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Artificial Intelligence in HRM: Role of Emotional–Social Intelligence and Future Work Skill

Arjita Singh (Banasthali Vidyapith, Rajasthan, India)
Tanya Chouhan (Banasthali Vidyapith, Rajasthan, India)

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part A

ISBN: 978-1-80382-028-6, eISBN: 978-1-80382-027-9

Publication date: 10 February 2023


Purpose: In recent times, ‘artificial intelligence (AI)’ has been pervasive even in organisations or at home. AI is defined as programming computers or other technological devices to act, react, respond, or assist the same way humans do. AI has undeniably made people’s lives easier. In organisations, the impact of AI is even more visible. The main aim of this chapter is to examine the significant role of future work skill’s (FWS) each component in the field of on-growing automation. The focus will be especially on emotional and social intelligence (ESI) (a key component of FWS) while adopting AI.

Need of the Study: In terms of human resource management (HRM), AI is useful for people management, payroll services, staff monitoring and improving the recruiting network, among other things. Even managers put their organisation’s job openings on the web and get applicant resumes electronically. People and employees in the organisation have become more advanced and innovative due to AI. A device obtains employee attendance, and human resource (HR) can track their employees and their organisation’s workforce data. HR has now been awarded more authority to manage and fix their employee’s problems because of AI. In a rapidly changing world, AI is affecting all aspects. AI is yearning to automate all of the jobs.

Methodology: Now a question arises how we can stay relevant in AI economic development? As humans, we learned that every issue is a problem of optimisation because we simply require human skills to develop, create and innovate new things. Therefore, researchers recognised that adopting sustainable growth skills encourages people to continue learning throughout their lives. Moreover, AI has enabled machines the ability to learn over time. Still, they will never be able to develop new ideas like human intelligence. A machine can use only one fixed data algorithm. Now humans have made significant progress in various fields with the help of FWS; without integrated computer sciences, brain science would not make such an outstanding achievement. On the other hand, human minds are masters of their intelligence, such as creativity, complex problem-solving, cognitive thinking, ESI and communication. Breakthrough human mind are masters of algorithms represented people have to understand new trends of technology around us, and the best way to move forward is to be aware, adapt and update skills.

Practical Implications: However, AI is required because, regardless of technological advancements, AI is leading Industry 4.0. The industry’s transformation is in 4.0, and hopefully, 5.0 will jump on board soon. Undoubtedly, AI should streamline the process and eliminate redundancy or administrative tasks.

Finding: AI can be more effective in organisations if they incorporate other FWS, particularly the soft human ESI skills, whereas AI is present everywhere, we can still not neglect FWS, especially ESI. So, this chapter highlights the important role of soft skills, that is, ESI and FWS, while adapting AI for an effective HRM.



Singh, A. and Chouhan, T. (2023), "Artificial Intelligence in HRM: Role of Emotional–Social Intelligence and Future Work Skill", Tyagi, P., Chilamkurti, N., Grima, S., Sood, K. and Balusamy, B. (Ed.) The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part A (Emerald Studies in Finance, Insurance, and Risk Management), Emerald Publishing Limited, Leeds, pp. 175-196.



Emerald Publishing Limited

Copyright © 2023 Arjita Singh and Tanya Chouhan