Editor’s Note
Dr. Debaprasad Chattopadhyay teaches Human Resource at Globsyn Business School – which has always been considered to be one of the best placement MBA colleges in Kolkata. Dr. Chattopadhyay has over 48 years of academic and corporate experience, with very successful stints in reputed national and international organizations. In addition to being an academician, Dr. Chattopadhyay is a life member of the National HRD Network and ISTD and a member of ISABS, NIPM, BMA, and CMA. He is a life member of his alma mater, Don Bosco School Park Circus Alumni Association. Dr. Chattopadhyay completed a program on Strategic Human Resource Leadership from the National HRD Network and has also attended the Human Laboratory Process Course from the Indian Society of Applied Behavioral Sciences. Dr. Chattopadhyay has conducted Management Development Programs and Consultancy Assignments across organizations and has to his credit several publications in various journals and presented technical papers at different national and international conferences. Recently, he has received the Udai Pareek Memorial Distinguished AHRD Alumni Award for the year 2022, bestowed on him by his alma mater Academy of Human Resource Development (AHRD), Ahmedabad.
Human Resource Management (HRM) involves Managing People. People represent Intellectual Capital (IC). IC is a product of two things, namely, Competence and Commitment. Competence represents Knowledge and Skills. The commitment represents Attitude. So, Human Resource Management Entails managing Knowledge, Skills, and Attitude. HRM creates an enabling or facilitating environment whereby people can achieve their full potential and, in the process, attain organisational goals. HRM functions include Recruitment, Selection, Training and Development, Performance Management, Compensation Management, Career Planning and Succession Planning, and a host of related activities.
Technological advancements are taking place at an accelerated momentum in the past, more so, during the pandemic and in the wake of COVID. This has changed our lifestyle significantly. Artificial Intelligence (AI) has now become the catchword in all spheres. AI is a software system that thinks intelligently, akin to the thought process of an intelligent human being. It is the design of software that can discharge duties specifically requiring human intelligence, such as problem-solving, reasoning, learning, and comprehending natural language. Research indicates AI is slated into four categories, in that, it is a system that thinks like a human being, thinks logically, acts like a human being, and acts with reason. AI has been transforming various domains in general and HRM in particular. This technology can aid HR Managers and professionals to enhance the effectiveness, efficiency, and quality of work besides improving employee satisfaction and experience.
Applications of AI are manifold and comprise Talent Acquisition encompassing Screening of Resumes, Matching Applicants’ Attributes with Organisational Requirements, further Interviewing, embracing Interaction with Candidates, and Supporting Employees with their queries. This technology can also be used in Prognosticating Attrition, thereby ensuring Retention of Employees. Additionally, it is also crucial in the onboarding process of employees, their training and development, managing their performance through providing real-time feedback and discreet performance rubrics, maximizing their engagement through analysis of sentiments and survey of pulses, institutionalising recognition and rewards, and facilitating DEI (Diversity, Equity, Inclusion) through reducing prejudice and analysing diversity. Further, artificial intelligence aids in helping in planning the workforce through forecasting demand, and succession planning as well as ensuring employee well-being and health through wellness programs and providing mental health support. Finally, it helps in Compliance and Risk Management through risk identification and compliance with policies.
Ethical and legal issues: AI is getting unified with almost every business function, however getting integrated at a relatively faster speed into the Human Resource Management domain of a company, whether it be Procurement, Development, or Retention. That said, AI can pose ethical and legal issues for HR managers and professionals, in areas such as privacy, security, transparency, accountability, and fairness. Hence, HR managers and professionals need to ensure that the use of AI in HRM is compliant with the relevant laws and regulations and that the data and algorithms used by AI are reliable, valid, and unbiased.
Skills and competencies: It should not be alarming that AI will obviate the human element of an individual, rather, it will help HR get freed from repetitive tasks to focus on strategic and tactical tasks. AI will hence actually facilitate the HR role from getting transcended from Strategic Partner to Administrative Expert, to Employee Champion, and eventually to a Change Agent. AI can require new skills and competencies for HR managers and professionals, such as data literacy, analytical thinking, and digital savvy. Therefore, HR managers and professionals need to update and upgrade their skills and competencies, and adopt a learning mindset, to leverage the potential of AI in HRM.
No wonder, therefore, promises are afoot that AI will enable HR to find its rightful place in the boardroom in policy making decisions- an idea longed for and cherished, since the inception of the HR Department in organisations. Hence, Globsyn Business School (GBS) has been actively instrumental in imparting lessons on Artificial Intelligence to its students under its Information System School of Excellence elective. Being the forerunner in the IT segment, the B-School uses AI in its varied operations, and the students are groomed to use AI in various verticals, such as HR, Marketing, Finance, Operations, Data Analytics, International Business, which they study in their two years of post-graduate management study at GBS. This makes the young managers develop a competitive advantage when it comes to appearing for placement interviews and subsequently when they start working in various organisations across industries.
With so many applications and usefulness notwithstanding, AI is not devoid of challenges and limitations. Cognizance of emotional aspects, and probing deep into the human psyche are some of the inadequacies. On the whole, AI can surely be a powerful tool in the area of HRM but cannot replace human beings in the act of providing leadership, direction, and motivation to employees at large. AI is a powerful and promising technology that can transform and enhance the HRM practices and outcomes of an organization. It can help HR managers and professionals leverage the power of data, analytics, and automation to improve their HR decisions and strategies and to create and deliver value to the organization and its employees. However, AI also poses some challenges and risks for HRM. These include ethical, legal, and social implications arising from the usage of AI in HR processes and functions. Additionally, it stresses the need for human oversight and intervention in AI systems and raises questions about the impact of AI on the roles and skills of HR managers and professionals. Therefore, HR managers and professionals need to be aware and prepared for the opportunities and challenges of AI in HRM and adopt and implement AI responsibly and effectively.
Dr. Debaprasad Chattopadhyay
Faculty – HR
Globsyn Business School