AI & AUTOMATION IN HR: A THREAT OR AN OPPORTUNITY?

  INTRODUCTION Employer branding also comes into play when it comes to capturing and retaining the best people in a job market with an abundance of qualified candidates. Artificial intelligence (AI) is redefining the way companies produce and build their employer brand in today's online age. AI based tools help companies enhance their reputation, reinforce recruitment marketing efforts, and improve candidate experience. It elaborates on the way AI assists in employer branding application of employee value proposition (EVP) and initiatives to boost employer branding and its potential issues.   AI AND EMPLOYER BRANDING: AN OVERVIEW Employer branding refers to the reputation of an organization as an employer and the worth it offers to its employees. According to Backhaus and Tikoo (2004) employer branding consists of both internal and external factors that affect current employees as well as potential applicants. AI powered solutions such as machine learning, sentiment an...

  The intersection of Artificial Intelligence (AI) and automation in Human Resource Management (HRM) has transformed organizational management of its workforce. As much as AI and automation have unprecedented potential of automating HR functions, they also have some significant challenges particularly on issues of ethics, equity, and depersonalization of employee relations. With artificial intelligence increasingly embedded in HR processes organizations must walk the tightrope between operational efficiency and moral obligations in order to facilitate an end-to-end strategy towards human capital management. OPPORTUNITIES PRESENTED BY AI AND AUTOMATION   AI and automation are transforming HR operations through enhancing efficiency and minimizing operating costs significantly. Routine tasks like screening initial candidates, shortlisting resumes, onboarding, payroll processing, and answering repetitive employee questions can now be automated with AI technologies (Meister, ...

  Artificial Intelligence (AI) has emerged as a core element of Contemporary Human Resource Management (HRM) providing tools that make processes more efficient free of biases and enhance employee engagement. AI deployment into HR activities however, must be taken up with circumspection against ethical issues, data privacy, and fairness. This section describes the best practices in AI implementation for HRM and provides case studies of successful AI implementation. Incorporating AI Without Sacrificing Ethical HR Practices Organizations must have robust systems to guarantee that AI technologies used in HR functions conform to ethical principles and legal guidelines. As Binns (2018) demonstrates, AI algorithms when utilized in HR activities such as recruiting and performance appraisal can reinforce unintentionally prior biases in the data. Corporations must ensure therefore that AI algorithms are audited regularly for fairness and accuracy, and transparency, and interpretability...

  Artificial intelligence (AI) is transforming human resources (HR) management in a major way and questions have been raised regarding the future of HR professionals. As AI increasingly dominates recruitment, employee engagement and performance management job displacement and altered dynamics of HR roles in the era of AI worry most HR professionals. Will AI displace HR roles, or open new opportunities for HR professionals to expand? AI IN HR: AUGMENTATION AND NOT AUTOMATION Artificial intelligence has significantly enhanced HR activities like resume screening, interview scheduling, employee assistance by chatbots, and predictive workforce planning analytics (Kaplan & Haenlein, 2019). Such AI enabled tools are dominating repetitive, rule-based tasks, relieving administrative workload and rendering processes more effective. For example, AI powered Applicant Tracking Systems (ATS) are able to screen thousands of resumes in mere seconds and select the most appropriate candidate...

  Artificial Intelligence (AI) is rapidly transforming Human Resource (HR) activities in sectors across the globe including Sri Lanka's evolving corporate economy. From AI recruitment to AI-driven performance appraisals and workforce analytics AI promises to be efficient and accurate. But AI introduces ethical and legal considerations most prominently around bias in AI decisions and compliance with labor legislation and data privacy rules. The current paper critically assesses these issues in the context of Sri Lankan organizations and provides real world examples understandings and approaches to controlling risks. 1. Bias in HR Decisions from AI AI Bias and Its Impact on HR Practices AI technologies make projections about future results based on historical data. If historical data contain unconscious gender, ethnic, or age biases, then AI can propagate and amplify these biases into hiring, promotions, and compensation (Binnes, 2018). In Sri Lanka ethnic and gender repr...