International Journal of Computer Science Trends and Technology (IJCST) – Volume 9 Issue 6, Nov-Dec 2021

RESEARCH ARTICLE OPEN ACCESS

APPLYING AI IN HUMAN RESOURCES ADVANCEMENT

Yew Kee Wong
School of Information Engineering, HuangHuai University, Henan - China.

ABSTRACT
Artificial intelligence has been an eye-popping word that is impacting every industry in the world. With
the rise of such advanced technology, there will be always a question regarding its impact on our social
life, environment and economy thus impacting all efforts exerted towards continuous development. From
the definition, the welfare of human beings is the core of continuous development. Continuous
development is useful only when ordinary people’s lives are improved whether in health, education,
employment, environment, equality or justice. Securing decent jobs is a key enabler to promote the
components of continuous development, economic growth, social welfare and environmental
sustainability. The human resources are the precious resource for all nations. The high unemployment
and underemployment rates especially in youth is a great threat affecting the continuous economic
development of many countries and is influenced by investment in education, and quality of living.
Keywords: - Artificial Intelligence, Human Resources, Conceptual Blueprint, Continuous Development,
Learning and Employability

I. INTRODUCTION application on the learning and employability

process. After reviewing literature regarding the
Continuous development is defined as the impact of AI and its potential on both education
development that meets the needs of the present and employment, as well as reviewing different
without compromising the ability of future education for employment blueprints, theories and
generations to meet their own needs [1]. The case studies, this paper attempts to close the gap
primary cause of the high unemployment rates is in the research related to specific scope which is
the inefficient education systems that fail to equip the impact of AI on education for employment.
young people with the required skills for the Young people can’t find jobs. Yet employers
labour market. In this research, we propose the can’t find people with the required skill set. This
use of artificial intelligence (AI) to enhance the mismatch between the supply and demand in the
relationship between education and employment. labour market might witness a bigger gap in the
Many studies were published on how to improve future with the growth of AI technologies. There
education curricula to enhance the employability are a few frameworks for education for
of students; frameworks were designed to employment or in other words “Learning and
facilitate the work of teachers, mentors, career Employability”. However the existing model
advisers and faculty to guide students through didn’t address the potential of AI whether in terms
their career exploration and preparation. of deployment of such technology within the
Numerous papers were published on the impact of model or in terms of the implications of AI on the
AI on education and its impact on employment. learning models or the employment models. So
However it seems there is a gap in connecting the there is a need to find a practical frame for
three important areas of research, 1: education for learning and employability that incorporate the
employment, 2: AI in education and 3: AI in advancements of AI to facilitate the university to
employment. Further investigations are needed to work transition. This paper seeks to figure out the
evaluate and assess how AI can fit in the current room for AI potentials through mapping
learning and employability blueprint and to innovative startups that embraced AI capabilities
evaluate what can innovation and to play a role in the education for employment
entrepreneurship bring to promote better ecosystem.
education for employment systems. 2.1. The Use of AI in Education
AI may become a type of meta-science, like
II. USING AI TO BUILD A mathematics; it will be used as a tool to solve
CONCEPTUAL BLUEPRINT problems in many scientific and technical
domains. It was argued that video-connected AI
The study is assessing new blueprint for learning systems can be used in classrooms to monitor
and employability and how AI can fit in and foster student emotions and attention in real time and
the process, so further experiments should be use such data with data from social media and
carried out to ensure the effectiveness of the Internet of things (IoT) platforms to help teachers
blueprint and the accuracy of results of the AI and students [2].

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International Journal of Computer Science Trends and Technology (IJCST) – Volume 9 Issue 6, Nov-Dec 2021

Another disruptive AI technology to traditional Outsourcing companies that provide services such
teaching is Teacherbots. Teacherbots are defined as call centres or manufacturing may suffer since
as any machine-based software or hardware that large corporates with advanced economies and
assumes the role traditionally performed by a technology, who outsource services to emerging
teacher assistant in organizing information and countries such as India due to cost, will be able to
providing fast answers to a wide set of predictable maximize their AI’s capabilities hence they will
questions; it can be facilitating, monitoring, no longer have the need to pay for outsourcing
assessing, and managing student learning within services as overhead costs will be reduced and
the online learning space [3]. Bayne [4] explored accordingly they might stop outsourcing of
how the association of teacher-student-code might services and build in-house AI tools or robots [8].
be pedagogically productive by using teacherbot Workers who perform office and administrative
and that teacher automation does not have to be support and others who work in the transportation
about rationalism as teacherbot was not intended and logistics field as well as production labours
to replace teachers or solve any productivity are somewhat vulnerable or at risk.
issues. With such employment concern, many studies
refined such concern and the general consensus
One of the advancements that AI will bring in now is that AI will generate major transformations
education is differentiation and individualization in the labour market. According to many
of intelligent tutoring systems (ITS) which researchers, AI will create 2.3 million jobs in
provides personalized electronic tutoring 2020, while eliminating 1.8 million and by 2025
customized to students’ learning styles and AI related job creation will reach two million net-
preferences. Through ITS, curriculum can be new jobs. Moreover, according to a new report
organized around students' progress, combined from the World Economic Forum (WEF); 75
with real-time feedback. The current educational million jobs are estimated to be displaced, while
systems overwhelm teachers with administrative 133 million new roles may emerge due to
and mechanical tasks. A favourite benefit of machines and algorithms [9]. The study has
using AI is that educational institutions can argued that this transition to technology should
streamline work processes such as grading of result in favourable unemployment that will allow
essays or measuring student responses. Such human labour to better perform activities they
workload can require valuable time from lecturers were never able to do in their current heavy duty
and teachers and they would rather spend this jobs. AI programs will probably be utilized for
time in 1:1 guidance with students or lesson applications where hiring humans would be too
planning [5]. expensive or really dangerous.

2.2. The Use of AI in Employment AI programs will take over computer tasks
Machines and automation have been replacing allowing humans to dedicate their time to other
humans at work gradually ever since the Industrial kinds of tasks including personal services.
Revolution. It started in agriculture and Service sector companies are optimistic about big
handicrafts, then in mass manufacturing and data and enthusiastic about AI and robotics
currently in many administrative tasks. But with deployment as it will have direct impact on
the technology advancements, smart machines productivity improvement that eventually reflects
that are powered by AI and robotics, could on economic growth. On the other hand, it was
potentially replace a larger proportion of existing realized that AI can positively impact
human jobs than before. It is observed that this employment if it is utilized properly within the
replacement will on the other hand create new business model [10]. AI uses in creating effective
jobs as in the past, but the concern is the recruitment systems is seen as an inevitable
percentage of jobs created will be relatively less opportunity to make best use of. Still this will
than the replaced ones [6]. Andrews [7] predicts stay challenging until firms management pay
that 40% of customer-servicing employees and attention to the importance of allocating budgets
government workers will be assisted by virtual to finance the required technology for hiring
agents powered by AI to help them in decision- process.
making or process-related support.

III. LEARNING AND EMPLOYABILITY BLUEPRINT

Aside from the impact of AI in creating new jobs, replacing jobs or even shifting the job and labour
market, there are two global employment crises that already exist away from the implications of AI; high
levels of youth unemployment and a shortage of talents who possess critical job skills. Mourshed, Farrell,

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International Journal of Computer Science Trends and Technology (IJCST) – Volume 9 Issue 6, Nov-Dec 2021

& Barton [11] argued that if young people graduating from schools and universities, after exerting lots of
efforts, cannot secure decent jobs and observe that sense of respect that comes with such degrees, society
may witness outbreaks of anger or even violence. There is an information gap in what works and what
does not in preparing young people during their school to employment transition. We summarized this
information gap and it clearly shows there is a clear disconnect and misperception about youth job
readiness from the point of view of employers vs youth vs educational institutions.

Figure 1. Blueprint for exploring the education to employment system.

3.1. Institutions Registration

A. Information Sharing
All institutions are recommended to develop a comprehensive occupations database and
educational/training opportunities and provide information, advice and guidance to help job seekers to
make decisions on learning, training and work. The comprehensive occupation database and website
allows users to explore different career options including jobs profile, salaries, industry trends and offer
webchats with career advisors beside their skills health check assessment that help users to find out what
kind of jobs that best suits his/her skills. Users can also find training opportunities.
B. Dealing with Social Perception
It seems that a perception is widespread that getting a decent job with good salary requires being a college
graduate. So this puts social pressure on youth to go to college and influence others' choice away from the
vocational tracks [12]. Brunello and Rocco [13] argued that youth who graduated from vocational
education have a higher likelihood of being not employed and with no education or training within the past
12 months. They also found that vocational education is associated with poorer labour market returns.
This as a result impacted on the perception about vocational education.
C. Dealing with Education Affordability
Schultz [14] and Becker [15] introduced individual choice model of human capital investment in which
they presented individual’s education choice as an investment decision. Individuals sacrifice
economically in order to acquire knowledge, referred to as ‘human capital’, that will enable them to get
better rewards in the future. If young people have no access to credit or savings, this may limit their
choices and they will not be able to enrol in study.
3.2. Learning Skills
A. Effective Content and Curriculum Design
Mourshed et al. [11] proposed that in order to design relevant curriculum to the employers’ requirements,
close engagement between, industry leaders and educational providers is needed. Such engagement to
succeed, intensive collaboration should exist while defining the core requirements on a very detailed level
to ensure that the aspired learning outcomes will be achieved.
B. Effective Delivery Methods
Effective delivery requires still close engagement between employers and educational providers.
Mourshed et al. [11] explored two main ways to do so - (1): Classrooms within workplaces. The common
model to bring vocational and technical training within the workplaces is through internships or
apprenticeships. (2): Workplaces within classrooms. Internships and apprenticeships are types of hands-
on learning experiences that are most admired by students, however the number of opportunities are
limited to accommodate certain capacities of students.

3.3. Recruitment
A. Assessment for Qualifications and Certifications

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International Journal of Computer Science Trends and Technology (IJCST) – Volume 9 Issue 6, Nov-Dec 2021

Finding a job is a painful process for job seekers. Job seekers strive to market their skills, but can’t find a
credible way to prove their talents, and Employers can’t trust the educational degree as a main reference
validating youth skills and knowledge. So both employers and candidates suffer in the hiring and talent
acquisition process. One of the well known processes to show one’s credentials and prove his skills and
knowledge in a credible way is the international professional certifications such as PMP (Project
Management Professional) or CPA (Certified Public Accountant) which could be obtained by Individuals
after passing standardized tests. Another innovative solution for the assessment and credentials that
crossed countries boundaries is the digital badges which introduce much entertainment for online
educational activities and experiences.
B. Match Making
Based on their survey that covered more than 100 initiatives in 25 countries, Mourshed et al. [11] observed
that there are many cases that educational providers have built strong relationships with employers so that
they can hire their graduates immediately after graduation based on the matchmaking and recommendation
process that is being done by the educational providers themselves. With current technological
advancement, matchmaking could be a game changer in the employment scene.
Flanagan [16] also agreed that Tinder-style matchmaking is beneficial in the job market as well and shed
the light on a similar app called “Emjoyment” which allow job seekers to swipe job posts which includes
major highlights about the company, location and only one sentence job description and once the job
seeker find a good post, he just hits “like”. On the other side, employers start to see job seekers who liked
their opportunity in a form of cards including resumes main highlights and if the recruiter found an
interesting profile, he also hits “like” and at that moment both parties connect together at a push of a
button. This kind of matchmaking innovations could decrease the time lost in job applications and finding
a good candidate and create direct engagement between employers and job seekers.

IV. ARTIFICIAL INTELLIGENCE SYSTEM

The conceptual blueprint using artificial intelligence system include several components which can be
integrated as one complete artificial intelligence system [17]. These are the standard components [18]:-
• Reasoning − It is the set of processes that empowers us to provide basis for judgement, making
decisions, and prediction.
• Learning − It is the activity of gaining information or skill by studying, practising, being
educated, or experiencing something. Learning improves the awareness of the subjects of the
study.
• Problem Solving − It is the procedure in which one perceives and tries to arrive at a desired
solution from a current situation by taking some path, which is obstructed by known or unknown
hurdles.
• Perception − It is the way of acquiring, interpreting, selecting, and organizing sensory
information.
• Linguistic Intelligence − It is one’s ability to use, comprehend, talk, and compose the verbal and
written language. It is significant in interpersonal communication.

The potential of online learning system include 4 factors of accessibility, flexibility, interactivity, and
collaboration of online learning afforded by the technology. In terms of the challenges to online learning,
6 are identified: defining online learning; proposing a new legacy of epistemology-social constructivism
for all; quality assurance and standards; commitment versus innovation; copyright and intellectual
property; and personal learning in social constructivism.

Figure 2. The artificial intelligence online learning system components.

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International Journal of Computer Science Trends and Technology (IJCST) – Volume 9 Issue 6, Nov-Dec 2021

V. CONCLUSIONS

This research was proposed by understanding the inter-relation between education and employment, what
blueprints and systems that worked, and how AI can impact in the education for employment process
whether by introducing new innovations that foster students learning process and placement in the job
market or by harming the process and introducing unintentional bias, privacy breach, escalating power
consumption and replacing human in workplaces. This paper is assessing new blueprints for learning and
employability and how AI can fit in and foster the process, so further studies and experiments should be
carried out to ensure the effectiveness of the blueprint and the accuracy of results of the AI application on
the learning and employability process.

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International Journal of Computer Science Trends and Technology (IJCST) – Volume 9 Issue 6, Nov-Dec 2021

AUTHOR
Prof. Yew Kee Wong (Eric) is a Professor of
Artificial Intelligence (AI) & Advanced
Learning Technology at the HuangHuai
University in Henan, China. He obtained his
BSc (Hons) undergraduate degree in Computing
Systems and a Ph.D. in AI from The
Nottingham Trent University in Nottingham,
U.K. He was the Senior Programme Director at
The University of Hong Kong (HKU) from 2001
to 2016. Prior to joining the education sector, he
has worked in international technology
companies, Hewlett-Packard (HP) and Unisys as
an AI consultant. His research interests include
AI, online learning, big data analytics, machine
learning, Internet of Things (IOT) and
blockchain technology.

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