AI-Powered Workforce Management and Its Future in India

Day in and day out, the Workforce Department faces new problems and operational demands. It is very important for the department to respond quickly and understand the best possible action to be taken in each single case. It is unknown in a compromised setting of near-constant shifts in forecast and scheduling, increased customer demands, and changing recruitment and retention of employees. Workforce management around the world has begun to use artificial intelligence (AI)-based workforce management (WFM) software to solve the above problems and reach goals. These tools transform workforce management by helping to anticipate and plan short- and long-term planning. These tools improve Workforce Management by helping to predict short- and long-term scheduling and recruiting requirements, communicate with staff, and at the right time bring customers in contact with the right agent. This chapter addresses AI workforce management intervention and WFM instruments with industry-specific case studies and its experience with the product Workforce Dimensions. Present status and future expectations are also critically reviewed. Techniques of AI and machine learning (ML) are transforming industries, as are goods from thermostats to cars. The global enterprise value generated from AI continues to grow, according to Gartner, and is projected to reach up to $ 3.9 trillion by 2022. But what do these approaches mean for workforce management in the field? The current chapter examines the growing use of artificial intelligence (AI) in various HRM functions, as well as the ongoing debate about the expected decline in the usability of human resources in organizations. In the presence of AI in the workplace, HR practitioners are constantly afraid of being replaced by computers/robots/smart business machines. The study aims to recognize AI’s important contribution to enhancing organizational decision-making processes, as well as to enhance awareness of AI’s acceptability and inclusion in the HRM department. Despite the fact that the combination of AI and HRM is attracting a large number of researchers, many aspects of the field remain unexplored. The current research proposes a collaborative approach by stressing the complementary role of HRM in the successful use of AI, and it contributes to the existing literature. Since AI and HR are so intertwined, organizations should concentrate on incorporating AI as a supporting tool for HR rather than attempting to take over HR’s function. Business systems and smart business machines should be designed in such a way that they cannot produce results without the help of HR.