Human Resource Management

Title ： How AI is set for Revolutionize HR

Department
Student Name ： KM Akhtaruzzaman Shihab
.
Student No. ： 21454740234
.
Major ： Hospitality Management
.
 HR and AI Fostering a Successful Partnership
Introduction

A direct result of advanced technology, artificial intelligence is slowly but

surely dominating markets around the world and the hospitality market is no
exception. In the spectrum you now have multiple options to change almost
every aspect of it from experience reservations to cleaning services. This
resource is useful for anyone searching for clues to unlock that which AI
contains, and guides readers through areas of AI that are promising by
definition, advantages and disadvantages of the technology, emerging
trends, and case studies. We also also present and examine real-world
implementation strategies for incorporating AI technology into your
hospitality business so that you fully understand how to implement them.
That said, let us explore some of the sub-sectors in the hospitality industry
that is experiencing the application of AI. The applications of AI are still being
found across all the sectors and functions. It is about time that we explore
one specific department that can definitely benefits from AI and Automation
– Human Resources. Said Caroline Gleeson, CEO based in a hiring software
specialist: “AI and automation technologies are already becoming embedded
in daily working practise and even people planning within the
organization.”More emphasis, 81% of HR leaders have already looked into or
incorporated AI in their functioning. “This instantly raises the question; while
HR is firmly embedded in the people of the business, these systems can in
fact free up time for the HR department to spend more time with the staff
and serving them better where the right systems take much of the burden of
administrative tasks and paperwork out of the equation.”

Literature Review

AI has revolutionized industries across the globe, including Human Resource

Management. Created as automation systems, AI, which encapsulates
autonomous decision-making and execution processes, has developed into
intelligent agents that do not fully require the assistance of humans. With
the development of multi-agent systems and generative AI came the
improvement of the scope of uses AI has for HRM, allowing for quicker, more
adaptable systems that can be scaled better for business use.

(Isha Tewari and Mohit Pant in 2023, HR uses AI journal) The authors explore
how artificial intelligence (AI) will influence organizations and resource
management (HRM) practices and assert that AI is a core component of
today’s companies as it automates tasks and increases productivity. These
technological advancements enable HR officers to stop doing mundane
chores and devote their time to core activities that increase employee
motivation and growth.

Tewari and Pant point out that AI has its advantages, such as the
enhancement of data-generated decisions. Still, it also has its limitations,
such as apprehensions about data trustworthiness and its responsible use.
The authors encourage HR practitioners to leverage AI not only as a tool but
also as a teammate for enhancing the organization’s people management
system. By taking advantage of AI, organizations will be able to use it to
pursue and preserve appropriate individuals, ensuring that achievement of
success is guaranteed. It is clear from the article that for HR to remain
relevant, there is a need to keep pace with changing technology and be
creative while addressing the challenges such change brings.

(Sabil, Bangkara, Mogea, Niswan, and Timotius,2023, Human Resources

going forward by the use of AI) They acknowledge that there are several
concerns faced by new-age organizations when it comes to managing the
workforce effectively, and AI can offer creative ways of streamlining HR
processes.

They state that AI is capable of enhancing the capacity of HR teams, for

instance, by taking over recruitment, hiring, and monitoring the performance
of employees. This automation allows the staff working in the HR department
to deal with more professional activities such as management HR and
working with employees in major ways. They stress the need or significance
of ensuring that every employee undergoes training that is unique to him or
her. AI would be able to ensure this, hence making it easier for employees to
love their jobs more and perform better.

Let's explore how three different AI technologies—resume checking, chat-

bots, recommendation systems, and generated videos—are impacting HR
functions like recruiting, training, and performance management:

1. Resume Screening Assesses and Shortlists Candidates

After forming a reasonable number of candidates now the next stage involves screening them
and shortlisting them. Unfortunately, this is another task that takes a lot of time. We are sure that
one day your HR department has posted some job vacancies and only after a few days has
dozens, if not hundreds of applications. It is not practical for hiring managers to read every single
application in detail. This is where AI recruitment tech can combine each candidate's cover letter
and CV in order for any hiring officer to know all suitable people.

2. Chatbots in Recruiting

Chat bots can be manned using artificial intelligence to attend to the various
inquiries made by the job seekers, arrange for interviews and even conduct
the initial interview over the line. Potential of using chat-bots is that they can
work where it is necessary to complete routine tasks while an HR
professional can focus on valuable activities. They offer a round-the-clock
service as part of enhancing the candidate experience. Helps to avoid bias in
attitude to all the candidates when the interviewers are asked to give similar
responses.

3. Recommendation Systems in Training

Recommendations are made for training based on artificial intelligence which

synthesis employee performance information and training propensity. Adapts
training content to learner requirement which improves on learning process.
Employee needs training that is engaging and corresponds to perform duties
in their working environments. Assists individuals within an organisation to
gain appreciation on which competencies are most useful in the working
place and career paths.

4. Created Videos in Performance Management

AI can make videos on what each employee is good at and what he or she
needs to improve.

The written form of communication can take longer to be understood but

visual feed back is much more effective. Covers all workers so that they are
able to receive feedback in a particular pattern. When receiving video
feedback it is easier for employees to remember them than the written
reports they provide.

Any plan that the management develops for the HR department should
incorporate such trends in future HR technologies to take advantage of
existing technologies that either supports organization and its staff
members’ requirements. One of the dominant trends in HR today is
generative AI, which can be useful for HR, including in the area of
recruitment.

5. Generative AI for recruitment

Such examples of generative AI, as Chat-GPT is functioning as a more
essential component of the HR operational processes as it provides rapid
solutions to rebuild the talent acquisition and retention process. With
generative AI, it is possible to complete a job post in a couple of minutes and
also the keywords for job description to attract the best talent.

6. Real-time workforce analytics

If your business is not growing as expected despite repeatedly hiring new

personnel, you can seek assistance from your HR specialist to analyze the
available data. They can help you identify potential issues, such as frequent
turnovers in a particular department and associated expenses. Storing your
HR information in a single database allows you to monitor both expenses and
traits of prosperous, lasting workers. When necessary, this easy access to
workforce analytics will simplify your planning.

7. HR compliance support

An HR platform can assist you in assessing whether your company will

qualify as a different employer category due to an upcoming growth spurt.
For instance, hiring many employees may trigger FMLA or COBRA
government-mandated regulations. With the help of HR software, you can
fulfill the appropriate compliance obligations once you surpass the relevant
employee threshold.

8. Current Trends in AI for HRM:

The implementation of AI in HRM is not merely a technological upgrade; it

represents an evolution in how companies recruit, nurture, and manage
employees. In HRM, AI significantly enhances the ability to collect useful
information, analyze it, and manage complex systems. Here, we will examine
some of the most notable and influential trends.

9. MobieTrain: Rewriting the front line employees company

experience

AI integrated chat-bots are largely valuable in the present era of advanced

and efficient business models. Welcome, behold Mobie – our new creation,
an AI chat bot designed to change the way of interacting with employee
customer orientation in an organized way. They explain how a surprise of a
personal assistant for your team might revolutionize their performance. In
your work group, in which channel do you pass information to your
colleagues? Now, how do you ensure that they can obtain the right
information, right at the spur of the moment? Freewheeling certainly means
that you could be giving real-time support – but how could you do this
without being overpowering to the retail / restaurant managers you’re
working with? First, Mobie assists in uploading company material and
second, within the single click, your team may fire queries and receive
answers in return instead of sorting through documents or disturbing others.

By accessing Mobie, the AI-powered MobieTrain’s chat bot, you can:

Enhance front line staff knowledge and skills, disseminate timely company
information and brochures (product leaflets, standard operating procedures,
and practices).

Add the factor of the possibility to find the information and solutions, when
and how it is needed, to a smartphone.

Other view could be to enhance decision making of executives in order to

facilitate operation efficiency.

Things you can do: Make your teams happier and more encouraged.

Reduce organisational errors resulting from the availability of company

material on any gadget at any given time.

A company should get a full and well-armed team and most importantly
customers.

These benefits include enhancing your brand recall, cutting the time taken in
arriving at decisions, and raising customer management return on your retail
or hospitality outlets. Don’t believe us when we tell you that Mobie can
revolutionize your front-line operations and make your staff happier? Try it
out and see the results for yourselves.

Research Methodology

To explore the use of AI in hotel HR departments, a qualitative method approach employed. This
includes a review of existing literature and case studies of hotels that have implemented AI in
HR.
Cases Study Analysis

In the next sub-section, I describe germane functional areas most suited to

AI applications in the hospitality industry.

1. Hilton Hotels and Resort using AI to increase hire rate

The traditional recruitment approaches applied in Hilton Hotels and Resorts

were not without their problems, these included a test with over 100
questions as part of the staffing process and a staffing procedure that could
take about six weeks to fill a training class of 25 trainees. These had low
completion rates and affected total time to hire.

Hilton selected the video intelligence platform of HireVue to consequently

enhance its recruitment process. The new process consisted of a single video
assessment, based on big data methodology that assessed candidates’
language and behaviour during a video interview. This assessment was
developed by I-O Psychologists working for industries’ most top corporations
and was conducted through video interviews. The video assessment process
substituted the multi-step process and shortened the hiring time to five days
from six weeks. The platform offered information on the behaviors of the
target employees in the context of the organization and the job prescription.

40% Improvement in Hire Rates: The companies worked with experienced

people and set improved goals; this reflected on Hilton where interview hire
rates increased by 40%. Training class time that has been reserved for hiring
training was cut from six weeks to five days. The candidate Net Promoter
Score (NPS) calculated to be 84.9 thus meaning the employees were
satisfied with the new process.

Analysis

The case of Hilton applying AI into HR process illumines that applying

technology improve the efficiency of the organization recruitment and the
satisfaction degree of the candidates. Instead of investing time for the
search, assessments, interviews and eventual hiring and training of the
unsuitable employees, Hilton was able to make the right hires on time by
using predictive analytics for video assessments. As seen in the case study
above, there is need to consider the use of AI for HR practices for efficiency
in operations.

2. New AI technologies being introduced to by Marriott International

improves on its employee training.

The case discusses the problem of delivering effective and standardised

training course for the employees of Marriott International trou, a
multinational hospitality organisation. Conventional forms of training were
lengthy and very rare offered organizational specific training.

Marriott also launched a new artificial intelligence training programme

known as the “Marriott Learning Studio.” This platform offers AI
implementations as a tool to serve learning segments for the retention of
employees. The AI takes into consideration learning styles, achievements
and learning gaps of each employee in order to offer relevant content.
Traditional forms of training were eliminated and were replaced by lively
modules of training along with virtual reality (VR) simulation and other game
based learning methods. Workers could attend the content of training
materials anytime within the organization and at their own convenience.

This was due to a 30% shortening of the time that employees spent in
training because of the training efficiency that the use of the AI-driven
platform introduced. Different employees also noted a 25% improvement in
their knowledge retention and clarity in their position
responsibilities.Employees appeared to be much happier when there are
more activities to complete on the training platform.leading global hospitality
company, faced challenges in providing consistent and effective training to
its employees across various locations. Traditional training methods were
time-consuming and often lacked personalization. Marriott implemented an
AI-driven training platform called "Marriott Learning Studio." This platform
uses AI to create personalized learning experiences for employees. The AI
analyzes each employee's learning style, progress, and areas of
improvement to tailor the training content accordingly.

Analysis:

Leveraging of Appropriate Technology in Training Employees: The case of

Marriott, shows how the introduction of AI into training can effectively
improve on the effectiveness of training, impact trainee effectiveness as well
as motivate employees. Marriott used artificial intelligence in order to
develop the effective form of learning for the employees and give them the
opportunity to reach more outstanding results with the help of the employee
training programme. This paper shows how the case organization
approached the issue of training, examples of solution implementation, and
the rationale behind using new ideas to solve training issues to enhance the
skill and productivity of its employees.

3. Four Seasons Hotels and Resorts Automates Workforce

Management through AI

It was much more difficult to supervise and coordinate the employees

working at many locations of Four Seasons Hotels and Resorts, which in turn
affected the service quality and the overall impression of the hotel chain.
Outdated scheduling practices and/or inefficiency of workforce planning
resulted in either too many people on the same job or not enough people,
lowering employee morale and inflating operating expenses.

Four Seasons has recently adopted a workforce management system,

powered by artificial intelligence, in order to enhance the staffing levels and
efficiency of its scheduling. The system was based on self-learning models
that processed pertinent past information such as occupancy, guests’
preferences, and employees’ performance indicators. The purpose of the AI
solution was to make demand forecasting and schedule planning more
efficient, facilitating the provision of sufficient staffing levels at peak hours.
The AI system supplemented the already existing HR and scheduling
software and gave managers insights and recommendation on the fly. Those
insights could help managers to make better schedules in terms of the
company’s requirements and employees satisfaction. The system also
enabled volatility, meaning that if there was a sudden change in
requirements, such as an increase in demand or someone did not show up to
work, there could be options for that too. The Daylight AI platform decreased
inefficiencies during scheduling leading to a 15% reduction in labor
expenses. Employees began to express greater satisfaction as automatic
scheduling allowed for more fairness and predictability in work timing and
shifts. It was noted that the system catered for the individual preferences
and availability of employees which minimized clashes in schedules. The
guests have enjoyed a consistent high service level due to being looked after
by the right number of staff members at any one time and it helped to
enhance their overall experience within the Four Seasons properties.

Analysis

Four seasons’ application of AI for managing its workforce stands out in the
increasing role that technology will be playing in effective and efficient
undertaking of business operations while keeping employee content and
customers satisfied. Thanks to machine learning algorithms, a sizable
amount of data is examined, demand patterns are identified, and effective
and less expensive scheduling policies are put in place throughout Four
Seasons. The case puts forth a case for change management thinking by
showing how innovation can be done in workforce planning.

4. Concepts related to revenue management and its pricing

theories

Pricing strategies of rooms and revenue management is among the most

vital topics in a hotel and can point out its financial state. Historically, these
areas have relied on a combination of experience,Spreadsheet and guess
work at best for doing things and planning that often results into
inefficiencies, Sub-Optimal pricing and missed Revenues. Instead, artificial
intelligence innovative solution is embedded with data and machine learning
to better deal with price management, demand forecasting, and revenue
control.

Changing room prices depending on demand, competitors’ actions, and

market conditions and automatically applying the price changes according to
basic rules and recommendations of artificial intelligence to retain the
competitive and responsive edge. Demand forecasting and revenue
optimization: Applying historical data and real-time information, as well as
external indicators and developing forecasts for booking activity and room
occupancy while taking into account the perspective of different sources of
income and striving simultaneously for the balanced and profitable
development. Adapting offers and available price levels of services and
products to the guests and their behaviour to improve satisfaction and their
loyalty.

Use case in practise

Four Seasons Hotels and Resorts use the dynamic pricing strategy in order to
customize guest offerings. This way, they create guest segments based on
demographic characteristics as well as length of stay, and choices offered
different packages containing options for things that make the overall
experience more engaging and customised. This strategic approach
improves guest experience and corporate revenues at the same time.

5. The human resources management in hospitality and staff

development

Staff training as a factor in hospitality management is critical to the delivery

of quality services and to guarantee the efficient workings of any hotel.
Menjadi, the conventional house established training approaches that hardly
responds adequately to the learning requirements of hospitality staff.
Barriers to learning indicted by language difference, differences in
experience, qualification and the trainee’s flexible training timetable,
amongst others, create ineffective and patchy training. Here AI presents
approaches to meeting these challenges in learning and development.

Applying generative AI in hospitality business to create training content

including quizzes, videos or other materials, reducing time needed for its
preparation and increasing relevance of the training materials. Reviewing
organizational learning data to document the effectiveness of training and
development approaches with the staff to inform the development of
procedures that makes it possible for all the staff members to receive
training that enhance their abilities in performing their duties in the
organization in the most efficient way. Efficiently varying the level of
questions used in testing in response to the results of the learners, which in
turn, results to accurate evaluation of each staff. Telling the employee what
is right or wrong in a certain training activity or test immediately and
ensuring that employees who have gone through the training programme
know where or what went wrong with them. An innovative human resource
management practise that takes into account seven key aspects in
managing its human capital.

The frustration of some staff towards HR as a way of taking punitive actions

against unsuitable behaviours means, responding to the trends in HR tech
gives the HR specialists a chance to directly assist employees, augment
diversity, and become enablers of change for success. But Gartner says only
43 percent of the HR leaders are confident that their employees are happy
with the HR technology in their company. Since it is centrally involved in all
activities that touch on the employee lifecycle from recruitment and
onboarding, learning and development, and off boarding, HR needs to know
the available technologies that can propel their organisation forward.

Future of AI in HR

AI is set to mundane HR tasks like recruitment, employee training,

performance management, and workplace engagement are set to be
transformed with the integration of AI. Now, AI will assist in hiring qualified
people by simplifying and proving to be efficient in addressing difficulties
such as applicant sourcing, conducting initial interviews, and resume
screening, With this, not just time to hire is decreased but also the total
quality of the candidates increases. For development of employees, AI
powered learning systems will introduce special training catering to people’s
needs and level of knowledge which allows individuals to gain much more
and engage more with the learning. Real-time monitoring and tracking of
activities is a more effective performance management approach that AW
tools can offer by automatically providing feedback, support and analysis.
Furthermore with predictive analytics, AI will be able to use data to forecast
how high the level of turnover will be, the future leaders of the organization
as well as how to make future deployments, in doing this strategic level
decisions are also aided. AI will improve around employee engagement with
sentiment analysis as well as targeted communication that measures the
culture around the workplace. The possibilities of AI integration while
exciting are tempered by the reality of having to effectively deal with ethical
challenges such as data privacy, lack of (or) bias within algorithms as well as
transparency whilst implementing AI in demanding processes like resource
planning. In general, AI is believed to increase the efficiency and level of
personalization of processes along with data centralization in HR. However,
ethical issues will have to be handled with the care they deserve
Conclusion

Artificial intelligence is undoubtedly revolutionizing many aspects of HR, marking the beginning
of efficiency, customization, and data backed decision making. AI is capable of relieving HR
practitioners from mundane chores, allowing them to devote time to more productive initiatives.
In recruitment, these technologies are particularly promising because they allow for the
identification of potential candidates, the evaluation of qualifications, and the conducting of
preliminary interviews, which all assist in increasing the quality of recruitment while decreasing
the recruiting process cycle duration. For employee development, AI-based systems provide all
required training materials on a single online platform, which greatly improves collaboration and
models for working. The performance appraisal area is already changing rapidly with the
introduction of new technologies, especially rating scales, computerized performance tracking,
and other feedback systems.

Also, AI helps HR managers determine course of action by sifting through mountains of data to
foresee which employees may quit the organization, which employees have the potential to be
the next leaders of the organization, and when and how many employees should the organization
have, and advanced workforce planning. This strategy not only informs businesses about
strategies for removing bottlenecks, but it also assists them in addressing problems before they
manifest. Considering employees’ engagement, Artificial intelligence improves interpersonal
communication while also creating tailor-made methods to help strengthen desired workplace
culture. Moreover, the implementation of AI within HR departments presents difficulties,
especially in the areas of data protection, potential discrimination within algorithms, and the
requirement for greater accountability. It is also important to deal with the humanizing of AI in
order to alleviate some of the issues within HR. As AI evolves, so will its role within HR, with
more advanced features apparent in applications that would help improve productivity. I think
the future of human resources is to use AI but not forgetting that HR is about people and former
frameworks, principles, ethics, and anti-bias settings are the ones that matter.

Reference

1. Article by Antoine Bujold, Isabelle Roberge, Pierre, 2023, Responsible artificial intelligence
in human resources management: a review of the empirical literature.
2. Article by Bryan Hancock, Bill Schaninger, Lareina Yee, 2023, Generative AI and future of
HR.
3. Article by Sian Harrington, 2024, How international hotel giant IHG is using AI to bring HR.
4. Article by Eugenio Pirri, 2024, AI reads 7.000 reviews in less than a minute at Dorchester
Collection.
5. Article by Peter Tunney,2020, Hospitality Recruitment: How is AI changing the way we hire?.
6. Aericle by Millicent Marchell, 2024, HR predictions for 2025: recuitment, recognition, skills.