Mastering AI in HR: SOIL's One Year MBA Opens New Avenues

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One Year Mba In Hr Enables Professionals To Befriend Artificial Intelligence

1 Oct 2022
- admin
- Industry Insights
1 Year MBA

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Emerging technologies are steadily altering the HR landscape, leading to debates about whether mankind would soon give way to machines. One of the points is the application of Artificial Intelligence (AI) in people management, especially the use of chatbots. Organizations are widely using AI and automation in HR processes to improve efficiency and effectiveness. So, does that mean that chatbots would replace HR professionals? Certainly not, and here’s why.

Emerging technologies are rapidly altering the HR landscape like the application of Artificial Intelligence in people management. Does this mean that AI tools like chatbots would soon replace HR professionals? Let’s find out..!

HR AI Applications: Understanding through Chatbots

Chatbots are a convenient and conversational technology tool that can be leveraged at every stage of the employee life cycle, from hire to retirement-
- Recruitment – Chatbots look for relevance for recruitment activities such as sourcing, screening, and selection. The applicants today are stressed due to information overload, that’s where chatbots can help engage with candidates, and establish and build relationships by being the first point of contact through query resolution. For instance, chatbots are already assisting job applicants in understanding the exact nature of the job – a great sourcing strategy that helps attract only the best fits. Organizations are leveraging AI algorithms to scrutinize unaccountable job applications solely based on data-parsing and pattern selection. Chatbot-run assessments are the latest in candidate selection. Since these bots can be programmed to eradicate hiring biases, they are proving to be a desirable element for recruitment. Candidates often complain about not being informed regarding the hiring status, which is where the chatbots offer the automated notifications feature and enhance the recruitment process.
- Learning and Development – Chatbots can be leveraged to create micro-interventions at the employee’s point of need. For example, if an employee wants assistance or a quick answer, they enter it into the chatbot and receive tutorials/formulae, the application of which gets the desired results. Another useful application is while onboarding new employees, especially for resolving queries around tax information, bank data, and other routine elements.
- Employee Engagement – A futuristic application for chatbots is to detect through voice recognition technology combined with natural language processing, the employee moods, and the general company atmosphere. Employee engagement through sentiments analysis is hence a very real application of chatbots.
Chatbots are a convenient and conversational technology tool that can be useful while… Continue reading.

Also Read: Key Qualities Of Successful HR Manager

Here’s What The HR Chatbots CAN NEVER Do.

The HR department carries the monumental responsibility of recruiting the right people and ensuring that work efficiency and productivity are not compromised. However, in the past few years, AI is being portrayed as a disruptor of jobs and has induced concerns across all sectors of the workplace.

One might argue that since AI systems interact and learn from humans, they can easily share the obtained information and knowledge across a common platform, hence, they might also be able to think and act like humans.

This would be a mere assumption as any robust AI system will run algorithms that –

Require gazillions of data points to recognize and learn from the patterns – This would make the AI systems perfect for performing monotonous, automated tasks like detecting patterns, and even engaging with humans to address high-frequency issues with available solutions.

But will they be able to perform tasks that require analysis, creative thinking, innovation, and leadership?

Make predictions based on past results – An AI algorithm will only run as explicitly as it is told. It is subject to its developer’s influence. It will make predictions based entirely on its coding, and hence can not explain the rationale behind it. Algorithm manipulation is another downside to this. There is no credibility in the data fed into the AI system as it can not assess between correct and incorrect. It takes inputs and churns out an output without discerning its quality. This is the fundamental weakness of AI.

Now consider applying this to the Human Resource, where hiring involves assessing a candidate’s credentials, knowledge, and attitude.

An AI system is not capable of taking influence from Fortune 500 company leaders to make informed decisions for the growth of the company. Even if it learns from the leaders specific to an industry, each leader’s rationale behind their decision will vary uniquely.

The unique element about humans – more acquired knowledge, decades of experience, and empathy, combined with the enthusiasm for taking risks, have been the basis of all innovations. These pleasant and unpleasant experiences are unique to each, dictating achievements, and lifestyles, making it hard for AI to recognize patterns.

Since the AI systems interact and learn from humans, and can easily share the obtained information, will they also be able to perform tasks that require analysis, creative thinking, and innovation?

Also Read: Signs that an MBA in HR is the right fit for you

Will chatbots replace HR professionals?

Chatbots are rising to dominance in the HR world. The real question is, “Are they intelligent enough to replace the very people who employ them i.e. the HR professionals?” Machine learning capabilities may be advancing, but they simply do not match the cognitive skills of the human brain- competencies such as experience-based judgment, communication, collaboration, leadership, etc. For example, a chatbot can carry out initial filtering of job applicants, but it operates on a simple decision tree with extremely basic yes-no answers or a limited choice of responses. At the moment chatbots are being used for routine and structured tasks. The reality is that an increasingly complex business environment will continue to demand complex human skills such as dealing with ambiguity and contextual decision-making, which chatbots do not deliver.

Moreover, if chatbots were to replace HR professionals, it would mean taking the “human element” out of HR – indeed not good for a great employee or candidate experience. The bottom line is that the intellectual workforce of the future, therefore, will be a combination of human insights and AI-enabled automation. The employees – HR professionals will work with AI machines in tandem. HR professionals need not worry and should befriend chatbots rather than treat them as foes. Imagine the benefits that HR professionals can gain by employing chatbots to take over mundane tasks, leaving them to do the strategic and value-adding work!

SOIL’s PGPM one-year MBA in Human Resource Management focuses on developing HR Leaders with a global perspective, those who are mentally and professionally equipped to handle the workload of an HR professional / Manager in various industries and situations. The program enables you to evolve a high level of self-awareness regarding your leadership style, and better prepare for your new role.

SOIL Institute of Management’s PGPM one-year MBA in HR Management offers an outstanding opportunity to explore the areas of human resources with comprehensive knowledge and an understanding of the key functions of management and business.

Chatbots are rising to dominance in the HR world. The real question is, “Are they intelligent enough to replace the very people who employ them i.e. the HR professionals?”

FAQs
What is the scope of an MBA in human resource management in India?

As per the RnR Market Research report, the global human capital management market is expected to grow from $14.50 billion in 2017 to $22.51 billion by 2022, at a CAGR of 9.2%. All members of a human resources team or department connect the value of human capital to the company’s bottom line. They are adept at dealing with people from all backgrounds and levels of experience, knowledge, and skill. Besides, once you have gained enough experience, you can even look at working for an international company that will significantly increase your compensation. This type of career requires specific attitudes, understanding, knowledge, and skills. SOIL Institute of Management’s one-year PGPM in HR focuses on developing HR Leaders with a global perspective, equipped to handle the workload of an HR professional / Manager in various industries and situations.

How much does an MBA in HR in India cost?

MBA in HR Fees in IIMs and other top MBA colleges offering MBA in HR runs from Rs. 15 lakhs to Rs. 20 lakhs and the fee in other B-schools is between 8 to 15 lakhs. Head over to this link to take a look at the fees and schedule of payment details for the PGPM-HR program.

What is the admission process for the one-year MBA in Human Resource Management?

Our unique selection process is crafted in such a manner that it helps us assess the holistic personality of a candidate. We focus on multiple intelligence and try to assess the attitude along with the competence levels of a student. This approach makes an effort to recognize the innate talent in its applicants to derive the right fit. The process involves assessment on a mix of parameters like test scores, academics, extra and co-curricular, and achievements.

The admission process entails –

Submitting an online application

Complete SOIL Leadership Assessment Test (STAT)

Personal Interview

Admission Decision

Program Registration

What are some of the qualities of a successful HR professional/ manager?

It’s essential to have attributes such as flexibility, patience, attention to detail, outstanding communication and listening skills, negotiation skills, and professional discretion to succeed in HR. . All employers seek cooperative and effective employees in their management. Pursuing an MBA in HR can therefore give you an edge over the others applying for the same position. HR degrees lead to a range of opportunities, including HR executives, HR managers, vice presidents of operations, and employee relations directors. The purpose of an HR professional is to create a positive work environment, which means that they need to be able to gain the employee’s trust and lead them individually. The way to do this is to develop effective communication and leadership skills. This extensive set of skills can easily be developed with an MBA – PGPM in HR.

What are the eligibility criteria for an MBA in HR?

To be eligible for admission into SOIL’s PGPM HR program, a student must fulfill the following criteria.

A Completed Bachelor’s degree in any discipline from a recognized institution with at least 50% in graduation

Greater than 60% in 10th & 12th Standard Examinations

Freshers and graduates with work experience can apply

Desire to become an HR leader in the future

Valid CAT*/NMAT/GMAT/XAT* scores are accepted for PGPM-HR (Non-Mandatory but adds weightage to your profile)

Head over to the PGPM HR admission page to check out the procedure in detail.

What Is The Role Of an MBA in HR?

The HR management courses are designed for people to learn the central and strategic organizational activity of increasing complexity and importance. The best-in-class experiential learning offered by the SOIL Institute of Management in its endeavor to integrate learning and inspired leadership is just a program that is apt for working professionals re-entering the corporate world. The students learn the importance of innovation, attention to detail, professionalism, and above all – a HUMAN-CENTRIC APPROACH. The challenge lies in transitioning from adulting to going back to school. However, the lessons learned at SOIL, from world-class faculty and leaders, would be used for the rest of your career, and it will all be worth it.

How can I tell if an MBA in HR management would be the best fit for me?

The job of an HR manager is to ensure that things are functioning smoothly in the organization and make sure that every employee is content with the way the company functions. If people interaction and management is your forte then MBA in HR is for you. It covers job satisfaction and growth potential to the ability to impact individuals and entire organizations in meaningful ways.

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What is the scope of an MBA in human resource management in India?

How much does an MBA in HR in India cost?

What is the admission process for the one-year MBA in Human Resource Management?

What are some of the qualities of a successful HR professional/ manager?

What are the eligibility criteria for an MBA in HR?

What Is The Role Of an MBA in HR?

How can I tell if an MBA in HR management would be the best fit for me?

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