**7. Conclusion**

As much as AI manages to disrupt the HR technology environment. HR departments must strike a balance between cognitive technology advances and accountability. To avoid unintentionally incorporating prejudice into their services, HR leaders and practitioners must have a good understanding of how decisions are produced. This openness will be critical in ensuring that workers have confidence in the latest technologies.

As you may have guessed, there are many benefits of using AI technology for your human resources and hiring needs. However, nothing in life is perfect, particularly a new type of technology that has yet to achieve its full potential. Many of the services and programs available which lack features that people are used to in the non-AI world, such as the ability to leave feedback on an applicant after a video interview or clear CV search requirements. One big feature of AI technology that it lacks is empathy and human contact, or the ability to handpick an applicant and get to know them personally during the recruiting process, which cannot be done right now if you are relying on AI technology to do it for you. AI sees data, while humans experience emotion, and this will not change in the near future.

As a result, it is up to you to determine if AI technology is the best fit for your company's needs. Are you a large organization with thousands of workers that spends a lot of money on recruiting each year and is searching for a way to streamline the process and save money? Are you a small company with less than 15

**53**

**Author details**

Lovely Professional University, Punjab, India

provided the original work is properly cited.

\*Address all correspondence to: mroy2612@gmail.com

© 2021 The Author(s). Licensee IntechOpen. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/ by/3.0), which permits unrestricted use, distribution, and reproduction in any medium,

Mrinmoy Roy

*AI-Powered Workforce Management and Its Future in India*

employees that takes pride in getting to know each employee as if they were family? Every organization has different priorities, budgets, and expectations, but the beauty of the AI industry is that there is a solution for everyone, regardless of size. It's up to you to find out what works best for your business, whether it's adjusting to the ever-growing AI market, keeping things the same, or making incremental improvements over time. In any case, AI technology will continue to advance, and at some stage in the future, AI will be the standard, making conventional methods

of recruitment and human resource management appear obsolete.

*DOI: http://dx.doi.org/10.5772/intechopen.97817*

#### *AI-Powered Workforce Management and Its Future in India DOI: http://dx.doi.org/10.5772/intechopen.97817*

*Artificial Intelligence - Latest Advances, New Paradigms and Novel Applications*

is used in HR. Some researchers claim that AI will never be able to replace HR's valuable feedback, while others believe that AI will soon supplant HR's vital position because it has an advantage over HR in terms of error-free and fast responses. At this stage, when AI and HR are combined, it is up to HR managers to determine how much AI should be used in HR functions. A strong distinction between

AI-controlled activities and HR-managed assignments must be made, and AI should be supplemented by HR influence in all functions. The current study examined the views of various corporate experts on the subject and concluded that AI plays a role in the efficient implementation of HR functions. Despite its ability to make work easier and more effective in different areas of HR, AI is still unable to substitute human participation in the implementation of HR functions. The HR department is primarily responsible for personal relations and critical behavioral knowledge of human minds. If all duties are delegated to robots, the company can never be able to retain its employees or their loyalty to the company. As a result, human resources must continue to do what they were doing before, but with AI's help, they can do it better. In numerous articles and research papers, the increasing use of technology in HR has been addressed, either in the context of HR digitization or the role of AI in HR. This paper aimed to cover various aspects of technology used in HR functions, but there is still space for future study. This research lays the groundwork for future research in the fields of AI and HR. Researchers should take advantage of the emerging stage of AI and HR in the future to contribute to the literature in the field by conducting empirical studies. Different perspectives of technology in HR functions, such as digitization of HR functions, the use of Expert Systems, technologically dominated work systems, technologically aided HR systems, the role of AI generated methods in HR, and so on, can be studied separately to understand HR's position in the evolving scenario. Researchers who are interested in comparing the ease of work before and after AI participation in HR functions should conduct a comparative analysis. In addition, the current study may provide food for thought for some researchers as they consider the different job profiles in the face of AI.

As much as AI manages to disrupt the HR technology environment. HR departments must strike a balance between cognitive technology advances and accountability. To avoid unintentionally incorporating prejudice into their services, HR leaders and practitioners must have a good understanding of how decisions are produced. This openness will be critical in ensuring that workers have confidence in

As you may have guessed, there are many benefits of using AI technology for your human resources and hiring needs. However, nothing in life is perfect, particularly a new type of technology that has yet to achieve its full potential. Many of the services and programs available which lack features that people are used to in the non-AI world, such as the ability to leave feedback on an applicant after a video interview or clear CV search requirements. One big feature of AI technology that it lacks is empathy and human contact, or the ability to handpick an applicant and get to know them personally during the recruiting process, which cannot be done right now if you are relying on AI technology to do it for you. AI sees data, while humans

As a result, it is up to you to determine if AI technology is the best fit for your company's needs. Are you a large organization with thousands of workers that spends a lot of money on recruiting each year and is searching for a way to streamline the process and save money? Are you a small company with less than 15

experience emotion, and this will not change in the near future.

**52**

**7. Conclusion**

the latest technologies.

employees that takes pride in getting to know each employee as if they were family? Every organization has different priorities, budgets, and expectations, but the beauty of the AI industry is that there is a solution for everyone, regardless of size.

It's up to you to find out what works best for your business, whether it's adjusting to the ever-growing AI market, keeping things the same, or making incremental improvements over time. In any case, AI technology will continue to advance, and at some stage in the future, AI will be the standard, making conventional methods of recruitment and human resource management appear obsolete.
