With AI being touted as the new kid on the block, the HR function in organizations is witnessing a sea change with the advent of new data-driven analytical processes. Till now HR has been about employees already working within an organization and potential entrants to it. What happens when machines and bots enter the scene? AI Revolution in HRM is all about debunking the conventional wisdom and redrawing the contours of pass management to include machines into its definition. This book discusses the benefit, challenges and applications of AI in the HR function. It also highlights issues in implementation and considers the impact of AI-based HR systems in the organization. Further, the book provides tips and insights on how to deal with the challenges and implementation issues ranging from data privacy to system bias and up-skilling of current employees. It is builds on a wide variety of cases ranging from large global organizations to startups. This book will ensure that HR professionals and general readers fully understand the concepts of AI and its relevance to the HR profession. Equipped with the knowledge of AI-based tools and systems, it will help the HR department make their organizations more vibrant and stable by embracing the developments in AI technology. AI Revolution in HRM will be an insightful and helpful read for HR professionals and AI enthusiast.

Tracing the Ethics and Legality

Tracing the ethics and legality

Every day, HR professionals face dilemmas, most of which involve ethics in one way or another. As students, one always struggles to understand the value of ethics and values in our professional lives. But as soon as these students are employed and enter the workforce, these same students who never cared about ethics start caring about ethics and their implications. Employees start questioning the fairness of policies, decisions and processes.

Understanding ethics, values and laws has always been a challenge for HR professionals and managers.

As individuals, humans are naturally biased and never give equal importance and value to all groups and individuals in society. Individual biases of managers and HR professionals are often transferred to their ...

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