Human resource will be affected by AI, but I think humans will accomodate it. The same was discussed at the time of invention of computers. But human continuosly discovering more and more avenues of opportunities.

Ahmed Alsalim

Dear Professor,

Thank you for the interesting topic of discussion.

I am strong believer that since AI has been created by man, therefore man is more powerful. Therefore, I doubt that future of human resources will feel threatened in the light of digitization and era of artificial intelligence.

Best regards,

Anamitra.

Dear Dr. Alsalim!

HRM is a facilitator set for engaging employees for every business incubator/accelerator platform. Digitization is a contextual tool for HRM:

1) Zhang, J., Chen, Z. Exploring Human Resource Management Digital Transformation in the Digital Age. J Knowl Econ (2023). https://doi.org/10.1007/s13132-023-01214-y, Available at: Article Exploring Human Resource Management Digital Transformation i...

2) Umasankar Murugesan, Padmavathy Subramanian, Shefali Srivastava, Ashish Dwivedi, A study of Artificial Intelligence impacts on Human Resource Digitalization in Industry 4.0, Decision Analytics Journal, 2023, Open access:

Article A study of Artificial Intelligence impacts on Human Resource...

3) A case study: Malik, A., Budhwar, P., Mohan, H., & N. R., S. (2023). Employee experience –the missing link for engaging employees: Insights from an MNE's AI-based HR ecosystem. Human Resource Management, 62( 1), 97– 115. https://doi.org/10.1002/hrm.22133, Open access: Article Employee experience –the missing link for engaging employees...

Yours sincerely, Bulcsu Szekely

I am sure that the future of mankind is much more in danger from the widespread meaningful use of the term "human resources" than from the use of artificial intelligence by people. The term reminds me, in its soulless rationality, of concentration camps in Europe in the forties. Unfortunately for me, more and more often in our time this term replaces such words as "staff", "employee of the organization". I try not to use the term "human resources" and am wary of those who use it.

Using AI in HR can improve productivity, reduce operational costs, and reduce the amount of time spent on repetitive, mundane tasks. Additionally, it can improve employee retention rates by enhancing the employee experience.

First, I think it's better not to use the term "human resources". This is because organizations have different resources, such as financial, legal or production resources. We treat these resources as items. This creates the danger that "human resources" are also objects. Meanwhile, people should be treated with recognition of their subjectivity. Therefore, it is better to talk about "people and their skills" in the context of the organization and not about human resources.

Second, I believe that people treated as subjects in organizations should not be afraid of the threat of digitization and artificial intelligence. But people should be aware of their responsibility for the products of artificial intelligence and not take them on faith, but verify them.

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Definitivamente el uso de la Inteligencia Artificial aplicada a varias herramientas, no sólo simplificará la Gestión del Talento Humano, sino que esta tiene que reinventarse para redefinir indicadores de desempeño. Definitivamente el desempeño tendrá un énfasis en las competencias blandas.

Like all changes that humanity has seen, the digital transformation especially its AI aspect is a great change that needs to be managed well. Every change has it two fundamental distinctive elements:

1. The material aspect of change.

2. The humans aspect of change.

The material aspect has only one handicap, the availability of funds/capital. Provided you have money one can buy top of the edge technology. But its the Human aspect of change which is the greatest problem as it requires change in behaviors and unlearning of previous learning and relearning of the new leaning. Any change agent shall first has to do away with the insight inertia of its people by addressing their ideological differences that they might have about the new change. He should also see whether, the desired change is contestable between him and the people? if so is the case he should resolve that contestability in the favor of desired change. Lastly it also depends upon the credibility of the change agent and he/she needs to establish acceptance within the subjects of change (the people or employees).

Now coming to the broad question that whether new digital transformation is going to affect the performance of HR. Yes it would and it could be both positive and negative. It would be positive if the digital transformation/AI is willingly embraced as an organizational function rather than rejecting it and should be properly managed as discussed above.

AI is going to pitch the human competence to even higher echelon literally bringing to life the saying, " The survival of the fittest" . And all those who are going to shy away from this new demand of the time would certainly miss the bus at a cost of national and personal loss. It would be especially challenging for the human intensive organizations like( Agriculture, railways, textile sector) and countries like China, India, Bangladesh, Indonesia and Pakistan. Because such human intensive organizations/countries simply can not afford to lay off their HR on the altar of AI, because fundamentally all organizations and countries exist for the well being of their people and future generations.

Artificial intelligence may not work perfectly without human resource influence.