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No one can be judged by type of machines that could not understand the emotions rather work on the intelligence, so HR decisions may always be challenged with the base, criteria, or the frontiers on which the decision of recruitment, selection, promotion, and bonus are taken.

As John Hawksworth [18], PwC’s chief economist, made it specific that “legal and regulatory hurdles, in regard to organizational apathy and legal systems might cause a delay in moving toward AI and Robotics” [18]. According to Minon [4] it might be there that HR leaders may feel the need of the more digital tools to outpace the existing one with lot of more correction [19].

Indeed, the lust of HR leaders for being on the digital front and to acquire the mastery on the new tools may outperforms their ability of getting the tools [19]. Again, one more hurdle lies in the shortage of the AI-skilled employees and again the shortage of trainers to provide training in this regard.

AI-enhanced HR is also going to challenge the white collar job like lawyers, teachers, traders, sale and marketing, and doctors.