PROS AND CONS OF ARTIFICIAL INTELLIGENCE AND HOW IT'S TRANSFORMING HR

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PROS AND CONS OF ARTIFICIAL INTELLIGENCE AND HOW IT'S TRANSFORMING HR

Artificial Intelligence (AI) has a substantial history, yet its significance is not universally acknowledged as it perhaps deserves. AI, employing rapid data analysis to produce human-like responses and information, has made notable strides. However, despite its accelerated capabilities, it encounters varying degrees of reception.

PROS OF AI FOR HR DEPARTMENTS



Upon integration into the realm of Human Resources (HR), AI has become a focal point for numerous debates and deliberations. Undoubtedly, this technology presents both advantages and drawbacks that demand careful consideration from any company contemplating its adoption within the HR domain.

Initially, let's delve into the numerous advantages that AI offers to the HR department. In the HR domain, artificial intelligence has predominantly manifested through chatbots, video interview platforms, and intelligent tools designed for creating advertisements. What contributions do these technologies make to the overall landscape? 

  1. A streamlined process
  2. Less human biases
  3. Improve candidate experience
  4. Allows you to invest in other aspects of your business


CONS OF AI FOR HR DEPARTMENTS


Similar to any other entity, artificial intelligence tools utilized by HR departments come with an alternative perspective. For certain companies, the drawbacks associated with these tools might surpass the advantages, whereas for others, these drawbacks may appear inconsequential.

  1. Too dependent on certain keywords
  2. Less Human involvement
  3. Reduce accuracy and reliability
  4. Requires an improved skillset
  5. Not always possible to implement IT


On the whole, it is undeniable that the future holds significant transformations with AI assuming control over various facets of our lives, including the realm of HR. Indeed, its pervasive influence is more extensive than commonly perceived. Perhaps now is the opportune moment to welcome these shifts and approach the future with optimism rather than trepidation (Yoh ,2023)


WHAT'S THE DIFFRENCE BITWEEN "GOOD AI" AND "BAD AI" IN HR



Last year, Amazon faced a major setback when its attempt to create an algorithmic system for resume analysis and hiring recommendations failed due to gender bias. Despite training the algorithm on a decade of its own hiring data, it consistently discriminated against female applicants, even downgrading candidates associated with the term "women." This incident highlights the growing use of AI in HR processes to streamline tasks and enhance efficiency. To ensure the effectiveness of AI, it's crucial to consider three key factors: distinguishing between "good AI" and "bad AI" based on whether it focuses on automation or augmentation, the quality of the training data, and the level of human intervention in the process.( Lambert E,2023)

Reference

You blog(2019),Pros and cons of artificial intelligence and how it's transforming HR(online) available at https://www.yoh.com/blog/pros-and-cons-of-artificial-intelligence-in-hr-and-how-its-transforming-the-department(accessed on 15 November 2023)

Lambert E(2023),what's the difference Between "Good AI" and "Bad AI" in HR(online)available at https://www.plum.io/blog/whats-the-difference-between-good-ai-and-bad-ai-in-hr(accessed on 15 November )

Comments

  1. Dammika Sudesh26 November 2023 at 06:01

    Artificial Intelligence (AI) in HR comes with a dual nature, showcasing both potentials and pitfalls. The pros span streamlined processes, reduced biases, and enriched candidate experiences. Conversely, cons include keyword dependency and reduced human involvement, underlining the necessity for balanced integration. Distinguishing "good AI" from "bad AI" in HR pivots on their automation vs. augmentation focus, training data quality, and human oversight, critical for ethical and effective implementation.

    ReplyDelete
  2. Dammika Sudesh26 November 2023 at 06:01

    Artificial Intelligence (AI) in HR comes with a dual nature, showcasing both potentials and pitfalls. The pros span streamlined processes, reduced biases, and enriched candidate experiences. Conversely, cons include keyword dependency and reduced human involvement, underlining the necessity for balanced integration. Distinguishing "good AI" from "bad AI" in HR pivots on their automation vs. augmentation focus, training data quality, and human oversight, critical for ethical and effective implementation.

    ReplyDelete

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