Transforming Human Resources With AI: Empowering Talent Management and Workforce Productivity

Introduction

The technology landscape has become increasingly dynamic in recent years (Akanksha Saxena, 2020). Over the past decade, AI has synthetically evolved to assimilate sophisticated solutions in human resources technologies. Artificial intelligence grounded on technology is still in its infancy. However, the future of HR is going through increased AI capabilities. AI is a positive Human resource force (Alnamrouti et al., 2022). This chapter aims to provide a better understanding of how artificial intelligence is changing the world of human resources. It highlights changes and benefits leading to improving talent management. The correlation between human potential and technical intelligence has been at the heart of Human Resources management since its conception.

Artificial Intelligence (AI) has emerged as a decisive tool within Human resource (HR) management due to its potential to increase productivity and work process effectiveness (Alnamrouti et al., 2022; Votto et al., 2021). The development of big data and other AI technologies, notably natural language processing and deep learning, has caused an astounding technological revolution in human resources. AI technologies are being utilized to automate the hiring process, starting with reviewing and screening resumes, conducting job interviews, and choosing the most suitable candidate for a position (Tambe et al., 2019; Nawaz, 2020).

Artificial Intelligence (AI) affects the workplace, potentially impacting jobs, productivity, and employee well-being (Saxena, 2020; Nguyen et al., 2022). In the Human Resources sphere, artificial Intelligence benefits recruitment and talent management. Modern organizations are adopting Artificial Intelligence as a time-saving tool with robust strengths, allowing recruiters and talent managers to work efficiently with algorithm-driven suggestions (Samad et al., 2023). Artificial intelligence's main objectives in the context of talents are to optimize recruitment and talent management results, improve the user experience and strengthen process efficiency through machine learning and reasoning mechanisms (Kaushal et al., 2023). Various AI-powered tools, such as semantic search and candidate screening, meet these objectives. The job quality improvements associated with artificial Intelligence embrace reduced boredom and increased commitment. The latter may be its strongest endorsement from the employee's perspective. Artificial Intelligence is incorporated into the performance appraisal procedure. Intelligent systems are used to appraise employees' performance regularly to eliminate biases relating to the subjectivity of supervisors (Rožman et al., 2022). AI keeps track of employees' progress and determines employees' needs in terms of training or coaching. Organizations use big data on employees to develop valuable predictions for managing jobs and changing skills (Nair et al., 2020; Sivathanu & Pillai, 2018).

However, critical interrogations are posed regarding adjusting organizations and the workforce to artificial intelligence applications (El Samad, El-Chaarani, et al., 2022). Critical challenges facing AI implementation include a shortage of specialized AI skills and the need for higher skill requirements (Tambe et al., 2019).

Artificial Intelligence (AI) is transforming labor markets. The influence of Artificial Intelligence on human resources is the subject of never-ending debate. Suseno et al. (2020) and Pillai & Sivathanu (2020) suggested that AI led to a labor market disruption and a limited role for humans. Rožman et al. (2022), Nair et al. (2020), and Liu et al. (2021) argue that AI increases productivity, progresses talents and enhances employees' well-being. Artificial Intelligence is considered automated help and support to humans, but it was not created to replace them (Aksoy & Gurol, 2021).