At all time the AI impact on operations should be evaluated prior, during and after implementation. This to understand the hazards that may be introduced.

AI optimizes HR by automating recruitment, training, and workforce planning, freeing HR to focus on strategic initiatives.

• Predictive analytics anticipates production needs, ensuring the right talent is available.
• Automation enhances process efficiency and quality control. Personalized training improves employee skills, directly impacting production quality.
• AI-driven feedback loops foster continuous improvement. Through data-driven decision-making, AI enables HR to allocate resources effectively, enhancing production quality.

Therefore, AI empowers HR to nurture a skilled workforce and foster a culture of excellence, thereby bolstering the relationship between human resources and production quality.

Early determination about AI is impossible.

Given the asymmetry of information, managers often lack a comprehensive understanding of employees’ capabilities. In contrast, artificial intelligence (AI) can mitigate some of these human limitations by facilitating optimal workforce placement, thereby enhancing organizational efficiency and productivity.

This is very good, but it will be good when the capacity, skills, and perspective of the personnel have enough vision in the field of artificial intelligence. If they do not have enough vision, they will make comments that are not useful.

Indeed, artificial intelligence when applied to commercial activities has changed business operations for the better.

AI has become instrumental in providing big data for HR practices. Leveraging on big data for HR decisions translates into product quality. AI may provide great insights into personnel analytics for improved HR practices, ultimately linking to product quality.

I share 'Deleted Profile's concern about the use of AI in such a sensitive field as HR. These robots work by drawing on the relative frequencies of occurrence of text using stochastic processes only a little removed from the classic procedures demonstrated by Shannon C.E. 'The Mathematical Theory of Communication' in Shannon C.E. and Weaver's compilation under the same title, pp. 43-48, London: University of Illinois Press 1949.

Or if you can't find that, simply Google 'https://plus.maths.org/content/good-looking-gibberish'.

Then read and shudder at the examples provided by 'Deleted Profile' in https://www.techdirt.com/2024/04/05/nyc-officials-are-mad-because-journalists-pointed-out-the-citys-new-ai-chatbot-tells-people-to-break-the-law/

The results are disconnected from the real-world lived experience that permits us to test the plausibility and accuracy of the output of this kind of statistical process; and the more the texts are 'improved' by assessments generated internally from other samples of text, the more the chances of error increase. I shudder at the possible legal consequences for HR professionals.

Try posing the same question (e.g. 'Can I hire unqualified staff when the need arises?' to ChatGPT and Bard- or any other AI system. Are the answers of any greater use than asking a senior colleague in HR, who will at least be aware of the differences in local, state, and national HR legislation, an issue completely ignored by one of these robots' answers.

Sheer snake-oil.

Oh, and by the way: let's not even dream of writing AI-assisted conference papers and journal articles... see https://www.nature.com/articles/nature.2014.14763

AI APPLICATION ENSURES INTEGRATION WITH ALL FUNCTIONS WITH PRIORITIES LIKE FOCUS ON IMPROVEMENT OF EFFICIENCY IN CORE AREAS LIKE PRODUCTION OR SERVICE WITH AN OVERALL OBJECTIVE TO ACHIEVE THE PERFORMANCE GOALS WHICH FINALLY RESULTS IN THE OVERALL PRODUCTIVITY.

* Improving the quality of the product produced.

* Improving the quality of workplace.

* Improving the employees' circumstances ( work hours, distance work....)

IMPROVES THE EMPLOYEES' EFFICIENCY AND QUALITY OF ALL FUNCTIONS WHERE EVER AI IMPLEMENTED

APPLICATION OF AI ACROSS VARIOUS FUNCTIONS ACCELERATES THE POTENTIALITY OF THE TALENTED /COMPETENT WORKFORCE THOSE WHO HAS ZEAL AND ASPIRATION.

IT IS AN INTEGRATIVE FUNCTION ; SYSTEMATIC COOPERATION AND COORDINATION ; HR FOCUS ON THE DEVELOPMENT OF THE ENTIRE FUNCTIONS THROUGH THE INDUCTION OF THE LATEST TECHNOLOGY THAT FINALLY RESULTS IN IMPROVEMENT OF INDIVIDUAL PERFORMANCE, PRODUCT QUALITY AND FINALLY THE OVERALL PRODUCTIVITY.

In my opinion Artificial Intelligence (AI) has the potential to significantly impact the relationship between human resources and production quality in several ways. Here are some potential benefits and challenges:

Benefits:

Challenges:

Opportunities for HR Professionals:

In conclusion, the role of artificial intelligence in developing the relationship between human resources and production quality is complex and multifaceted. While AI offers many benefits, it also presents challenges that must be addressed through strategic partnerships, change management, upskilling, and a focus on diversity, equity, and inclusion.