| | APRIL 20218HOW WILL RECRUITMENT AND PERFORMANCE EVALUATION PRACTICES CHANGE AFTER ARTIFICIAL INTELLIGENCE TAKES THE FRONT SEAT IN COMPANIESBy Abhijit Dhada, IT Lead (India), Petronas Lubricants InternationalW hen we hear the word Artificial Intelligence a.k.a. AI, we normally visualize a robot with super intel-ligence who can do a gamut of tasks. Well, I would say, you're only partially right because AI has been misun-derstood as a competitor to humans rather than a collabora-tor. AI is generally defined as a branch of Computer Science that tries to replicate human intelligence in a machine such that the machines can perform tasks that would normally require human intelligence. AI is not new to this world, it has been there since 1955 however its adoption has increased in recent times due to the rise in compute and storage capabilities. Today, we find some form of AI tools being used in our workplace e.g. chatbots or simply `bots'. Today many internet and intranet sites have chatbots integrated which helps interact 24x7 to routine queries. This helps the respective functions focus on their core tasks.While we discuss AI as part of technology, gradually, it will embed itself into every function in such a way that the new ways of working will be AI-centric. In this article, I am focusing on two such important processes of HR ­ The Recruitment Process and The Appraisal Process. I thought of discussing these processes because this function will undergo a major change but is still less discussed in the AI forums. VANTAGE POINT Known for his simple natural creative and curious IT strategies, he heads the IT function and specializes in IT Operations and Projects, Business Process Re-engineering, Strategy, IT Governance, Business Analytics, DMS, SFA and CRM implementations.Abhijit Dhada, IT Lead (India)
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