse vast data sets, identify patterns, and automate tasks, offering a solution

to many of the challenges faced by HR departments. This research paper aims to explore the way AI is

impacting different areas of HR administration, specifically:

• Recruitment and selection: How can AI streamline candidate sourcing, screening, and assessment,
leading to better hiring decisions?

• Training and development: Can AI personalize learning experiences and recommend relevant skills

development for employees?
• Performance management: How can AI provide data-driven insights into employee performance

and improve feedback mechanisms?

• Employee engagement: Can AI analyze employee sentiment and predict potential turnover, enabling

proactive retention strategies?

By understanding the potential of AI in these areas, this research paper hopes to contribute to the advancement

of HR practices and help organizations build a more efficient, effective, and engaging workplace.

Literature review

The development of human-like intellect that is able to learn, reason, plan, perceive, and understand natural
language is known as artificial intelligence (AI). It highlights the rapid advancements in automation, robotics,

and AI, impacting job availability and work organization. The role of AI is explored through three levels:
Assisted Intelligence, which automates tasks; Augmented Intelligence, enabling collaboration between

humans and machines; and Autonomous Intelligence, representing machines that act independently. Examples

include GPS navigation, car ride-sharing algorithms, and the potential for self-driving vehicles. The
emergence of data science and governance, along with ethical considerations, becomes crucial in the era of

AI. (Dr. RA Rathi, 2018)

The Fourth Industrial Revolution has made a dynamic approach to human resource management (HRM)

necessary since HRM is essential to maximizing organizational performance through efficient use of

employment. HR managers face the formidable challenge of recruiting qualified individuals with the requisite
skill sets, aligning job specifications with organizational goals. Edwin B. Flippo defines recruitment as the

process of identifying candidates and motivating them to apply for jobs within the organization. Emphasizes
the role of HR managers in leveraging individuals to achieve organizational objectives through both internal

and external recruitment methods. Finnegan underscores the significance of placing the right people in the