(Mt) – HRMT 415 APUS Use of Artificial Intelligence in HRIS Paper

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View attached explanation and answer. Let me know if you have any questions.1Use of Artificial Intelligence in HRISNameInstitutionCourseInstructorDate2Use of Artificial Intelligence in HRISHuman Resource Information (HRIS) integrates information technology in a company tomeet human resource activities. Therefore, it transforms human resource operations to occurelectronically. According to Masum et al. (2018), HRIS has tremendous benefits to HRoperations as it uses technology to advance effective allocation of resources, minimize operationcosts, and plan human capital efficiently. Despite the significant impact of HRIS onorganizations, it is not complete without involving Artificial Intelligence (AI) systems. Thatimplies that AI is the counterpart of HRIS that ensures it effectively achieves its goal. Masum etal. (2018) describe AI as the intelligence and human-like capabilities that machines can portray.In light of that provision, AI capabilities provide a viable way of enhancing HRIS to a greaterheight for organizations that appreciates its impact.RecruitmentWhile AI in HRIS contributes to various aspects of organizational progress, its impact ismore significant in recruitment than in any other sector. According to Qamar et al. (2018),business managers have a more significant task that determines the future of an organization:recruitment and talent acquisition. Whenever the recruitment process goes sideways or the HRmanagers acquire an incapable work team, the organization becomes pruned to significant faults.However, Samarasinghe and Medis (2020) emphasize that implementing an AI system can play acritical role in preventing such issues. The source states that AI deploys various techniques likescreening applicants, efficiently managing the interview process, maintaining databases, andaddressing or resolving participant inquiries.3On the screening issue, surveys show that it remains a significant problem that disturbsHR managers. About 52% of recruiters from various companies indicate that identifying capableemployees from a large pool of applicants is not easy (Margherita, 2022). In addition,Samarasinghe and Medis (2020) show that the coming years will necessitate HR managers toeffectively automate their recruitment procedures to get a better way of finding top talentemployees since pinpointing one’s capability by manual means is out of the question. It do…

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