ARTIFICIAL INTELLIGENCE FOR PEOPLE’S MANAGEMENT IN ORGANIZATION

Abstract

The paper reviewed literature on artificial intelligence for people’s management in organization. People management can be viewed or defined as line managers’ implementation of HR practices and their leadership behaviour in supporting the employees they supervise at work. While artificial intelligence can be defined as the ability of machines and computer software to model human behavior and thoughts in such a way that they can think, comprehend and execute task. People management concept acknowledges that line managers play a crucial role in shaping employees’ perceptions of human resource management through their implementation of HR practices and their leadership activities. Nevertheless, many organizations have turned  artificial intelligence into their daily business, driven by motivations of process optimization or cost reduction, improved decision-making, innovation, gaining insights from big data, and/or staying ahead in the digital and knowledge economy. However, despite these promising results, the current state of artificial intelligence adoption varies significantly across organizations, with some companies fully leveraging artificial intelligence potential, while others face significant setback such as trust issues and skills gaps. Since a significant share of these challenges are human centric in nature, the implementation of artificial intelligence in organizations also calls for a human-centric approach. Thus, this is where people management comes into play. In conclusion, people management involves line managers’ implementation of HR practices and their leadership behavior in supporting the employees they supervise at work. Recommendations, management of organizations should understand that people management is essential for navigating any setback observed and capitalizing on the opportunities presented by artificial intelligence in this 21^st century.