AI'S IMPACT ON HUMAN RESOURCE

FUNCTIONS: REVOLUTIONIZING TALENT

MANAGEMENT IN THE MODERN ERA

CAPSTONE Presented By:-

REPORT Putti Leela Satish

Ms Imsupenla Amer
Muskan Aggarwal
Anushka Singh
 ABSTRACT
AI IN HR: REVOLUTIONIZING TALENT MANAGEMENT
• TALENT ACQUISITION: AI AUTOMATES SCREENING, USES DATA ANALYTICS TO IDENTIFY TOP CANDIDATES, ENHANCING
EFFICIENCY AND REDUCING BIAS.
• LEARNING & DEVELOPMENT: TAILORS INDIVIDUAL LEARNING PATHS, OFFERS MICROLEARNING EXPERIENCES, AND
EMPLOYS INTELLIGENT TUTORING SYSTEMS TO PROMOTE CONTINUOUS LEARNING.
• PERFORMANCE MANAGEMENT: ANALYZES METRICS FOR REAL-TIME FEEDBACK AND EMPLOYS SENTIMENT ANALYSIS
TO BOOST ENGAGEMENT AND PERSONAL GROWTH.

ETHICAL CONSIDERATIONS:
• ADDRESSES POTENTIAL BIASES IN AI INTEGRATION.
• HIGHLIGHTS THE NEED FOR HR PROFESSIONALS TO ADAPT AND UPSKILL FOR EFFECTIVE AI COLLABORATION.

STRATEGIC RECOMMENDATIONS:
• AI AS A TOOL TO AUGMENT, NOT REPLACE, HR ROLES.
• EMPHASIZES RESPONSIBLE AI ADOPTION FOR COMPETITIVE ADVANTAGE.
• ADVOCATES FOR CONTINUOUS ADAPTATION AND UPSKILLING IN HR FOR SUCCESSFUL HUMAN-AI SYNERGY.
 INTRODUCE TO TOPIC
AI-Driven HR Transformation: A Strategic Overview:
• Talent Acquisition: AI revolutionizes recruitment by automating screening and utilizing data analytics for
efficient, unbiased talent identification.
• Learning & Development: AI customizes learning experiences, providing personalized paths and microlearning
to enhance employee skills adaptively.
• Performance Management: AI’s deep analysis of performance data and sentiment enables real-time feedback
and heightened employee engagement.

Ethical and Professional Dynamics:

• Emphasizes the importance of addressing AI’s ethical implications and potential biases in HR.
• Advocates for HR professionals’ adaptation and upskilling to collaborate effectively with AI technologies.

Conclusion and Recommendations:

• AI is a complement to HR expertise, not a substitute.
• Responsible AI adoption is crucial for maintaining a competitive edge.
• Continuous adaptation, professional development, and human-AI collaboration are key to leveraging AI’s
transformative potential in HR.

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RESEARCH METHODOLOGY
Industry Examples:
Demand for specific AI
applications in HR
across different sectors.

Long-Term
Ethical Framework:
Implications:
Need for guidelines on
Consideration of job
fairness, transparency,
displacement, creation
accountability, and
of new roles, and the
privacy in AI for HR.
future of work.

Quantified Metrics Needed:

Lack of concrete data on
AI’s efficiency, bias
reduction, engagement, and
skill development impact.

Bias Mitigation: Global HR Practices:

Essential for practical Exploration of ethical
solutions to address considerations in
biases in AI HR tools. diverse global contexts.

Upskilling HR
Professionals:
Identification of
necessary skills for HR
to effectively collaborate
with AI.

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OBJECTIVES
• To Investigate how
AI can be used to
predict employee
turnover and develop
targeted interventions
to retain high
performers.

• To Evaluate how
AI can personalize
training programs to
improve employee
skill acquisition and
engagement.

To Analyze the effectiveness of

AI-powered resume screening
tools in identifying top talent
compared to traditional methods.

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JUSTIFICATION OF SAMPLE SIZE

The determination of the sample size was based

on a balance between statistical considerations and
practical constraints. While the sample size of 121
respondents may be considered moderate, it was
deemed sufficient for achieving a meaningful
representation of perspectives and experiences
across various demographic and occupational
categories relevant to the study's objectives.

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CONSIDERATIONS FOR REPRESENTATION

Efforts were made to ensure diversity within the

sample, encompassing individuals from different
employment statuses, industries, and educational
backgrounds. This approach aimed to capture a
comprehensive range of insights into how AI
technologies are influencing talent management
practices in contemporary workplace settings.

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 LIMITATIONS

Although the sample size of 121 respondents provides valuable

insights into the research topic, it's essential to acknowledge
certain limitations. The findings may not fully capture the
nuances and complexities of AI's impact on human resource
functions across all demographic groups and organizational
contexts. Additionally, the generalizability of the results may be
limited to the specific characteristics of the sample population
and may not extend to broader populations of HR professionals
or organizational stakeholders.

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SAMPLING TECHNIQUE
Utilized multiple
channels (professional
networks, forums,
social media, emails)
for survey distribution.

Participants included
students, employed,
Enabled quick
self-employed, and
participation from
others for
accessible respondents.
comprehensive data
collection.
Convenience
Sampling
Method

Focused on the human Complemented by

resources field to targeted outreach for
gather varied diverse demographic
experiences and views. representation.

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The research has provided valuable
insights into the impact of artificial
intelligence (AI) on various aspects of
human resource (HR) functions. Through
an analysis of AI's role in talent
acquisition, learning and development,
performance management, and
employee engagement, it becomes
evident that AI has the potential to
revolutionize HR practices by enhancing
efficiency, reducing bias, and fostering
continuous improvement.
CONCLUSION
The findings suggest that AI-powered
Moreover, AI's ability to personalize
tools for resume screening are generally
training programs and predict employee
perceived as effective in identifying top
turnover highlights its role in fostering a
talent, although there are concerns
culture of continuous learning and talent
regarding bias and transparency in the
retention within organizations. However,
decision-making process. Despite these
it is essential to address ethical
challenges, AI offers significant time and
considerations and biases inherent in AI
resource savings during the hiring
algorithms to ensure fair and transparent
process, indicating its potential for
HR practices.
streamlining HR workflows.
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 DIGITAL TIME CAPSULE
FUTURE SCOPE

Global HR
Ethical Upskilling HR Human-AI
Bias Mitigation: Practices: AI’s Impact on
Frameworks: Long-term Professionals: Collaboration:
Investigate Examine HR Morale:
Develop ethical Effects: Study Identify Explore models
solutions to practices Research AI’s
guidelines AI’s long-term upskilling for human-AI
reduce biases globally to effect on
focusing on impact on HR, needs for HR collaboration to
in AI HR tools understand employee
fairness, including job professionals enhance
for equitable ethical and morale and
transparency, roles and HR to work productivity
talent cultural organizational
accountability, responsibilities. effectively with and decision-
management. differences in culture.
and privacy. AI. making.
AI use.

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THANK YOU