Executive ProgrammesArtificial intelligence (AI) is no longer just an IT tool. It is reshaping how human resources (HR) functions in organizations around the world. From recruitment to performance management, AI in HR is helping leaders make better, faster, and more inclusive decisions.
According to a 2024 SHRM study, 43% of organizations now use AI for HR tasks, up from just 26% the year before. In India, adoption is even higher — 70% of employees say they use AI tools at work. These numbers highlight that AI is no longer experimental; it is already central to how people are hired, trained, and retained.
This article explains what AI in HR is, its benefits, disadvantages, and real examples of AI tools in action. It also shows how HR professionals can upskill through courses like the Post Graduate Certificate in Human Resource Management from IIM Shillong, ensuring they are prepared for the future of work.
What is AI in HR?
AI in HR means applying artificial intelligence technologies — like machine learning, natural language processing, and predictive analytics — to traditional HR processes.
Instead of relying only on manual work, HR teams now use AI systems to:
Scan and filter resumes
Schedule interviews automatically
Personalize onboarding and learning
Predict attrition and skill shortages
Monitor employee engagement in real time
The goal is not to replace human decision-making but to reduce repetitive tasks and support strategic HR work.
AI Adoption in HR: Global vs India
Here is how adoption has grown worldwide and in India:
Types of AI in HR
AI in HR combines multiple technologies, each serving a distinct role. Adoption data shows that HR leaders are already experimenting with different AI types across the employee lifecycle.
AI Agents – Autonomous systems that handle sourcing, compliance, or benefits queries. Example: IBM used an AI agent to streamline promotion processes for 17,000 employees, cutting weeks of admin time.
AI Assistants (Chatbots) – Used by over 50% of large organizations to answer routine HR questions, onboard employees, and support self-service. IBM’s AskHR automated 80+ HR processes, saving 12,000 hours in one quarter.
Automation & Robotic Process Automation (RPA) – A Deloitte survey found 62% of organizations already use RPA in HR for payroll, interview scheduling, and data entry.
Generative AI – McKinsey reports that generative AI can unlock 20% more value in recruiting and onboarding. Common uses include drafting job descriptions, interview questions, and learning content.
Natural Language Processing (NLP) – Used to scan resumes and analyze surveys. Gartner notes that 48% of HR leaders use NLP-based tools for sentiment analysis and employee feedback.
Predictive Analytics – According to PwC, 60% of CHROs use predictive analytics to forecast attrition and skill gaps for workforce planning.
Takeaway: Most HR teams don’t adopt just one type of AI — they layer these technologies. Chatbots improve service, predictive analytics shape workforce planning, and generative AI powers content creation. Together, they move HR from administrative to strategic.
Benefits of AI in HR
McKinsey research shows AI can deliver about 20% more value in recruiting and onboarding. Gartner notes that 76% of HR leaders are already using or planning to use AI in their operations.
This means two things:
AI is not only about efficiency. It also helps HR focus on people.
- AI is moving from pilot projects to core HR strategy.
Examples of AI in HR
Here are some practical examples of AI in HR across the employee lifecycle:
Talent acquisition: Tools like HireEZ and Zoho Recruit scan millions of resumes to build talent pipelines.
Candidate assessments: AI video interview tools analyze responses to standard questions (with human review for fairness).
Onboarding: Chatbots guide new employees through policies, forms, and learning resources.
Engagement: Humu’s “nudges” remind managers to give timely feedback.
Performance management: Predictive systems track productivity trends and flag risks of disengagement.
Workforce analytics: Platforms use historical data to forecast hiring needs and promotion paths.
Market Growth of AI in HR
The AI in HR market is expanding quickly.
Advantages vs Disadvantages of AI in HR
Like any new technology, AI in HR brings both opportunities and risks. The benefits of AI in HR often relate to speed, cost, and personalization, while the disadvantages of AI in HR focus on fairness, privacy, and compliance.
ChatGPT – Draft job descriptions, emails, and interview questions.
Zoho Recruit (free tier) – AI-driven applicant tracking.
AI resume analyzers – Quick matching of skills to job roles.
Calendly + AI assistants – Automate interview scheduling.
Trying free AI tools in HR is a safe way to test the benefits before making big investments.
AI in HR Courses and Certifications: IIM Shillong HRM Programme
AI adoption will only grow. But success depends on people — not tools. HR professionals need to understand how to:
Select the right AI systems
Audit vendors for fairness and compliance
Interpret AI outputs and spot bias
Build policies that balance efficiency with human empathy
This requires upskilling and formal learning.
One strong option is the Post Graduate Certificate in Human Resource Management (Batch-5) from IIM Shillong, offered in collaboration with SHRM India.
Duration: 12 months, with live online evening classes
Curriculum: HR analytics, recruitment, employee engagement, and leadership
Recognition: Certificate from IIM Shillong, one of India’s top B-schools
Global standards: Designed with SHRM India, ensuring international HR best practices
This AI in HR certification prepares professionals to:
Apply HR analytics in real decisions
Handle ethical issues in AI-driven HR
Lead AI-powered HR functions with confidence
AI in HR is not about replacing humans. It is about empowering them. The benefits of AI in HR include faster hiring, smarter analytics, and better employee experiences. The disadvantages of AI in HR remind us that ethics, privacy, and fairness must always come first.
For HR professionals, the path forward is clear: build AI knowledge, use tools responsibly, and keep the human touch central. Courses like the IIM Shillong HRM programme give leaders the skills to shape HR in an AI-driven world.
AI in HR is not the future. It is the present. Those who embrace it wisely will build stronger, more resilient workforces.
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