Student ID - EUK00310229
Introduction
Artificial intelligence (AI) is changing the way organizations used to run their people in the contemporary and fast globalizing economy. Since the recruitment up to the performance management, AI-based systems are transforming the decision-making process and offer multinational corporations (MNCs) with new opportunities. Nonetheless, AI has both benefits of efficiency and predictive power, yet there are also the issues of equity, morality, and cultural awareness (Stone et al., 2015). This blog will discuss the role of AI in shaping the talent management in the world today, and how HR leaders should think in order to use its gains responsibly.
Artificial Intelligence in Hiring and Recruitment.
Recruitment tools based on AI can process vast amounts of applications in the shortest possible time, eliminating bias and efficiency (Meijerink et al., 2021). As an example, natural language processing (NLP) systems can compare CVs to competency frameworks, whereas chatbots respond to initial queries of the candidate. The technologies are especially useful among MNCs dealing with different labour markets and having a standardised process. Nonetheless, as research indicates, algorithms can reproduce any existing biases unless audited properly (Raghavan et al., 2020), which questions the HR role of ensuring fairness and inclusion.
AI and Employee Engagement
The sentiment of the employees is also being analyzed using AI by surveying, extracting emails, and collaboration tools which will allow organizations to detect problems of engagement real time (CharteredInstituteofPersonnelandDevelopment [CIPD], 2023). Predictive analytics would be able to identify employees who are likely to leave the company and have the HR take proactive measures to retain them. However, the use of constant surveillance creates ethical concerns of privacy and trust, especially in collectivist cultures where surveillance can be viewed as an intrusion (Hofstede, 2011).
HR Strategic Implications.
In the case of HR leaders, the adoption of AI must not be
operational efficiency only but must be correlated to the strategic objectives.
The AI may facilitate workforce management, skills planning, and leadership
enhancement, as such making the HR one of the core forces driving the
organizational competitiveness (Stahl et al., 2012). Notably, the human factor
will be at the centre stage: the organizations that will strike the right
balance between technology and empathy as well as ethics will be more able to
create sustainable people strategies.
It cannot be denied that AI is transforming the concept of talent management in MNCs by providing never-before opportunities to enhance the process of recruitment, engagement, or workforce planning. Nonetheless, these technologies could strengthen inequalities and undermine the trust of the employees without critical supervision. It is thus the responsibility of the HR professionals to be innovative and guardians so that AI can be used responsibly, culturally sensitive, and strategically to bring valid value to organizations and their individuals.
References
CIPD. (2023). AI and the Future of Work: Ethical Considerations in HR.
Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context.
Meijerink, J., Bondarouk, T., & Lepak, D. (2021). New ways of working through AI. HRM Review, 31(2).
Raghavan, M., Barocas, S., Kleinberg, J., & Levy, K. (2020). Mitigating bias in algorithmic hiring.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on HRM. HRM Review, 25(2).
Stahl, G. K., Björkman, I., & Morris, S. (2012).
Handbook of Research in International HRM.
Seems good. If you can relate your discussion to Sri Lanka or your industry or your organization would be great.
ReplyDeleteThanks for the prompt, dear sir I agree that grounding these discussions in the local context is crucial. The unique challenges in Sri Lanka's tech landscape, like balancing global AI adoption with local talent retention, definitely add layers of complexity. I'll make sure to integrate more specific Sri Lankan and industry-relevant examples in future posts!"
DeleteInteresting Post! The post is a solid foundation for a professional blog on AI in talent management. It demonstrates awareness of both opportunities and challenges. With some concrete examples, more nuanced exploration of ethical issues, slightly refined sentence structure, and updated references, it could elevate to an advanced, thought-leadership-level piece
ReplyDeleteThank you, Dilmini! Your feedback on the need for a nuanced exploration of ethical issues is spot-on. Ethical AI in HR isn't just a compliance issue; it’s key to building trust with employees. I'll definitely incorporate more concrete examples and focus on how organizations can proactively align their workforce structure with AI implementation."
DeleteAn excellent and thought-provoking blog that combines academic insight with practical HR relevance. The writing is clear, coherent, and balanced, showing a deep understanding of how AI impacts recruitment, engagement, and strategy in global contexts. Outstanding work that highlights both opportunity and responsibility for HR professionals in the AI era.
ReplyDeleteI appreciate your kind words, Nilanika! Highlighting both the opportunity and the responsibility of HR professionals in the AI era is exactly what I aimed for. The shift isn't just about using new tools, but about strategically reshaping how HR supports business goals globally.
DeleteGreat post on AI transforming talent management. I appreciate how you linked technological adoption to organizational competitiveness. Exploring the regulatory or legal frameworks around AI in HR could provide an additional practical perspective.
ReplyDeleteThat's a fantastic suggestion, Gihani! The regulatory and legal frameworks are indeed a rapidly evolving area and essential for a practical perspective. Organizations need to stay ahead of the curve to ensure compliance and avoid legal pitfalls. I'll dedicate a follow-up piece to navigating the emerging governance around AI in HR."
DeleteInteresting post. Without careful supervision, these technologies might make inequities worse and make employees less trusting. So, HR professionals need to be both innovators and ethical guardians. They need to make sure that AI is used properly, with an understanding of different cultures and a clear plan, to benefit both people and businesses.
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ReplyDelete"Great blog! It clearly explains how AI is playing a vital role in transforming global talent management. Very insightful and relevant for today’s workforce challenges."
Thank you, I’m glad the article resonated with you and clearly explained the vital role AI is playing. It is indeed an exciting time for global talent management, and addressing today's workforce challenges requires us to leverage these tools thoughtfully. Your feedback is much appreciated!
DeleteAs someone working in hospitality, I find this discussion on AI in talent management both exciting and cautionary. Hotels thrive on human warmth and cultural sensitivity, so while AI can help us streamline recruitment and even predict engagement risks, it must never replace the empathy that defines our industry. In Sri Lanka and across global hospitality, our challenge is to use these tools to support—not overshadow—the dignity and wellbeing of staff. If HR leaders can balance efficiency with fairness and cultural awareness, AI could become a partner in creating workplaces where both employees and guests feel truly valued
ReplyDeleteRukshan, this is an incredibly valuable perspective from the hospitality industry. You hit on the critical balancing act: utilizing AI for efficiency (like streamlining recruitment) while steadfastly protecting the core human elements—warmth, empathy, and cultural sensitivity—that define your sector. The goal should absolutely be a partnership where AI supports the dignity and wellbeing of staff, allowing HR leaders to focus on the human connections that create a truly valued environment for both employees and guests. Thank you for sharing your experience from Sri Lanka and the global hospitality context.
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