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Effect the duties and nature of hrm profession

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On the topic of AI, robotics, and automation in the the workplace and labor force, from the perspective and lens of Human Resources Management (HRM), I have a couple of questions:

1. What criteria must HRM consider in determining if a position should be filled by AI or a robot over a human employee?

2. How will the trend of AI/robotics/automation effect the duties and nature of the HRM profession? Specifically in regards to: recruiting, compensation, labor relations, risk management, and organizational effectiveness and profits.

3. What role, duty, and responsibility does the HRM professional and team have to displaced workers by AI/robotics/automation, and is there a duty to provide full-time employment?

4. What are the ethical issues in the use of AI in the workplace form the perspective of the HR professional? How do you balance what is best for the company and its stakeholders and the labor force that works for you?

Reference no: EM133242169

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