Assignment no.

01
Course Name: HRM - Human Resources Management
Course Code: SPM6003A
Faculty In Charge: Dr. Dhanashree Tharkude

NAME Roll No. PRN No.

Akanksha Kulkarni 21MBA150 1062212072

Mrunal Vasal 21MBA171 1062212238

Priyanka Parmar 21MBA192 1062212251

Akash Gaikwad 21MBA182 1062212106

Sanket Ganore 21MBA 1062212116

Subodh Kamble 21MBA084 1062211826

Sakshi Rathod 21MBA175 1062212239

 ASSIGNMENT 01: CHALLENGES OF ARTIFICIAL
INTELLIGENCE AND HR FUNCTIONS

Understanding AI and the challenges it creates in HR Management

Artificial intelligence (AI) has been changing our lives for decades, but today its
presence is bigger than ever before. Sometimes, we don’t even realize it when a new
AI-powered system, tool, or product appears and outperforms us, humans. In fact, AI
is affecting human life on all kinds of levels varying from levels of work life. There is
a substantial gap between the promise and reality of artificial intelligence (AI) in
Human resource (HR) management.
Keeping in mind the rapidly transforming technology and more important employee
wellness program. Artificial Intelligence is expected to change the future of the
workplace. Adapting AI for employees has a lot of scope to change the entire
organisational environment. Employee wellness program with AI, specially managing
mental health of their labours and employees at the organisation, is arguably.
With the modernization, organisations are now aware that the mental health of their
employee experiences are more important. Many studies have also shown that
employees now consider their future job based on their employee experience and that
a positive wellness work culture.

1. Augmentation and Amplification of Human function and Capabilities:

Augment is a medium-term benefit and amplify is a long-term benefit in applying AI
in the organisation. Activities like self - directed learning, better predictions, and
interactions with humans, decision-making, Autonomous work, boost human
activities. Firstly, Self – directed learning Skills in HR management involve the ability
to manage learning tasks without having them directed by others. Self – directed
learning helps employees leverage their strengths. Whereas now in AI Self – learning
systems are artificial agents able to acquire and renew knowledge over the time by
themselves, without hard coding. These are adaptive systems whose function improve
by a learning process based on the method trial and error. Secondly, HR can do the
better predictions when it comes to take decisions as AI can only predict on calculated
work and calculations. Thirdly, the ability to interact in a healthy manner with humans
or employees and to built strong relationships and boosting human activities go hand
in hand, from the perspective of HR’s it involves the process of creating systems and
communication channels to enable group employee relationship as well as one to one
relationship. As of in AI – assisted human interaction is the application of predictive
models based on profiles and interaction history in current state Sophia the robot is a
great example for the human interaction model. Whereas there would definitely be a
lack of emotional attachment between humans and robots. AI cannot currently monitor
or evaluate human emotion, and it can’t account for how emotion effects human
behaviour. AI also cannot account for personalities and how emotion can affect teams
in the organisation.

2. AI lacks Ethical Responsibility:

Ethical responsibility is key for HR teams today, especially when it comes to hiring
minorities, and taking actions. AI lacks the ethical responsibility that HR need to
uphold, and AI can unknowingly become biased. AI technology “learns” from the
algorithms that it processes. If AI’s machine learning process is programmed by a
human, it can take on the biases of its programmer, the technology can be held
accountable for the bias, so HR leaders and the HR team need to take on ethical
responsibility. On another ethical note, if AI can replace a certain number of workers
at a company or organisation, HR might face the challenging activities. AI might save
a company or organisations money, but replacing employees with technology can be a
touchy ethical dilemma.

3. Human capital management:

• HR can boost employee productivity by encouraging them where AI can’t
interact. Even this encouragement will help organization to get quality work.
• HR can help employee map out their strength and weaknesses to achieve their
further goals.
• As a human HR can judge employees by their personality and able to see the
confidence in person.
• As finding and recruiting top-notch talent comes under HR responsibility
Afterward, employees need to be followed up, natured, which cannot be done
by AI.
• In the era of cyber hacker AI can be get hacked easily and there is a risk of
losing sensitive data.
4. Expectations vs Reality
Doing monotonous and everyday activities like paperwork, scheduling, accounting can
affect a person’s creativity and mood. Using cognitive and interactive systems such as
Artificial Intelligence can save much of the person’s time by automating these
repetitive tasks. Although Big Tech Giants can afford installing these systems in their
organizations, small scale organizations cannot afford such costly technologies.

Daily Tasks
100
80
60
40
20
0

Average Percentage

5. Adoption and Strategy

From these analyses we can infer that the jobs which includes physical work, such as
janitors, workers and building and ground cleaners are likely to face a significant
impact on their activities as a result of AI and automation. Also, in a developing
country like India, the jobs such as clerks, and administrative assistants which require
slightly under educated people, installing these systems can be a threat to their jobs as
well because learning new skills and technologies can be challenge for them. Doctors
and professionals like engineers and business specialists, on the other hand, are less
likely to experience as much of an impact.
6. Employee Accountability and Acceptability
Using AI in the organisation proposes practical responses to these challenges based on
three principles
• Casual reasoning
Causality is what let us make predictions about the future, explain the past, and
intervene to change outcomes. Whereas casual inference relies on casual
assumptions.
Example: Once predicted that there will be so many systems and applications to
ease the work of humans. Currently used Biometric attendance system was once
predicted and came to life, in order to ease the work by saving time, more
security and accurate calculations during payrolls and incentives.

• Randomization and Experiments (Experimenting)

Randomization in an experiment means random assignment of treatments. This
way we can eliminate any possible biases that may arise in the experiment.
Example: Biometric attendance system was invented to get rid of paper-based
monitoring where biometric attendance system helped to eliminate the use of
paper-based attendance tracking and erroneous calculations.

• Employee contribution
Employees can contribute by adapting the technology and system with an open
mind and by using it with accurately. HR professionals need to make sure
everyone is supported.
This would be both economically efficient and socially appropriate for using Data
Science or AI in the management of employees.
 HR Interaction and Survey (1)

1. Sir, please tell us about your profile and the same will be mentioned by us in
our Assignment.
Ans – Hi, I am Vinod Sonawane, Working as Associate director of HR at Flipkart
and feel honour to contribute some corporate level information with you for your
assignment works only. Let’s, start our conversation with your questions.

2. In EHS (Environment, Health and Safety) function, How AI can be

implemented and what are the effects?
Ans – AI can be used in Water filters and eatery machines like chips and Biscuits
on each floor on the organization with easy access to everyone and its better
looking towards safety factor due to today’s scenario of Covid as there will be
physical contact if employees use canteen services. To avoid this situation, these
facilities are made and everyone uses this and this had a good and positive impact.

3. What are the impacts of Biometric attendance, Is it beneficial at all time or not?
Ans – You can find Biometric attendance system everywhere in corporate world.
It’s very useful as it records everyone’s attendance automatically using their
thumb prints, otherwise it will be very hectic to mark everyone’s attendance for
HR. But sometimes, Employee forgets to punch his attendance if he is in hurry or
bit late or if he is on time but forgets to punch and do it afterwards, Then
Biometric sensor will mark him for late or half day and this is the disadvantage
of this system. In this case he is supposed to mail to HR or inform his line manager
and the intervention of HR is must in this case. So here, we can understand that,
HR will face challenge as AI system is failed to mark attendance and HR will
cross check with employees’ line manager and sometimes maybe he can approach
for camera recordings to see if he is telling truth or not.
In some of the highly secured Government agencies or at point where data
security is most important, there they use Eye scanner or Palm scanner as for
attendance, but this costs more and thus almost 95% of corporates uses Biometric
fingerprint sensor for attendance.
4. Is there any function of AI in Industrial Relations function of HR?
Ans – No AI system can be used here for the industrial relations. As it is totally
based on friendly relation, Emotions which the AI system cannot understand and
the physical presence is must.

5. How and where AI system can be used in other functions?

Ans – See, there is no such advancement of AI in HR field excluding Recruitment
section and as discussed before. HR is one of the important parts of the
organization and his presence is very important rather than using AI systems in
most of the HR functions. AI can be effectively used in other parts of
Organization, For ex. In Operations AI can be used effectively.

HR Interaction and Survey (2)

Speaker Name: Nishanthni

Designation: HR from NVIDIA
Question: As a HR have you ever faced any challenges of AI? It is positive or
negative?
Answer: Well, I have a positive experience though! At the time of pandemic Our
organisation made a little change in attendance software When people were
working from home Software used to ask them health related questions daily like
1. Are you having any covid symptoms?
2. Are you able to work from home?
3. Do you face any challenges while working?

Like this we used to interact with the employees whoever face this kind of
challenges like this AI helps us to get know about employee’s mental health and
Physical health as well.
 References

• https://www.entrepreneur.com/article/382304
• www.shrm.org
• https://www.google.com/url?sa=t&source=web&rct=j&url=https://www.northe
astern.edu/graduate/blog/artificial-intelligence-in-human-resource-
management/&ved=2ahUKEwimj7rKnaz0AhVzIbcAHavSAFsQFnoECBAQA
Q&usg=AOvVaw0_y6glyd5trkF4o61a6DKz
• https://www.hrtechnologist.com/articles/ai-in-hr/ai-is-transforming-hr-
departments-pros-and-cons/
• https://www.internationalconference.in/XXI_AIC/TS5E/MsRichaVerma.pdf