Dr. Jehad Y. Alqdeimat

It can be said at the beginning that artificial intelligence (AI) is a field of computer science that focuses on developing systems capable of performing tasks that require human intelligence. These systems mimic some aspects of human thinking, such as learning, decision making, problem solving, pattern recognition, and language understanding.

AI is classified into several types, such as, narrow AI, which specializes in a specific task, such as self-driving cars or voice-only recognition programs, and general AI, which seeks to develop systems capable of performing any cognitive task that a human can perform, and has the ability to learn from its experiences. This type is still largely theoretical and has not yet been achieved, and then super AI, which represents an intelligence level that exceeds human intelligence, can exceed human capabilities in most fields.

AI systems are built using many techniques such as machine learning, where algorithms are trained on huge data sets to learn from them and infer patterns, and using deep learning, which is based on artificial neural networks.

The importance of using AI in the field of management comes from its contribution to increasing the global productivity of operations and individuals by up to 1.2% annually by 2030, as indicated by the Mckinsey study, meaning adding $13 trillion to the global economy, as well as improving decision-making. According to a study conducted by Gartner, 91% of leading companies rely on AI to analyze data and make decisions, which has improved efficiency and flexibility in meeting customer needs.

On the other hand, the use of AI contributes to saving energy and preserving the environment, as the International Energy Agency (IEA) stated that artificial intelligence could help reduce greenhouse gas emissions by up to 4% by 2030 by improving energy efficiency and better resource management. In addition to the impact on the medical sector, Accenture reports that the use of AI in the healthcare sector could save $150 billion in US healthcare costs by 2026, such as its use in early diagnosis of diseases such as cancer.

A study prepared by Markets and Markets stated that the AI market in cybersecurity is expected to grow from $10 billion in 2021 to more than $46 billion by 2026. This growth reflects the heavy reliance on AI in detecting cyber threats and preventing them from penetrating systems.

The PwC study also indicated that AI will contribute to the creation of 97 million new jobs by 2025, especially in the areas of data management and analysis, and advanced technology, and may reinforce concerns about replacing human labor with AI.

With regard to employing AI in the management and development of human resources in leading organizations, this will inevitably lead to improving the efficiency of human resources management functions and facilitating many of its operations.

In recruitment and recruitment, CVs can be filtered; Through natural language processing techniques to analyze CVs and sort them based on the required competencies, as well as analyzing interviews; Some systems use AI to analyze video interviews, such as evaluating body language, tone of voice, and analyzing linguistic style, and it is also used to predict job performance, by providing predictions about the extent of success of candidates in certain roles, which helps in making more accurate hiring decisions.

In competency management and performance development, AI provides customized training plans for each employee based on an analysis of his skills and identification of training needs, which enhances his career growth. AI-based tools can be used to provide immediate evaluations of job performance and proposals to improve performance, which makes the development process continuous, or what is called feedback. On the other hand, it contributes to analyzing data to identify the most distinguished talents and employees who possess capabilities that qualify them to assume leadership positions later.

In improving employee experience and retention, by using AI tools such as virtual assistants (Chatbots) for employees to answer their daily inquiries related to human resources management, such as work leaves, training, and internal policies.

In analyzing functional trends; by monitoring performance and job satisfaction data, potential reasons for employee dropout can be identified and strategies for retention can be suggested. Also in career path management and planning; Through intelligent career guidance, By providing suggestions about the career path of each employee based on his current experiences and evaluations, in addition to forecasting future needs, and planning for the workforce by predicting the jobs that will be required in the future and determining the skills that must be developed within the organization.

There are many uses of AI in human resources management in leading organizations, including analyzing and managing salaries and rewards, managing compensation, and evaluating incentives, in addition to enhancing diversity and inclusion, analyzing performance and preparing smart reports, and most importantly, improving internal communication and interaction between employees, and managing organizational change and extent. Employees respond to change, by anticipating compliance monitoring and change-resistant behaviors.

However, the important question in this article: What are the challenges of employing AI in human resources management? The answer lies in the huge costs of investing in developing its technologies, especially for small and medium-sized organizations, as well as in maintaining privacy and transparency, in addition to fears of bias in algorithms, by learning them from previous data, which leads to... Reinforcing some undesirable patterns, and losing the human element in human resources management, It may lead to a reduction in human interaction, which negatively affects relationships within the organization, and employees may feel that they are just numbers or data, which may reduce their belonging to the organization. In other words, the human element remains central to emotional interaction and human decision-making, by achieving a balance between employment AI and human interaction.

From another point of view, employing AI in human resources management can transform this department into a strategic partner that contributes significantly to achieving business goals, and thus enhances organizations’ capabilities to respond quickly to changes and adapt to the ongoing transformations in the modern work environment.

To ensure the success of the process of employing AI in human resources management, it requires the combination of several factors within leading organizations, most notably leadership, management, strategy and culture.

The leadership level is the one that has the vision and the ability to direct long-term goals and resources for the use of AI, and it is the party that encourages the change accompanying this transformation, such as cultural changes that accept modern technologies, and organizational changes that include amending processes, policies, procedures and laws necessary for change.

On the executive management side of organizations, clear plans are drawn up for how to integrate AI into human resources operations, whether in recruitment, performance management, training, or improving employee experience, as well as allocating the financial and human resources necessary to develop and implement AI solutions, and this includes providing technical tools and cadres. Specialized, and training employees on how to use these tools effectively, in addition to defining key performance indicators to monitor the extent of the impact of AI on productivity and interaction with employees.

In terms of organizational strategy, it is necessary to formulate a clear strategy for using AI in human resources, with specific goals such as improving recruitment processes, enhancing employee experience, or developing training programs, as well as consistency between the AI strategy and the overall strategy, so that it serves the organization’s major goals.

Finally, a positive organizational culture is not only a support factor, but also rather a prerequisite for ensuring the successful integration between artificial intelligence and human resources management in organizations. The presence of a culture that is open to change and innovation facilitates the adoption of artificial intelligence technologies, and provides a safe environment that encourages employees to experiment with artificial intelligence tools without fear of failure.