Dear Atef Muhammad Abd El Bari Mabrouk ,

Working remotely or work from home is now new normal in this COVID 19. Face to face interaction and rushed workstation is now avoided due to social distancing and most of the targets or job has been done thorough online mode. In this era, technology gained momentum which resultant into growth or application of artificial intelligence in various functions of management. It helps the organizations to work in faster way and efficient way to complete the work. Like any other functions.

Article Role of Artificial Intelligence in Human Resources Management

Regards,

Shafagat

Are all HR practices affected equally by AI? My opinion:

• No. Some practices are more easily automated or enhanced by AI than others.

HR Areas Most Impacted by AI:

• Recruitment/Talent Acquisition: AI for screening resumes, chatbots for initial interviews.
• Onboarding: AI-driven training and orientation platforms.
• Performance Management: AI for analyzing performance data, identifying skill gaps.
• Employee Engagement: AI chatbots for feedback, sentiment analysis.
• HR Data Analysis: AI for predictions, identifying trends, and improving data-driven decisions.

HR Areas Less Impacted (So Far):

• Complex Interpersonal Issues: Resolving conflicts, complex negotiations, delicate HR problems.
• Strategic HR Planning: Setting long-term goals, building organizational culture.
• Empathy-Driven Roles: Coaching, mentoring, sensitive employee relations.

Does opinion differ by work environment?

• Yes. Tech-Forward Companies: Likely to be early adopters of AI, seeing benefits in efficiency. Traditional Industries: May be more cautious, slower to adopt, and more concerned about implementation challenges. Larger Companies: Can invest more in AI, smaller businesses might rely on human-driven HR. Industries with high labor costs will likely be the first adopters of AI based HR practices.
• Culture Matters: Some companies value human interaction over AI automation, impacting adoption

AI definitely impacts HR practices, but not all of them are affected to the same extent. It depends on the nature of the work and the company’s priorities. For instance, in tech-driven environments, AI is heavily integrated into recruitment, performance management, and employee engagement. But in industries like manufacturing or smaller traditional setups, the focus might still lean more on manual HR practices because of limited resources or a need for a more human touch.

So yeah, opinions can differ a lot based on the work environment. Some might see AI as revolutionary, while others feel it’s just a tool to assist, not replace, the human aspect. It's all about how adaptable and forward-thinking a workplace is.

It is highly important to study such topics, as they fall within the scope of global economic competitiveness for organizations. This should be done while taking into account cyclical, incidental, and sudden variables, as well as incorporating predictive statistical aspects to build a comprehensive statistical study capable of identifying integrations between these topics.

Is it possible to take into account all periodic, occasional and sudden variables?

Not all Human Resource (HR) practices are affected by Artificial Intelligence (AI) technologies to the same extent. The degree of impact varies depending on the nature of the HR function. For example, recruitment and selection, as well as performance analytics, are among the most influenced areas due to their compatibility with automation and predictive analysis. In contrast, practices such as human relations management and leadership development are less affected, as they rely on high levels of human interaction and emotional intelligence that cannot be fully replicated by algorithms.

Regarding differences in opinion across work environments, studies indicate that perceptions of AI integration vary significantly based on organizational culture, level of digital maturity, sector type (e.g., education, healthcare, industry), and the degree to which HR professionals are involved in technological decision-making. For instance, resistance to AI-driven changes may be higher in academic environments than in private technology sectors.

In summary, the impact of AI on HR practices is not uniform; it depends on the specific function and organizational context. Therefore, a flexible and participatory approach is essential for successful AI integration tailored to each sector’s characteristics.