Table of Contents
Assessment Questions
Question 2
AC 1.2 It is commonly argued that developments in the field of information technology will soon create machines with ‘general artificial intelligence’ that are able to do anything the human brain can do, including generating new scientific knowledge. Critically evaluate the ways in which this development will affect employment in your industry or sector? Justify your answer with at least ONE example
There have been numerous technological advancements in the last five decades that have significantly impacted the human way of life as well as how businesses operate (Li and Piachaud, 2018). Most importantly, technological advancements have affected the nature of work, including the employment opportunities available in different sectors. Some notable technological developments of the last three decades include the internet, personal computers, and smartphones. Nevertheless, in the last decades, there has been significant progress in the development of artificial intelligence, which empowers machines to perform tasks previously performed by humans (Soori, Arezoo and Dastres, 2023). Notably, general artificial intelligence is having significant impacts on human resource management. This is through providing opportunities for streamlining processes and enhancing decision-making by leveraging data-driven insights. This report critically evaluates how technological developments, particularly general artificial intelligence, will affect the human resource profession.
Efficient Recruitment and Selection
Artificial intelligence tools transform human resource functions by streamlining recruitment and selection processes (Siocon, 2023). For instance, AI-powered algorithms can extract relevant information from applicants’ application information and rank them based on their qualifications. Murgai (2018) argues that this can help people professionals in the analysis of job applications, resumes and cover letters to identify candidates whose skills and qualifications match the job requirements. This significantly reduces the time spent by human resources in manually reviewing job applications. Besides, according to Siocon (2023), through predictive analytics, artificial intelligence can analyse historical recruitment data to identify patterns and trends that lead to successful hires. Key considerations may be in candidate experience, education and interview performance. This may indicate the candidate’s attitudinal fit and success in the organisation, which can help reduce the risk of bad hires and high turnover rates.
Artificial intelligence will lead to improved employee experience.
Turchin (2023) notes while artificial intelligence may usurp some of the roles previously performed by human beings, it may also improve employee job experience throughout their lifecycle. For example, artificial intelligence tools may be used to analyse employee skills, their performance and identify gaps that can be addressed through personalised upskilling and reskilling programs. Besides, using virtual reality contributes to improved learning experiences and learning outcomes for employees. This encompasses realistic simulations, remote learning and personalised learning paths.
Notably, numerous studies have shown that employees attain their learning outcomes more effectively when the learning information provided is tailored and delivered to suit their preferences and aspirations (Evanick, 2023). This leads to improved employee competency and efficiency at work, and also m empowers them in their cards through prospects of promotions. Furthermore, attaining employees’ learning outcomes leads to a positive investment return.
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