A Study of Artificial Intelligence and its Impact on

Transforming Organizational Culture with Special

Reference to Selected IT Companies

A Synopsis

Submitted in the partial fulfillment of the award of degree of

Doctor of Philosophy

In Management

Under the faculty of Management Study

Submitted by
Mr. Rohit Pradeep Salunke

Under the supervision of

Dr. Satendra S. Thakur

Professor & Dean Faculty of Management

Ramkrishna Dharmarth Foundation University, Bhopal

2024
Title: A study of Artificial Intelligence and its impact on Transforming
Organizational Culture with special reference to selected IT Companies

Introduction (Purpose of the study)

Artificial Intelligence (AI) is widely used in every aspect of human life. Artificial

intelligence is the most evolved mechanism of information technology. Artificial

intelligence (AI) refers to the simulation of human intelligence in machines that

are programmed to think like humans and mimic their actions. The term may also

be applied to any machine that exhibits characteristics associated with a human

mind such as learning and problem-solving. Artificial Intelligence is the

combination of Decision Support System Expert system Knowledge Management,

Business Intelligence, Data Warehouse & Data Mining These systems are studied

under the head of the Management Information System. Artificial intelligence is

also changing the concept of Human Resource Management. Earlier employees of

any organization were managed by top management buy now a day, the machine

and AI have replaced the humans and human resource management.

The proposed study will deals with impact of Artificial intelligence on

transforming organizational culture among the selected IT Companies The study

will focus how the implementation of Artificial intelligence and how it

transforming the organizational culture with respect to various aspects. However,

various aspects of organizational culture will be identify and examine from the

employees point of view. The entire study will be based on primary data which
will be collected to explore the relationship between various independent variables

and dependent variable

The concept of Artificial Intelligence

Artificial Intelligence (AI) refers to the representation of human intelligence that

are of computers designed to think and imitate their behavior like humans. The

word can also be applied to any system that demonstrates human mind-related

characteristics such as learning and problem-solving. Artificial intelligence is

described as' the design and development of intelligent agents that receive

environmental perceptions and take actions that affect the environment. Artificial

Intelligence is often defined in other contexts as the theory and development of

computer systems that can perform tasks that usually require human intelligence,

such as visual perception, speech recognition, decision-making, and translation

and interpretation.

Review of Literature

Kerkeni et al., (2016), In this study the authors studied on “Social Media and

Technology Trends in HRM: Cases in Recruitment and Talent Management” and

while discussing the emerging trends in social media and technology use in

recruitment are allowing for a correlation between individuals social media

behaviors and recruitment outcomes. However, these trends are contributing to the

development of societal norms for technology and social media adoption by

organizations and also the socially established behaviors of individuals on these

platforms, thereby having influences beyond HRM principles

Buzko et al., (2016), in this research, the authors studied on “Artificial

Intelligence technologies in human resource development” and the transition from

a discrete paradigm of information processing (programming for Turing machines)

to a continuous paradigm (learning of artificial intelligence) allows faster and

more accurate adapting to environmental requirements. In the modern conditions

of business, it becomes more applicable to use artificial intelligence technologies

for decision making.

Johnson et al., (2016) According to the authors, the professional and academic

field of e-HRM/HRIS has evolved greatly since the advent of the mainframe

computer and the discussions surrounding best practices for implementing a HRIS.

But, even after 40 years of scholarly attention on using technology to support

human resources, we argue that the field has barely begun to delve into the deep,

interesting, and precious questions that will help managers and organizations

better understand how to most effectively deploy HR technology in their

organization. To do this though, we need more boundary-spanning researchers

who embrace both HR and IS theories and technologies. In addition, for the field

to move forward, we need scholars from both fields to work together to bring

insight into the most pressing questions.

Sriram & Gandhi, (2017), As per the author, in this research, it can be identified

that there can be many innovative ways of applying Machine Learning and

Artificial intelligence in HR functions. From voice recognition to robot

automation and algorithms using Analytics, ML and AI seem to ideal for

compiling data in HR Systems that would be beneficial in verifying information,

resolving task-specific problems and research areas in HR functions. The business

environment nowadays demands swiftness in all organization functional

implementation and the motive for this is not difficult to fathom – business

opportunities are generated with rapid decision-making at the right time;

Information availability on the finger tips; Learning from mistakes; Expediting

business processes and pattern recognition to identify trends.

Li, (2018), this study proposes a conceptual AI framework for HRM, based on the

six dimensions of HRM and status quo of AI technologies. Human resource

method and planning combined with data mining and knowledge discovery can

form a corresponding intelligent decision support system; The recruitment system

is combined with face recognition and natural language processing technologies to

establish an interview system; During the training and development process,

intelligent robots and visual scanning technologies can assist people to teach and

learn; The performance management process can be utilized with data mining

technology, forming an intelligent incentive system; An intelligent salary

evaluation system can be developed by applying neural network system; Finally,

the employee relationship management can be assisted with robot and voice

interaction technologies to form a corporate advisory system.

Johansson et al., (2019), the area of AI in recruitment is relatively new and there

are not many companies that utilize AI in all parts of their recruitment process.

The most suitable parts to implement AI in traditional recruitment include

recruitment activities such as preselection and communication with candidates and

sending out recruitment results for applicants. The main benefits of AI were seen

as the speeded quality and elimination of routine tasks, while the major challenge

was seen as the companies’ average readiness towards new technologies.

Nawaz, (2019), A huge number of professionals opined that technology is needed

to enhance the overall results in the process of recruitment. If the whole process of

recruitment dealing with artificial intelligence is better in the initial stage of

recruitment process opined by a large number of people, in some of them opined

that artificial intelligence must take care of all the complete process, some good

number of professionals said that interview process, package negotiation is taken

care of by the human process. Regarding automation of the recruitment process, a

large number of professionals said that it is ways better to have automation all the

time while dealing with applications human recruiters are quite good in maintain

human relations, trust, confidence, and ability to ask subjective questions.

Abdeldayem & Aldulaimi, (2020), The Kingdom of Bahrain with the

implementation of its vision (2030 vision), the public sector will have a splendid
probability to keep up with the digital transformation. This has led to a change in

the composition of the group of workers within business organizations. It lets

women and men have competed in many jobs, and this will add a new burden on

human resources management as a result of the demand for gender equality. Also,

this permits for the excellent integration of the feminist element. The application

of modern artificial intelligence (AI) is an essential approach for companies that

work in an inconsistent environment.

Palmu, (2020), AI in HRM has improved the recruitment process by cutting the

person-hours needed and helps the recruiters making the hiring decisions.

Incorporate training, the AI technology has made it possible for employees to

rehearse in extreme conditions and without the possibility to harm customer

relationships. It has also made it possible to offer different types of training to

employees who all respond to different approaches to learning. AI technology is

also helping managers in evaluating their employees’ performance by monitoring

the personnel in multiple different digital systems at once. AI-powered technology

must be used correctly for it to function properly. The utilization of AI technology

can enhance the work of an individual and the performance of an organization.

Tahira, (2021), Artificial intelligence is the product of today's complicated world

and new technology breakthroughs, which have made it possible for new entrants

to enter new marketplaces at any time. Artificial intelligence's greatest difficulty is

that it has sped up everything. Recruiters want to be served fast, thus businesses
should have a highly responsive HR system in place to ensure that hiring is

completed on time. Companies can use artificial intelligence in recruitment to

achieve this, allowing human resources to be more responsive and nimbler. Today,

technology is the world's primary preoccupation. Companies that want to survive

in the current market must digitize their recruitment procedures by adopting new

technology, not only to make the processes faster, but also to improve their

performance.

Bal, (2021), Given that human resources are currently an institution's most

important source of competitive strength, it is clear how much advantage and

power all of these outputs gathered through HR Analytics and artificial

intelligence will bring to enterprises. We looked at HR analytics and artificial

intelligence as emerging trends that have proven to be beneficial in obtaining a

more strategic and proactive role in human resources management by

demonstrating the benefits it brings across all HR activities and procedures. We

anticipate that the findings of the study will serve as a guide for both scientists and

practitioners in the field of human resources.

Sakka et al., (2022), one of the effects of this shift is that HR departments' duties

inside the company may become more important. They may, in particular, go from

being primarily concerned with a company's day-to-day operations to becoming

locations where strategic results and decisions are made. All of this, however,

necessitates that AI's promise be realized by identifying appropriate talents within

the HRM function. Companies will face a challenge in sourcing employees with a

new set of skills, such as the ability to operate in virtual environments, the ability

to communicate with both machine and human actors, and the ability to translate

machine-provided figures so that they are understandable to a wide range of

human stakeholders. Last but not least, the increased decision-making authority

vested in AI-assisted machines raises specific legal issues, such as discrimination

prevention, and will necessitate a new generation of legal instruments, company

bylaws, and contractual arrangements to ensure accountability, transparency, and

respect for workers' privacy.

Objectives of the Proposed Study

The various objectives of the proposed study are as under

1. To study the impact of Artificial intelligence on transforming Organizational

Culture towards employee engagement among the selected IT Companies

2. To study the impact of Artificial intelligence on transforming Organizational

Culture towards Leadership among the selected IT Companies.

3. To study the impact of Artificial intelligence on transforming Organizational

Culture towards Diversity & Inclusion among the selected IT Companies

4. To study the impact of Artificial intelligence on Organizational Culture towards

Human Resource Development among the selected IT Companies

5. To study the impact of Artificial intelligence on transforming Organizational

Culture towards Recognition among the selected IT Companies

6. To study the impact of Artificial intelligence on the transforming

Organizational Culture towards Communication among the selected IT

Companies

7. To study the impact of Artificial intelligence on the transforming

Organizational Culture towards Core Values among the selected IT

Companies

Conceptual Framework

Implementation Impact Employee Engagement

Leadership

Diversity & Inclusion

Artificial Organizational Human Resource Developement

Intelligence Culture
Recognition

Communication

Core Values

Proposed Hypothesis
The proposed hypothesis of the study as under
Ha1: Artificial intelligence has a significant impact on the transforming

Organizational Culture among the among the selected IT Companies with

respect to employee engagement

Ha2: Artificial intelligence has a significant impact on transforming

Organizational Culture among the selected IT Companies with respect to

Leadership

Ha3: Artificial intelligence has a significant impact on transforming

Organizational Culture among the selected IT Companies with respect to

Diversity & Inclusion

Ha4: Artificial intelligence has a significant impact on transforming

Organizational Culture among the selected IT Companies with respect to

Human Resource Development

Ha5: Artificial intelligence has a significant impact on transforming

Organizational Culture among the selected IT Companies with respect to

Recognition

Ha6: Artificial intelligence has a significant impact on transforming

Organizational Culture among the selected IT Companies with respect to

Communication

Ha7: Artificial intelligence has a significant impact on transforming

Organizational Culture among the selected IT Companies with respect to Core

Values

Proposed Methodology

The methodology for proposed study will be based on the conceptual

framework to explore the relationship between Artificial intelligence and its

impact on the transforming organizational culture with respect to various

aspects among the selected IT Companies. The methodology for the present

study will be based on quantitative and analytical approach. However,

quantitative and analytical approach will take place by using primary data.

Data Collection

The study will be based on primary and secondary data both. The primary data

will be collected by using questionnaire methods among the employees of

various selected IT Companies and secondary data will be collected from

various sources such as research papers, theses etc.

Sampling

Sampling for any study is one of the most important step. However, it is the

systematic process to collect the pre-determine numbers among the entire

populations.

The entire sampling process deals with following steps

Sample Area: the selection of samples area is depends on the nature of the

research problem, after identification of the sample area the population has to be

target. The sample area for present study will be various IT Companies located

in Pune city.

Sample Size: Sample size for present study will be 500 employees working in

various IT Companies.

Sample Method: the proposed study will be based on Random stratified and

convenient method of sampling

Measurement tools

The five point Likert scale will be used as measurement tools for proposed

study such as 01 strongly disagree to 05 strongly agree.

Tools for Data Analysis

Reliability analysis, Model summary, ANOVA test and coefficient analysis will

be apply for data analysis and hypothesis testing at 5% level of significance and

95% level of confidence

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Signature of Research Supervisor Signature of Research Scholar

Forwarded