Читать книгу Impact of Artificial Intelligence on Organizational Transformation - Группа авторов - Страница 85

Currently, there also are various questions in regard to technical competency. The quality and advancement of the machine may give varied results in interpretation of data. For example, the speech conception tool of AI may give wrong result based on the poor quality of the machine or poor algorithm. The technological structure and the essential resource needs also are still unclear at this time.

Applicants face the threat of being misjudged by the use of AI, in which it can bring the image of the company down in the eyes of the other applicants. Furthermore, because of the specialized process of application, the handling of AI can be in particular intricate for managers.

Technology can help in providing effective data in regard to the employees’ performance, but still, it lacks how effectively the Machine Feedback can bring the change in behavior and performance of an employee [11].

Finally, the legal component is likewise imperative. Some of the dark side of AI in HR is as follows:

“There is a central idea in machine learning: the data you use to teach a machine learning algorithm can significantly influence its behavior.”

– Pinar Yardage, Manuel Cambrian, and Iyad Rahwan, MIT