**1. Introduction**

Artificial intelligence (AI), also known as machine intelligence in computer science, is intelligence exhibited by computers as opposed to natural intelligence shown by humans and other species. AI research is characterized in computer science as the study of "intelligent agents," or devices that perceive their environment and take actions to increase their chances of achieving their objectives. "A system's ability to accurately interpret external data, learn from those data, and use those learnings to accomplish clear goals and tasks through flexible adaptation," say Kaplan and Haenlein. When a computer mimics "cognitive" tasks that humans associate with other human brains, such as "learning" and "problem solving," the word "artificial intelligence" is used [1].

The reach of AI is debatable: as machines become more efficient, tasks previously considered to require "intelligence" are increasingly excluded from the concept, a phenomenon known as the AI effect, leading to Tesler's Theorem's quip, "AI is whatever hasn't been done yet." Optical character recognition, for example, is often left out of discussions of "artificial intelligence," despite the fact that it has become a commonplace technology. Successfully understanding human voice, playing at the highest level in strategic game systems (such as chess and Go), autonomously driving vehicles, and intelligent routing in content distribution networks and military simulations are all examples of digital computer capabilities that are commonly known as AI.

Artificial intelligence is categorized into three forms by Kaplan and Haenlein: analytical, human-inspired, and humanized artificial intelligence. Analytical AI only has features that are associated with cognitive intelligence, such as the ability to produce cognitive representations of the environment and the ability to learn from previous experiences to guide future decisions. Human-inspired AI combines cognitive and emotional intelligence, recognizing, in addition to cognitive components, human emotions and taking them into account while making decisions. Humanized AI demonstrates all forms of competencies (cognitive, emotional, and social intelligence), as well as the ability to be self-aware and self-conscious in interactions with others.

Although AI and automation may be replacing workers, it's easy to overlook the fact that these same innovations play a critical role in recruiting, hiring, and retaining employees." "Finding the right talent is more difficult than ever in this period of constant change and digital skills shortages. Businesses can quickly and efficiently find a wide range of top candidates using AI and automation, and at a speed that keeps up with the frantic pace of modern business."

Screening chatbots and automated social media scraping tools are two examples of simple artificial intelligence applications that can assist recruiters with the sourcing and screening processes. These tools are intended to provide just a sliver of information about an applicant's chances of succeeding at the business. According to the Society for Human Resource Management, Mya, an AI hiring assistant created by FirstJob, communicates with applicants to verify they meet job criteria, answer questions, and keep them updated on their application's status. This bot provides help 24 hours a day, seven days a week via chat, text message, Skype, or e-mail, and will contact a person if it is unable to complete a mission. Another form of artificial intelligence recruitment tool is social media scraping software. These bots will gather a lot of information from an applicant's social media accounts and use it to predict those activities, such as potential interaction levels.

Tests, gamification, and simulations that gather data directly from the candidate are examples of intermediate artificial intelligence systems used in the hiring process. Unilever is one organization that has introduced a competitive artificial intelligence screening method developed in partnership with Pymetrics. Applicants would spend

**43**

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

approximately twenty minutes playing neuroscience-based Pymetrics games as part of the hiring plan. These scientific games covertly test a candidate's memory, risk tolerance, ability to read contextual cues, and ability to concentrate. These intermediate AI applications typically offer hiring managers a clear indication of whether an applicant is a good match for the role, but they do not rely on precise job metrics. Advanced artificial intelligence solutions, on the other hand, employ custom algorithms designed specifically to relate specific job performance metrics to potential candidates who best exhibit these characteristics. HireVue is a firm dedicated to the development of innovative AI human resource solutions. Their most effective program currently entails a video interview with questions "specifically crafted to evoke answers indicative of work satisfaction and find the right behaviors." Every applicant's responses, body language, speech, emotional state, and keywords are analyzed by the HireVue artificial intelligence program. Affectiva has also developed emotion detection software that can be used to assess a candidate's authenticity and emotional intelligence. These AI software systems are so advanced that they can "detect the flash of disdain that passes over an applicant's face as he mentions

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

his ex-boss," according to WirePiazza [2].

**2.1 Personalized employee experiences**

**2.2 Decision-making with cognitive support**

the following tasks:

during that period.

take a break before his meeting.

choices to choose from.

**2. Human resource functions and artificial intelligence**

IBM officials addressed how AI can be successfully woven into an employee's onboarding program in their report. New workers who want to meet people and learn more about the company can be unsure where to go. They might inquire of their desk neighbor. But what if she's allocated to a different division? "What if Joe had been greeted with new recruit details customized to his first task on his mobile device?" In a paper on transforming HR with AI, IBM officials wrote. IBM is developing a system that can respond to a new employee's most urgent or jobcritical concerns in order to help them get up to speed quickly. For example, an AI might recommend training or provide the names, places, and contact details for people he should meet on his first day or so. AI engines can also remind the same employee that a new recruit website provides a wealth of useful information.

IBM officials, who are promoting their own AI capabilities through IBM Watson, also demonstrated how cognitive engines could assist employees in making key dayto-day decisions in the workplace. Normally, HR team members will be in charge of

• Holiday requests - Workers who request vacation days are told that they are unlikely to be accepted because many people have already scheduled time off

• Assessing your mood - A worker answers a phone call from a customer. Following the call, the employee is told that he is stressed and that he should

• Team planning - When a company wishes to take a more comprehensive approach to employee training, team members are offered a list of training *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*

Artificial intelligence (AI), also known as machine intelligence in computer science, is intelligence exhibited by computers as opposed to natural intelligence shown by humans and other species. AI research is characterized in computer science as the study of "intelligent agents," or devices that perceive their environment and take actions to increase their chances of achieving their objectives. "A system's ability to accurately interpret external data, learn from those data, and use those learnings to accomplish clear goals and tasks through flexible adaptation," say Kaplan and Haenlein. When a computer mimics "cognitive" tasks that humans associate with other human brains, such as "learning" and "problem solving," the

The reach of AI is debatable: as machines become more efficient, tasks previously considered to require "intelligence" are increasingly excluded from the concept, a phenomenon known as the AI effect, leading to Tesler's Theorem's quip, "AI is whatever hasn't been done yet." Optical character recognition, for example, is often left out of discussions of "artificial intelligence," despite the fact that it has become a commonplace technology. Successfully understanding human voice, playing at the highest level in strategic game systems (such as chess and Go), autonomously driving vehicles, and intelligent routing in content distribution networks and military simulations are all examples of digital computer capabilities that are commonly known as AI. Artificial intelligence is categorized into three forms by Kaplan and Haenlein: analytical, human-inspired, and humanized artificial intelligence. Analytical AI only has features that are associated with cognitive intelligence, such as the ability to produce cognitive representations of the environment and the ability to learn from previous experiences to guide future decisions. Human-inspired AI combines cognitive and emotional intelligence, recognizing, in addition to cognitive components, human emotions and taking them into account while making decisions. Humanized AI demonstrates all forms of competencies (cognitive, emotional, and social intelligence), as well as the ability to be self-aware and self-conscious in

Although AI and automation may be replacing workers, it's easy to overlook the fact that these same innovations play a critical role in recruiting, hiring, and retaining employees." "Finding the right talent is more difficult than ever in this period of constant change and digital skills shortages. Businesses can quickly and efficiently find a wide range of top candidates using AI and automation, and at a speed that

Screening chatbots and automated social media scraping tools are two examples

Tests, gamification, and simulations that gather data directly from the candidate are examples of intermediate artificial intelligence systems used in the hiring process. Unilever is one organization that has introduced a competitive artificial intelligence screening method developed in partnership with Pymetrics. Applicants would spend

of simple artificial intelligence applications that can assist recruiters with the sourcing and screening processes. These tools are intended to provide just a sliver of information about an applicant's chances of succeeding at the business. According to the Society for Human Resource Management, Mya, an AI hiring assistant created by FirstJob, communicates with applicants to verify they meet job criteria, answer questions, and keep them updated on their application's status. This bot provides help 24 hours a day, seven days a week via chat, text message, Skype, or e-mail, and will contact a person if it is unable to complete a mission. Another form of artificial intelligence recruitment tool is social media scraping software. These bots will gather a lot of information from an applicant's social media accounts and

use it to predict those activities, such as potential interaction levels.

**1. Introduction**

word "artificial intelligence" is used [1].

interactions with others.

keeps up with the frantic pace of modern business."

**42**

approximately twenty minutes playing neuroscience-based Pymetrics games as part of the hiring plan. These scientific games covertly test a candidate's memory, risk tolerance, ability to read contextual cues, and ability to concentrate. These intermediate AI applications typically offer hiring managers a clear indication of whether an applicant is a good match for the role, but they do not rely on precise job metrics.

Advanced artificial intelligence solutions, on the other hand, employ custom algorithms designed specifically to relate specific job performance metrics to potential candidates who best exhibit these characteristics. HireVue is a firm dedicated to the development of innovative AI human resource solutions. Their most effective program currently entails a video interview with questions "specifically crafted to evoke answers indicative of work satisfaction and find the right behaviors." Every applicant's responses, body language, speech, emotional state, and keywords are analyzed by the HireVue artificial intelligence program. Affectiva has also developed emotion detection software that can be used to assess a candidate's authenticity and emotional intelligence. These AI software systems are so advanced that they can "detect the flash of disdain that passes over an applicant's face as he mentions his ex-boss," according to WirePiazza [2].
