ARTIFICIAL INTELLIGENCE
CHANDRA SHEKHAR AZAD UNIVERSITY OF AGRICULTURE
AND TECHNOLOGY KANPUR
Submitted by: Submitted to:
SAURABH BAJPAI Prof. Vijay Kumar Yadav
(HOD)
CA-11674/2020 AGRIBUSINESS DEPARTMENT
CONTENTS
1. ABSTRACT
2. INTRODUCTION
3. INFLUENCE OF ARTIFICIAL INTELLIGENCE
4. ARTIFICIAL INTELLIGENCE RESURGENCE
5. THE INTERSECTION OF ARTIFICIAL INTELLIGENCE AND
HUMAN RESOURCE MANAGEMENT
6. ARTIFICIAL INTELLIGENCE THE NEW RACE OF
WORKFORCE
7. FUNCTION OF HUMAN RESOURCE IN THE WORLD OF
ARTIFICIAL INTELLIGENCE
8. CONCLUSION
9. REFERENCES
ABSTRACT
1. In general Human resource managers widely have a perception
that Artificial intelligence systems will replace Human Resource
managers shortly
2. But in reality Artificial intelligence does simplifies their job by
automating repeated tasks and providing valuable insights
without any cognitive biases.
INTRODUCTION
1. Next generation digital
technologies like machine
learning (ML) and artificial
intelligence (AI)are creating a
new wave of transformation in
Business.
2. In particular, IDC predicts
artificial intelligence to grow
from $8 billion in 2016 to $47
billion by 2020 changing the face
of business practices almost in
every industry and niches
INFLUENCE OF ARTIFICIAL
INTELLIGENCE
1. The influence of AI is expanding to a greater extent in human
resource management. It starts from the recruitment process to
exit process of an employee that includes training, engagement,
perks, records, and so forth.
2. A few of the influences are highlighted here. ➢ Personalized
experience The influence of AI is more felt in the talent acquisition
processes like screening of prospective candidates, recording and
maintaining the database, automating interview schedules,
sending a message, answering job seekers’ queries, and more.
3. It helps in preliminary mundane tasks. The results are significant,
measurable, and immediate. It reduces the hiring time and
increases productivity for HR professionals.
ARTIFICIAL INTELLIGENCE RESURGENCE
1. Though AI concept has been around
for a long time, many researchers
believe that now is theright time to
make AI a reality.
2. The drivers that caused resurgence of AI
with such rapid leaps recently are
growth in Big data-availability of
abundance of data and is doubling every
2 years(IDC 2014), cloud computing has
democratised access to massive
computation
3. Resulting in a financial boost for AI
development than ever before.
THE INTERSECTION OF ARTIFICIAL
INTELLIGENCE
1. HR departments are always challenged with an overwhelming task
that is extremely time and energy consuming, right from finding
the right candidate to onboard, managing payroll, benefits to off-
boarding an employee.
2. Technology can accomplish many of those cumbersome tasks
faster,cheaper and better than before HR professionals have
started to realize the advantages of a data-driven decision.
3. Data-driventechnology such an Artificial intelligence is all about
analysing the huge pile of data to predicting trends and provide
suggestions in a humanized format.
ARTIFICIAL INTELLIGENCE:THE NEW RACE OF
WORKFORCE
1. AI is leading us to an era of extensive automation and these disruptive
technologies alleviates fear among people of losing jobs resulting of
automation.
2. Fear is inherently human and also the concern about automation aren't
new. Americans have been fearing of losing job due to automation for
decades. (Michael 2017).
3. In Agriculture, automated machinery has brought down the percentage
work×ers to 2% from 41% in 100 years ( Autor 2015).
4. History also teaches us that, Automating 98% ofwork of weavers in
textile industry has only increased number of workers.
FUNCTIONS OF HUMAN RESOURCE IN THE
WORLD OF ARTIFICIAL INTELLIGENCE
Recruitment Training Performance
AI will streamline or The abilities and Management
automate, capacities we require Evaluating
monotonous and at work are continually performance has been
high-volume task in evolving. We now have put down to challenges
recruiting process. merchant caused by work
Streaming resumes programming that can environment biases
from a large applicant shrewdly suggest and AI will eradicate
pool to find right videos or learning biases with permanent
candidate within a programs in light of feedback.
limited time is a your job , experience
challenging job every and companions.
HR managers.
CONCLUSION
1. Machine learning has made some gigantic strides in last few years
on account of certain innovative advances.
2. We use AI everywhere nowadays – from smartphones to flight
controls and spaceoperations.
3. It additionally empowers HR practitioners to enhance results and
screen workers more efficiently but it is safe to say that we have yet
to see its full impact on the world of business and HR specifically.
4. The success strategy to be adopted for effective implementation of
AI to gain the competitive edge is by leverage AI in sourcing and
early screening.
5. Learn about the existing and emerging AI tool and prepare the
organisation accordingly, Upskill or resell employees slowly to adapt
to the automation easily.
BIBLIOGRAPHY
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• "Reshaping Business With Artificial Intelligence". MIT Sloan Management
Review. Archived from the original on 19 May 2018. Retrieved 2 May 2018.
• Lorica, Ben (18 December 2017). "The state of AI adoption". O'Reilly Media.
Archived from the original on 2 May 2018. Retrieved 2 May 2018.
• "AlphaGo – Google DeepMind". Archived from the original on 10 March 2016.
• Asada, M.; Hosoda, K.; Kuniyoshi, Y.; Ishiguro, H.; Inui, T.; Yoshikawa, Y.; Ogino,
M.; Yoshida, C. (2009). "Cognitive developmental robotics: a survey". IEEE
Transactions on Autonomous Mental Development. 1 (1): 12–34. doi:
10.1109/tamd.2009.2021702. S2CID 10168773.
• Ashok83 (10 September 2019).
"How AI Is Getting Groundbreaking Changes In Talent Management And HR Tech"
. Hackernoon. Archived from the original on 11 September 2019. Retrieved 14
February 2020.
