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人工智能和区块链的挑战 浅谈人力资源招聘实践.docx
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The Challenges of AI and Blockchain
on HR Recruiting Practices
maria p.
m
i
C
h
a
i
l
i
D
i
s
1
Abstract
Blockchain,
artificial
intelligence
(AI)
and
other
technological
innovations
are
affecting
all
aspects
of our societies and causing some profound changes in human resource (HR) practices in business
and non-profit organizations. Critical to these high tech advances is how they will affect employment
patterns and the way companies will hire their workforce, influencing HR practices and the way they
will manage their employees. This paper, after a short introduction, consists of three parts. The first
discusses how blockchain and AI are affecting HR practices. The second looks at hiring practices at
firms,
while
the third
discusses
employment
patterns
in the emerging age of high-tech super-automation.
There
is
also
a
concluding section, discussing the implications of the forthcoming AI on employment (or
unemployment)
and
the
inevitable
income
inequality
that
is
bound
to
develop
and
affect
our
societies.
Keywords:
blockchain
technology,
human
resource
management,
artificial
intelligence
(AI),
disruptive
innovation
Introduction
Blockchain and artificial intelligence (AI) technologies are bringing some profound
changes to the way human resource (HR) practices are performed in business
organizations.
2
Critical advances in these areas have caused overwhelming
transformations of our societies and have begun to affect employment patterns and
the way companies hire and manage their workforce, influencing HR practices to a
great extent. This paper, after a short introduction, consists of three parts. The first
1
Maria Michaelides is Professor, School of Business, Department of Management and MIS,
University of Nicosia.
2
G. Wisskirchen, B. T. Biacabe, U. Bormann, A. Muntz, G. Niehaus, G. Jiménez Soler and B.
von Brauchitsch, ‘Artificial Intelligence and Robotics and Their Impact on the Workplace’, IBA
Global Employment Institute (2017), available at https://www.ibanet.org/Document/Default.
aspx?DocumentUid=c06aa1a3-d355-4866-beda-9a3a8779ba6eR. ‘The Impact of Artificial
Intelligence on Human Resources: An age of
Experimentation’. Kerridge and Partners.com. (2017),
available at https://www.kerridgepartners.com/blog/impact-artificial-intelligence-human-
resources-age-experimentationE. ‘Top 5 ways to use artificial intelligence (AI) in human resources’,
BigDataMadeSimple (2017), available at http://bigdata-madesimple.com/5-ways-to-use-artificial-
intelligence-ai-in-human-resources/.
169
The Cyprus review (vol.
30:2
Fall
2018)
170
discusses how blockchain and AI are affecting HR practices. The second looks at
hiring habits, while the third discusses employment patterns in the emerging age of
high-tech. There is also a conclusion discussing the implications of the forthcoming
super-automation in employment (or unemployment) and the inevitable income
inequality that is bound to develop and affect our societies.
There is considerable apprehension and even fear about the impact of
automation
on our future caused by artificial intelligence, blockchain and related technologies.
Recent research was published at the end of 2018 by Forrester,
3
one of the most
influential research and advisory firms in the world, entitled Predictions 2019:
Automation and Predictions 2019: Artificial Intelligence. It states that, in 2019, an
estimated ten percent of jobs in the USA will be replaced by automation; however,
new technologies will trigger the creation of roughly three percent of today’s jobs.
Forrester also estimated that over 40% of
companies will employ robots and machines
to substitute humans.
4
And although the effects of automation on employment
are debatable, caution is recommended for the many different challenges that will
be created as the unemployed may have a hard time training to perform their new
‘digital’ jobs. Forrester (2018) highlights issues of the ‘quality’, ‘explainability’ and
‘transparency’ of decision-making. These issues will not only encourage companies
to invest in information architecture but to also take into consideration the directives
of the European Union’s General Data Protection Regulation (GDPR), and Forrester
states that ‘explanations of the decisions reached’ is a right for those affected that
must be enforced, requiring organizations to invest in transparency.
Although overall the effects of new technologies on unemployment cannot be
known, there is little doubt that the road toward digitalized and automated workplaces
will not be without challenges and difficulties. Nonetheless, in terms of
the recruitment
processes of
HR, Forrester forecasts that ‘in 2019, AI-driven recruitment will become
widespread, leading to unprecedented job match success rates’.
5
Even so, Forrester (2016) predicted that by 2025, a net 7% of
jobs (close to 9 million
jobs in the United States alone) will be lost to robots and other intelligent machines.
What is not clear is how many new jobs will be created and whether or not such jobs
(e.g., robot specialists, data scientists, deep learning experts, monitoring specialists and
3
J. P. Gownder, C. Le Clair, B. Martorell, C. Gardner, G. O’Donnell, C. Condo, J. Thai, and D. Lynch,
Predictions 2019: Automation (Cambridge, MA: Forrester, 2018), available at https://www.forrester.
com/report/Predictions+2019+Automation/-/E-RES144739#; M. Goetz, B. Purcell, C. Le Clair,
D. Lo Guidice, M. Gualtieri, S. Sridharan, J. P. Gownder, E. Hoberman, Predictions 2019: Artificial
Intelligence (Cambridge, MA: Forrster, 2018), available at https://www.forrester.com/report/Predicti
ons+2019+Artificial+Intelligence/-/E-RES144617.
4
Gownder et al., Predictions 2019: Automation.
5
Ibid.
The Challenges of aI and BloCkChaIn on
hR ReCRuITIng
PRaCTICe
171
content curators) will compensate for the ones that are lost. As Forrester forecasts,
over eight million new jobs will be created in the USA by 2025 that could be needed to
satisfy the demand for hiring in new technologies. However, this means a small decline
in new jobs created in the US, but it could be much larger in less developed countries
that are unlikely to be able to finance and implement new technologies. This would
also translate into jobs lost to automation at the same time that new ones are not
created in new technologies, as it would happen in advanced countries. Furthermore,
the World Economic Forum reports that ‘double the number of jobs could be created
as lost through the application of new technologies’.
6
However, for these new kinds
of professions to form, it will entail rigorous and collaborative efforts by employers,
policy-makers and governments. Additionally, according to Gratton,
7
these new jobs
are expected to require different types of
skills, such as people-centred ones. Besides,
companies and HR teams need to take into account the time lag between these new
jobs that are currently being created and the ones that will be lost. Consequently, HR
teams should be intensely involved in ‘re-skilling’ and ‘up-skilling’ employees.
8
Heric reports about HR’s new digital mandates, referring to the Bain survey,
where three-quarters of
the 500 HR executives participated.
9
They stated that current
technologies have not yet achieved the business results they require and that their
performance was far from optimal. The main problems mentioned concentrated
around the large number of
digital tools that exist, which are dispersed, unintegrated,
and unconnected. Furthermore, according to the same report, some of
these tools have
omitted critical functions and have interfaces that are not easy to understand. Thus,
HR teams are now being challenged with integrating the new digital technologies while
being concerned with how to deal with the complexity that is created by adopting
them, as well as integrating them into the existing ones.
How Blockchain and AI Are Affecting HR Practices
Blockchain is revolutionizing the way HR practices are performed, as its decentralized
nature automates the verification of
information, resulting in more accurate approaches
to hiring employees. Employment history can now be placed on public blockchain
6
World
Economic
Forum
(2018)
7
L. Gratton, ‘Davos 2018: the imperatives for job reskilling’, FoWLAB Blog (2018, January), available
at https://lyndagrattonfutureofwork.typepad.com/lynda-gratton-future-of-work/2018/01/davos-
2018-the-imperatives-for-job-reskilling-.html.
8
P. Illanes, S. Lund, M. Mourshed, S. Rutherford, M. Tyreman, ‘Retraining and reskilling workers in
the age of
automation’, McKinsey Global Institute (2018), available at https://www.mckinsey.com/
featured-insights/future-of-work/retraining-and-reskilling-workers-in-the-age-of-automation.
9
M. Heric, ‘HR new digital mandate’, Bain & Company (2018, October 10), available at https://www.
bain.com/insights/hrs-new-digital-mandate.
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