EMERGENCE AND USAGE OF AI IN VARIOUS SECTORS AND

ITS ASSOCIATED CHALLENGES AND FUTURE OUTCOMES

SYNOPSIS SUBMITTED TO THE

SHRI JAGDISHPRASAD JHABARMAL TIBREWALA UNIVERSITY,

FOR THE DEGREE

OF

DOCTOR OF PHILOSOPHY

IN

COMPUTER SCIENCE

SUBMITTED BY

GRISHMA BHAVESH SHAH

Registration No: 251222035

UNDER THE GUIDANCE OF

DR. AJIT KUMAR

Registration No: JJT/2K9/SC/2576

DEPARTMENT OF COMPUTER SCIENCE

SHRI JAGDISHPRASAD JHABARMAL TIBREWALA UNIVERSITY,

VIDYANAGARI, JHUNJHUNU, RAJASTHAN – 333001

2021

I
(i) Title of Research work
(ii) Name of scholar
(iii) Registration no.
(iv) Subject
(v) Guide name
(vi) Guide Registration No.
(vii) Guide Designation
Signature of Student
: EMERGENCE AND USAGE OF AI IN VARIOUS
SECTORS AND ITS ASSOCIATED CHALLENGES
AND FUTURE OUTCOMES
: GRISHMA BHAVESH SHAH
: 251222035
: COMPUTER SCIENCE
: DR. AJIT KUMAR
: JJT/2K9/SC/2576
: Assistant Professor
Signature and Seal of Guide
II
 Index

Serial No. Topics Page no.

1. Introduction 1-2
2. Literature Review 3-14
3. Objectives of the study 15
4. Hypothesis of the study 16
5. Problem on hand 17
6. Importance of the Study 18
7. Research Methodology 19-20
8. Scope and limitations of the study 21
9. Chapterization 22
Reference 23-27

III
 1. INTRODUCTION
Artificial Intelligence
Artificial intelligence is the science and technology which making machines those are
intelligent, particularly smart computer programs as indicated by the scientist John
McCarthy. It is a methodology of building a machine, a modified machine controlled
robot, and programming thinks keenly, in the comparative way the knowledge people
being think. Man-made intelligence is structured by concentrating how the human
cerebrum thinks and how people learn, choose, and working while attempting to
solving other issue, and afterward utilizing the results of this examination as a premise
of creating intelligent programming frameworks.
Artificial intelligence is the process of simulating human intelligence into a
programmed machine to think like a human being for solving problems. Artificial
Intelligence is a branch of computer science used to develop an intelligent machine
that can think and act to solve complex problems rationally like a human being. It is
powered by the technique of machine learning, deep learning, heuristic searching, rule
based system, Artificial Neural network, Support Vector Machine, Natural Language
Processing, etc. There are two types of AI. Narrow AI or weak AI is an artificial
intelligence technique that operates within a limited situation and is a human
intelligence simulation. Narrow AI is always focused on performing a single task
efficiently and effectively. These machines are intelligent systems that are operating
under many constraints and restrictions even better than basic human intelligence.
Strong AI or Artificial General Intelligence (AGI) is the type of artificial intelligence
used in robotics, movies etc. It is a machine with general intelligence that can think
and work like a human being; it can apply that intelligence to solve any problem.
Artificial Intelligent can be used in various fields such as Smart assistant system like
Alexa, Siri, and Cortana these are intelligent voice recognition system helps to
provide knowledge as well as enhance our decision making capability.
Applications of Artificial Intelligence
 In medical and health care field AI is used for symptoms mapping and
predicting disease.
 AI used in manufacturing industries for performing complex tasks through
drone robots.

1
  It is used to develop an Optimized and personalized healthcare treatment
recommendations system.
 AI-based techniques are used in the advertising and marketing industries to
develop conversational bots for providing efficient customer service.
 AI used to develop a Robo-advisors intelligent technique for inverters for
providing advice for stock trading.
 An artificial intelligent agent can be implemented in Spam detection and
filters on email.
 It is used to develop social media monitoring tools for tracking sensitive
content or fake news.
 AI-based recommendation system provides appropriate recommendations for
a particular Song or TV show for online entertainment applications.
 AI-enabled chatbots can be used to offers an instant response to better
customer service.
 AI applications in education help students for better learning experience
through one to one interaction with the teacher.
 Artificial Intelligent based smart home applications with the power of the
Internet of things helps to control all devices in the house.
 Integration of AI with the shopping industry helps to personalized customer
services like automatic notifications, alerts, information about new offers,
deals, and services provided to the customer.
Requirements of artificial intelligence System
 Predictability of the system behavior.
 Detection and treatment of transient overheads.
 Supervision of timely process execution.
 Avoidance of deadlock.

2
 2. REVIEW OF LITERATURE
Manne, (2021) analysed that numerous AI-based services (such as social networks, e-
commerce, and other online services) are now part of everyday life for Europeans, yet
concerns about privacy and data protection remain. In most cases, the topic of
discussion is a technology that is either now in use or is expected to be in use soon
(e.g., autonomous cars) (human-in-the-loop, responsibility, effects on professionals,
and employment). However, the social consequences and human impact of AI systems
are rarely investigated before the technology is accessible and starts to spread
generally (i.e. not just in Europe). After the systems are put into use, many people
have questions. 'Autonomous killer robots' is a common term for (lethal) autonomous
weapons systems (LAWS), a recent example of an AI-related application that has
sparked worldwide controversy about the technology's profound social and ethical
implications.
Li, (2020) analyzed that the ongoing, (largely) undetected revolution in medicine and
health care that AI is bringing about may be characterized as such. As well as having
the potential for revolutionary medical advancements and enormous advantages, it
also comes with a host of unanswered questions and very dubious implications. As a
result, AI has already opened the door to new paradigms in medicine and health care.
Tiwari, (2020) researcher concluded that proper study and deployment of AI program
should be carried out. In order to accomplish Prevent job cuts and confusion,
organisations should ensure sufficient service awareness and expertise transfer to HR
employees.
Schönberger, (2019), companies are the primary applicants for AI patents, with 12
coming from Japan, three from the United States, and two from China, according to a
list of the top 20. Seventeen of the top twenty academic candidates are Chinese. AI is
expected to have a worldwide economic effect of 26.1% of China's GDP and 14.5%
of North America's GDP by 2030, according to one global assessment. Northern
Europe will have a 9.9 percent increase, while Southern Europe will see an 11.9
percent increase. Artificial intelligence in medicine and health has been estimated to
have an enormous economic effect. Many EU nations' GDPs are burdened by health
expenditures of 10% or more (in 2016). In the United States alone, AI applications in
medicine may save $150 billion in yearly healthcare expenses by 2026, according to a
recent report. Only the genetic testing business, which is expected to be worth $22

3
billion by 2024, is expected to grow. Approximately 75,000 gene tests are already
available, many of which are sold directly to consumers.
Schlogl. S et al(2019) examined the applicability of AI tools in different technologies
and also studied the human attitude towards these technologies. Around 19 interviews
were conducted to know the usage of AI tools in different European companies.
Consequent results states that utilization of AI and its technologies is still at the
starting point by various companies. The reason behind the lack of usage of these
technologies is the missing information and the lack of relevant skills. These
companies are merely using it for the effectiveness of their internal processes or for
the management of Customer relationships for determining their social media tasks.
These companies are merely using it for the efficiency of their internal processes or
for Customer relationship management for data mining their social media tasks. With
those who managed to get their foot into the AI application field had to face a
dominance of in-house AI implementation. This was caused due to lack of trust on
third party service providers. They further emphasized that this issue seems to be of
particular significance in view of recent amendments in European data privacy
regulations. Implementation of AI tools was a social hurdle challenge that needs to be
overcome. In the prevalent fear of job loss, it was stated that there is lack of employee
acceptance which needs to be taken care of. This has evolved with respect to how this
type of technology may boost the quality of work without replacing vital aspects of
the human workforce.
Kumar and Ranjan et. al. (2019) wrote an article to examine the effect of AI on
companies. Their main objective was to investigate the role of artificial intelligence
(AI) in the development of a personalized marketing engagement strategy. They
concentrated on designing, engaging, and providing clients with customized offerings.
This article demonstrates that consumers are ready for a new journey in which AI can
encourage real-time learning with endless choices and information that can help
executives maximize customer loyalty over time with the help of personalized
predictions. It also provided forecasts about the AI-driven environment for managers
on branding and customer management activities in both developed and developing
countries.
Dijkkamp, (2019) These qualitative studies explore the function of the HR expert with
inside the recruitment and choice manner transforms whilst corporations enforce synthetic
intelligence. The study’s findings make contributions to this with the aid of using

4
extending this view with the effect for the HR expert with the implementation of AI
and map it for the one-of-a-kind degrees of the recruitment and deciding on manner.
Result suggests how the obligations and obligations in sourcing and screening
decrease, and as a result, the fee introduced with the aid of using the HR expert
additionally decreases on this phase. Hence, the HR expert can alter to their new
obligations and obligations after which upload fee to different components of the
manner, for the reason that the AI equipment is supportive in place of main in the long
run decision-making manner of the HR expert.
George & Thomas, (2019) This paper makes a speciality of qualitative studies and
targets to give an explanation for how AI has been included in special capabilities of
HR and its effect on the organizations, personnel and HR. The paper concluded that
HR has been experiencing a chief revolution with the assist of AI which has been
slowly trickled down to the various HR capabilities. These capabilities are reshaped
with the assist of a digital assistant which as soon as turned in to totally finished by
humans.HR capabilities together with expertise acquisition, overall performance
appraisal, learning and improvement are a few of the numerous have been AI had
been implemented. Also, with AI in HR, the diverse blessings are - HRs can spend the
extra best time in planning and organizing HR activities, progressed efficiency,
decreased bias, discount in administrative associated work, set off replies to
personnel’ queries and speaking to applicants concerning their status.
Matsa & Gullamajji, (2019) highlights the effect of artificial intelligence on the
management of human capital. The paper further explores the ways in which artificial
intelligence is useful. The paper concluded that Since HR is a strategic commercial
enterprise function, there's a large scope in this vertical to conform to more recent
technologies. AI has grown in prominence across all verticals of companies such as
Marketing, HR, I.T, Sales. Artificial intelligence has begun to introduce an ocean of
knowledge with the fantastic arrival of statistics inside the world of human resources,
into core fields often unknown, such as competitiveness, managerial effectiveness,
employee participation and talent evaluation. AI also aims to overcome one of the
most significant issues facing HR people today, i.e., to create and execute
development plans, and to propose special actions to fix these concerns well in
advance.
P. B. Kumari & Hemalatha, (2019) The research addressed and examined the
different AI technologies currently being used in IT companies in Chennai in human

5
resource management activities and analysed the understanding of HR workers of AI
technologies in HRM. The analysis found that workers have a truly favourable view
of AI technology and employees do not consider the AI structure as a cure. It observes
and highlights the significance of AI generation with inside a hit role of the HR
branch and the strategic gain of the market. The evaluation has additionally described
a couple of variables that preserve up the software of the AI device in HR practices. In
conclusion, the take a look at well-known shows that the employees are without a
doubt assertive approximately AI technology and agree that AI technology is
approximate to boom HR personnel in all diverse alternatives. To take a look at
additionally discovered that corporations have to focus on the software of AI
generation in human useful resource control sports along with forecasting &
policymaking, recruiting, learning& development, overall performance evaluation and
work-lifestyles balance.
Vivek & Yawalkar, (2019) study the function of artificial intelligence in human aid
branch and recognize the demanding situations in HR branch and found that the
majority of the business uses artificial intelligence or digital technology in human
resources management, for example, chatbot, machine-learning, and robot process
automation to help recruiting, screening, onboarding, and interviews. Many human
resource firms have used artificial intelligence and machine language, where AI plays
an integral role in interviewing, finding, hiring, evaluating, gathering employee data,
delivering real-time information and delivering reliable information. AI thus has a
greater role in multiple positions in the human resources department, where robotics
businesses can hire, recruit, evaluate the data, collect the data, minimise workload in
the workplace and improve the productivity of the workplace.
Rathi, (2019) makes a speciality of the use of AI in HR, the blessings of AI, demanding
situations being confronted in its implementation and the street ahead. AI and ML are
vital tech-developments that want to be blanketed for riding inch-best managerial and
operative human’s management. In order to just accept the difficulties, the HR group
sought to be fortified to decrease their fears. The researcher concluded that AI and ML
want to be enthusiastically usual for decision-making and powerful human’s
management. In order to cope with the obstacles, the HR group sought to be advocated to
reduce their fears. Employers ought to educate the HR branch to paintings in concurrence
with superior technology so one can understand the electricity of robotics in HR. The
examiner additionally concluded that Artificial Intelligence primarily based totally

6
software program will allow HR to carry out and supply the best. Thus, releasing up the
HR body of workers to get on with greater evocative obligations and assignments
which genuinely subjects for the organisation to carry out.
Wright & Atkinson, (2019) paper set out to reflect artificial intelligence (AI) and the
effect on the recruitment industry. This study explored during the key stages of the
recruiting process how employers and applicants are inducted by AI. The paper
argued that the entire HR operation will be impacted by AI and the procurement
process is the first element that will see the transition. As a result, major institutional
improvements will be made to incorporate the above recommendations in the next 5
years, allowing substantially improved recruiting outcomes, reduced daily costs and a
comparative edge over other talent teams.
Parveen et al., (2019) Survey reveal that recruiters invest more time between 40% and
60% on the recruiting of AI applicants will cut down on time. Today Companies use AI
for 50% administrative purpose, while 24% of workers state that AI will help minimize
the amount of time. The value of using AI for administrative purposes should also be
taken into account by senior workers of organisations Enhance strategic strategy.
Yadav & Sharma, (2019) the latest Descriptive Research paper reflects on the
Growing Importance of Artificial Intelligence in Modern Organizations' Different
Human Resource Roles by modern society's powerful Machine Learning technologies
to make their jobs simpler and smarter. The paper concludes that it would help
workers minimize paperwork; there will be no longer a lengthy process. That would
decrease the burden of the workers so the data in the system will be fed by employees
and research can be quickly completed. Internal and external factors that may control
the modern technical AI systems may be present.
Kulkarni & Che, (2019) this paper outlined how recruiting and expertise acquisition
received significance inside the HRM field, additionally the advent approximately the
modern-day equipment utilized by the IT experts for recruiting and describes the
Artificial Intelligence-based equipment which has begun out gambling an increasing
number of critical roles. The research concluded that the brand-new AI-powered
equipment assists HR experts to become aware of and attain potential candidates
quick and display screen them faster, thereby reducing the time of recruiting cycle,
that's a bonus for each the organization in addition to the capacity candidate.
Johansson et al., (2019) The goal of this research is to study the consequences for the
recruiting process that technological developments, especially Artificial Intelligence

7
(AI), have. It seeks to discover whether or not AI may be added withinside the
traditional recruiting method and doubtlessly makes the method extra effective, in
addition to the consequences of inclusive of AI withinside the recruitment method.
The studies concluded that the use of AI in recruiting is relatively recent, and few
companies use AI in all facets of their recruitment process. Pre-selection and
conversation with recruits, as well as sending out recruitment reports with applicants,
are examples of recruitment activities, are the most suitable elements to incorporate
AI in standard recruitment. The most important benefits of AI have been obvious for a
long time. because the speeded first-rate and removal of ordinary tasks, even as the
principal undertaking changed in to visible because of the organizations’ usual
readiness closer to new technologies.
Galloway and Swiatek (2018). To improve the capabilities of a company or agency
public relations departments, they are increasingly opting Artificial Intelligence (AI).
They outlined the diversity of practitioners in public relations and the variety of AI
usage. Based on the developments and their consequences for their employers,
customers and practitioners, they addressed various primary AI roles. They believed
that much focus was put earlier on the use of AI for task automation, but with regard
to the technical, economic and societal consequences of AI, public relations needs
critical attention. Practitioners need to gain an understanding of the possible
applications of AI, which will provide advice and information.
Kermany, (2018) analysed that developing computer algorithms to do activities that
are normally associated with human intellect is known as artificial intelligence (AI).
All kinds of learning, from machine learning to representation and deep learning to
natural language processing (NLP), are included under the AI umbrella term.
Computer algorithms are used to find useful information in data and aid clinical
decision-making in medicine, regardless of the exact approach used. For example, AI
may assist in generating diagnoses and selecting therapies; it can also forecast illness
risk and stratify disease; it can reduce medical mistakes, and it can improve
productivity.
Chagas et al. (2018) analysed literature studies using techniques of machine learning
to enhance or automate CRM tasks. They have included an overview of the practical
consequences for each dimension and aspect of the CRM. They also provide insights
into current trends in existing CRM tool and provide an outline for potential studies to
develop their analytical and automated services and aspects relevant to it. The

8
applications of machine learning and artificial intelligence in the field of CRM were
also explored and the study found that the most commonly used techniques in
machine learning in relation to CRM are logistic regression, neural network, decision
tree and SVM. It also mentioned that the two most reviewed and researched contexts
in CRM literature are customer attraction and retention. The analysis of this paper will
help researchers and practitioners understand how ML can improve CRM operations
effectively and provide insights into the less oriented dimension of CRM and how to
strengthen them.
Syam and Sharma (2018) discussed that how Fourth industrial Revolution i.e
Artificial Intelligence, machine learning, digitization, Robotics etc influence the
decision making and shift the paradigm from humans to machines. They focused on
the impact of AI and machine learning on personal sales and Sales management.
Huang (2018) introduced how AI is reshaping service by performing different tasks.
They developed a theory of AI job replacement addressing their impact. Service tasks
include four intelligences – Analytical, mechanical, empathetic and intuitive. They
laid out a way for the organizations to decide between machines and humans to
accomplish their tasks. They believed that AI job replacement takes place essentially
at the project level rather than at the job level and for activities involving lower
(easier) knowledge.. Gradually with time, the progression of AI task replacement can
be seen from lower to higher intelligences. Their theory implied that AI will take over
more analytical tasks thus; making analytical skills less important and making
―softer‖ intuitive and empathetic skills more important for service employees.
Ultimately, AI will be able to perform even the empathetic and intuitive tasks as well,
enabling creative ways of integrating human– machine for offering service.
Pereira et al (2018) developed a temporal preference model capable of detecting the
preference event transition of the users. These days, the study of these temporal user
expectations dynamics has become extremely important for personalization tasks in
the realms of information retrieval and recommendation systems.. Secondly, to
investigate the evolution of social relationships, they used temporal network
principles and proposed methods for detecting changes in the network structure based
on node centrality. Finally, for an association between preference change events and
node centrality change events, they used Twitter and jam Social music datasets. Their
results concluded that there exists a strong correlation between both change events
mainly carrying out social interactions by means of temporal network.

9
Tan et. al. (2018) discusses the challenges of controlling elderly behaviour in the
context of ambient assisted living (AAL). Under the paradigm of online daily habit
modelling (ODHM), they have used emergent representation for daily living activities
(ADLs) along with position-based stigmergy. In order to perform the tasks of
recognizing ADLs, they combined with neural convolution networks (CNNs). To
break interruptions, they proposed a new paradigm of activity summarization.
Promoted and used radio tomographic imaging (RTI) and position-based AAL
systems to facilitate the required position-based stigmergy and to comprehend ADLs
respectively. In addition, CNN's emerging data aggregation and deep learning together
allow the recognition of ADLs at a fine-grained level, contributing to ODHM's
performance improvement. Experimental findings indicate the feasibility of the
method proposed.
Balonin et al. (2018) laid emphasis on an important role of matrices in digital signal
processing, mathematical natural sciences and systems of artificial intelligence all
together. They concentrated on the study of the world of matrices that runs intensively
across the globe and provides reliably useful and unpredictable outcomes. They
presented some of these findings and paid particular attention to Hadamard matrices
and some of their improvements and extensions, which are important in turn for the
development of artificial intelligence systems and the study of genetic code. They said
Training courses or experts with new knowledge of matrices and their functional
implementations should be continually updated.
Viswanathan, (2018) The study was conducted to know the Artificial Intelligence
technologies for HR transformation. The study concluded that Public and Private
Organizations are loaded with employee, HR, and performance data. Demographic &
social/professional network data are easily accessible. In international companies,
almost 40% of HR functions are currently using AI-applications. The research also
concluded that there will always be a better hand of humans in terms of judgement,
people management and decision. AI will always allow more time, more ability, more
room in the budget and more information.
Tambe et al., (2018) objective are to identify four challenges in the usage of data
science strategies in HR activities are identified: the sophistication of HR phenomena,
2) restrictions imposed by limited data sets, 3) ethical problems related to justice and
authorized restrictions, and 4) response of workers to administration by database
algorithms. The study concluded realistic solutions to these problems and converged

10
on three overlapping concepts that could be both commercially successful and
socially appropriate for the use of data analytics in workforce management - causal
inference, randomization, and process formalization.
McGovern et al., (2018) this report mentioned that AI-based applications which are
used have strong potential to increase employee’s productivity. The report suggested
that it is also very important to focus on employees needs and requirements while
adapting AI into operations for a deeper acknowledgement of employees.
Murgai, (2018) This paper highlights the effect of Artificial Intelligence on human
resource management and examines the fields in which Artificial Intelligence is
useful. The study has ended with the enormous explosion of data in human capital,
artificial intelligence, delivering a season of insights into key fields that are mostly
unknown, such as competitiveness, efficiency, interaction with workers and talent
evaluation. This has allowed HR administrators to better understand their employees
and to predict employee patterns and recognise conflict areas well in advance. AI also
aims to overcome one of the most significant issues facing HR people today, i.e. to
create and execute development plans and to propose special actions to fix these
concerns well in advance.
Geetha & Bhanu Sree Reddy, (2018) This research seeks to explain how Artificial
Intelligence impacts the recruiting policy. The report also illustrates the methods used
in the recruitment of AI firms. The study found that artificial intelligence is becoming
more significant as compared with conventional recruitment approaches in the
automation of hiring. AI technology has a significant effect on recruiting operation
because it helps the recruiter to align all unstructured bio-data for applicants, create a
standardized profile, define and fit the expertise needed for the industry. The result
was that the function of AI is the mixture of people and AI, contributing to facts
maintenance, saving organisations time and costs with greater precision and access to
the entire recruiting process.
Iqbal, (2018) explores the effect of Artificial Intelligence (AI) on recruiting, training,
growth and employee productivity in organisations. While AI is already having a big
effect on this field, a very new development in the human resource (HR) environment,
the paper reflects on the impacts in depth. The study reflects on some external papers
to present some observations of the effect of AI on contemporary organisations. The
study shows AI has a beneficial influence on workforce management in organisations
and recommends more investment in AI progressions to push HR administration to

11
the succeeding level and AI enriched structures have additionally been capable of
lessening employee turnover in businesses through analysing records received from
AI-assisted predictive and other technology and taking preventive steps to lessen team
of workers turnover.
Mélanie Claude, (2018) the goal of this observes is to offer deeper information about the
role of people and Artificial Intelligence withinside the decision-making technique of
organizations. The analysis focuses on knowledge-intensive businesses. The thesis
highlighted how a detailed understanding of Artificial Intelligence with its use in sense of
knowledge-intensive business decision-making helps individuals to be strengthened and
make informed decisions. AI cannot currently substitute humans in the decision-making
process, according to experts. Indeed, while AI has a faster and deeper analysis of very
specific subjects than humans, it does not combine emotional and ethical
requirements, and AI cannot solve a problem or solve a new topic from its range of
experience without human input and preparation.
Bradlow et al. (2017) examined the probability of big data in retailing sector. They
focussed on five major data dimensions – time, products location, channel and most
importantly data pertaining to customers. The statistical concerns that further centered
on the use of Bayesian analytical techniques (borrowing, updating, augmentation and
hierarchical modelling of data), predictive analysis using big data, and some field
studies, all in a retail sense, were addressed. They also highlighted the privacy and
ethical concerns emerging from the retail sector's use of big data.
Yenala et al. (2017) A novel deep learning-based technique for automated
identification and screening of inappropriate language was introduced to express,
analyse and share their views or opinions on internet discourse online. To enhance the
quality of conversations with users or virtual agents, this issue is considered most
significant. Two application scenarios(a) User conversations in messengers and (b)
Query completion recommendations in search engines focused on solving this
problem. They suggested a new "Convolutionary Bi-directional LSTM(C-BiLSTM)"
deep learning architecture, which is the combination of Convolution Neural Networks
(CNN) and Bi-directional LSTMs (BLSTM) to classify inappropriate queries. For
filtering inappropriate conversations, they used LSTM and Bi-directional LSTMs
(BLSTM) sequential models. The model so proposed is trained end-end as single
model not relying on hand crafted features only and is affective in capturing both
local features and global semantics.

12
Sohrabi et al. (2017) examined the information systems (IS) publications to design a
predictive solution to cluster and assess the knowledge domain and to group similar
documents together using text clustering methods. This predictive learning approach
helped researchers to identify the most suitable articles for their researches via an
automated system. These articles were obtained from scopus repository. They utilized
K-means clustering algorithm, other different classification algorithms and analytical
methods such as Natural Language Processing(NLP), text normalization to evaluate
each cluster and the findings were based on the frequency of their words and key
phrases. This approach to prediction allows many researchers to recognize the
usability for future study of many papers.
Gulshan, (2016) stated that healthcare is one of the industries where artificial
intelligence (AI) has seen fast growth in the last few years. Various medical
investigations have employed AI to mimic the diagnostic abilities of physicians. The
ultimate objective is to improve human healthcare delivery via the use of AI. Though
rapidly evolving, these technologies have yet to be broadly used in patient care
settings despite their rapid growth and development.
Roll & Wylie (2016) discussed that the field of artificial intelligence (AIED) has
undergone remarkable developments in past 25 years. They examined 47 papers from
3 years (1994, 2004 and 2014) in the history of Journal of AIED to find the typical
scenarios and important focuses that occupy the field of AIED. These findings were
used to suggest two parallel research strands that need to take place in order to
influence education in the next 25 years: Firstly an evolutionary mechanism that
draws on existing classroom activities, instructor collaboration, and technology and
domain diversification. Secondly, a transformative process in which we insist on
incorporating our technology into the daily lives of students, thus fostering their
cultures, traditions, aspirations, and societies.
Kwong et al. (2016) proposed an AI-based methodology based on AI that combines
affective design, engineering, and marketing for defining design requirements of new
products in this paper. With this step, in the early design phase, the three processes
can be considered simultaneously. This approach put more emphasis on developing
customer satisfaction and cost models using fuzzy regression, generating functions of
product utility using chaos-based fuzzy regression, formulating and solving a multi-
objective optimization model using a genetic algorithm of non-dominated sorting-III

13
(NSGA- II). To evaluate the efficiency of the proposed methodology, they conducted
a case study for electric iron design.
Redzebra (2016) proposed a robust classifier for purchase prediction. This model
forecast purchasing intentions for a large e-commerce website based on user
behaviour. To model the prediction, they applied machine learning algorithms,
including deep neural networks. This study discussed the two techniques: Two Deep
Belief Network and stacked denoising auto-encoders, which achieved significant
improvement by extracting features from high-dimensional data and also proved to be
helpful in coping with severe class imbalance.
Gupta and pathak (2014) proposed a framework for predicting purchase by online
customers with the application of machine learning algorithms. The study focussed on
predicting purchase decisions and the revenues benefits based on adaptive or dynamic
pricing of a product. Their study was facilitated by statistical and machine learning
models along with data mining methods which further utilised different data sources
that were gathered from purchase history, web data, visitor attributes and context
understanding. They considered customer segment rather than individual buyers for
predicting their purchase. This framework was tested on large datasets for en E-
commerce firm by selecting an appropriate price range based on Dynamic pricing.
Their results determined much better price range appropriate both for customers and
an organisation. They also stated that this framework can be applied to any industry
working in online mode and can be customised accordingly.
Mirzaei and Iyer (2014) provided a classification framework for predictive analytics
(PA) application and Customer Relationship management (CRM) tools and to fulfil
the gap between literature review and classification scheme for it. This paper aims to
provide a systematic overview of literature published in both academic and
practitioner journals between 2003 and 2013 relevant to the application of predictive
analytics in CRM. The five CRM dimensions have been identified: customer
acquisition, customer attraction, customer retention, customer creation and growth of
customer equity. They said that predictive analytics techniques are primarily used to
forecast customer attrition in companies and to make informed choices for customer
retention. They also suggested that PA techniques are used in the growth of consumer
equity to estimate a customer's lifetime value. In the literature discussed so far, less
emphasis has been placed on consumer acquisition and customer appeal. They
discussed the most prevalent predictive analytics techniques applied are segmentation,

14
Logistics Regression, Markov Chain and decision tree. They identified the multiple
regression technique as a better model in comparison to neural network and decision
tree in terms of interpretability of the parameters in the literature. As per their review,
CHIAD and C5 algorithms were suggested for visual presentation and MATLAB was
used for programming among the published articles.

15
 3. OBJECTIVES OF THE STUDY
 To study emergence and scope of AI in current scenario
 To study importance of AI in higher education
 To study importance of AI in human resource decision
 To study importance of AI in health sector
 To study various challenges associated with the usage of AI and its effective
solution

16
 4. HYPOTHESIS OF THE STUDY
 AI has no significant impact on health care
 AI has no significant impact on education sector
 AI has no significant impact on HRM

17
 5. PROBLEM ON HAND
Artificial intelligence is now used to do a wide range of tasks, including detecting
heart attacks, hiring new employees, interpreting complex texts, driving cars,
predicting crime and deploying more police to a neighbourhood, answering customer
service calls, reviewing tax returns, and selecting the news, products, and search
results we see online. AI will permeate every aspect of our culture, economy,
government, and daily lives during the coming ten years. One prediction states that by
2030, 70% of businesses will be using AI systems. China, the European Union, and
numerous other nations have unveiled national AI policies, investing billions in
research and financial gain.
Secondly, the problem which has developed in the modern days is the conduct of the
business activities with the help of AI mainly the online business platform. Online
business giant such as Amazon, Alibaba etc. has adopted the help of AI for expansion
of their business which ultimately turns into unfair competition in the market. The
highly discounted sale of items in the online business market is directly against fair
competition. Retailers have to suffer a lot because of the customers falling prey to the
online business. The interests of consumers of online business are also affected in
various ways. They are attracted by providing heavy discount online and continue to
keep on haunting them until they does not buy it. Customers are left with very limited
choice tarted regulating us and our daily activities which is a serious threat to our
various constitutional rights.
AI is currently capable of learning on its own how to complete challenging tasks,
demonstrate mathematical theorems, and engage in creative activities like writing
music, etc. With the use of these methods, AI is transforming computers into
"thinking machines" that are capable of executing imaginative and creative activities.
These methods are derived from knowledge of evolution, molecular biology,
neurology, and human cognitive processes.
The issues listed above surface when AI use becomes more pervasive in people's daily
lives. These raise difficulties like the following: 1) Will the usage of AI result in
numerous problems in society? 2) Is AI's lack of personality a global issue, and if so,
how should it be addressed?

18
 6. IMPORTANCE OF THE STUDY
Artificial intelligence advancements have the potential to greatly advance humankind
through increasing productivity, efficiency, and cost-savings. Dependence on AI will
therefore inevitably result in increased production, trade, transportation, medical
treatment, rescue efforts, education, farming, as well as for greatly raising the
capability and degree of social governance. This is demonstrated by the fact that by
2035, AI is predicted to boost economic growth by an average of 1.7% across a
variety of industries. The development of AI technology, however, is also anticipated
to upend a number of nations' socioeconomic systems and judicial systems. It's
because we utilize it carelessly, focusing only on its advantages. Furthermore, despite
AI's extensive use, many individuals are still unaware of the technical aspects that go
into its operation.
In the beginning, when the usage of computers and computing systems was in its
infancy, a human programmer had to explain to the machine how to perform
something or solve a problem. However, that method has significant limitations
because it is unable to complete some activities that are fundamental to human
existence.
With the development of AI, it is now possible for machines to complete these
activities if a "machine learning process" is created or programmed in this manner. By
turning the preceding premise on its head, the machine learning process has barely
begun to make AI operate. Artificial intelligence has so permeated every aspect of our
lives and must have a significant impact on the global commercialization that is
currently taking place. Where there was previously no opportunity to conduct
business, such as in politics, healthcare, education, or farming, AI has introduced the
aspect of profit maximization, which is in some ways assisting in the overall
development of nations.

19
 7. RESEARCH METHODOLOGY
RESEARCH DESIGN
This research is empirical in nature and its qualitative and quantitative both. A survey
approach will be adopted to collect information about the sample characteristics and
sample opinions on the study model. To conduct this research study smoothly,
researcher will select the population which is comprised of recruitment managers,
healthcare professionals and educators from their respective fields in Mumbai city.
As the researcher has decided to conduct this current research study in Mubai after
defining the population now it's time to understand the sample population and figure
out how much sample size should be appropriate considering the current research
study in order to generalize the findings and results of the study.
SAMPLE SIZE:
Though researcher has tried to collect the required sample size and end up with
interviewing the 250 HRM managers and 250 health care professionals. So the total
sample size will be 500 respondents.
SAMPLING METHOD:
Now the researcher has to actually decide in which particular way he will select the
samples, for this, sampling method can give the direction. In the current research
study researcher will decide to consider two stage cluster sampling, where in first
stage the areas will be decided where the relating companies are located and in the
second stage from each cluster randomly researcher will select the recruitment
managers, health care professionals and educators from these respective companies.
This kind of sampling method is also called us probabilistic sampling approach,
which involves objectively collecting the data and analyzing it to get the results.
SOURCE OF DATA
Primary Data
Primary data is further divided into two parts, i.e., qualitative as well as quantitative
data. Qualitative data is data composed of online interviews using openended
questions. Quantitative data is data gathered by using a survey method by using a
close-ended questionnaire.
Secondary Data
The secondary source of data will be compiled from relevant articles published in
technical and management journals and periodicals. Internet-based articles,
newspapers and other blogs, etc., have also provided further insights, forming part of

20
the secondary data source. Peer-reviewed articles and other published works in this
area and allied/relevant areas were also considered.
DATA ANALYSIS
The quantitative analysis will be the method used to assess the data. The study
methodology was selected based on the positivist research approach, as this
methodology is well suited to the study. With this study, researcher employed graphs
and frequency counts to evaluate each questionnaire item. The researcher will be done
the coding of the interview responses to achieve this result. The classification of the
selected sample will be evaluated using numerous frequency distribution analyses,
together with percentages, estimates, standard deviations, reliability measures, cross-
tabulations etc. The Data Analysis has been carried out with the help of Statistical
Package for Social Science (SPSS 20).

21
 8. SCOPE AND LIMITATIONS OF THE STUDY
Although, using AI in healthcare, education and HRM is a recent research field. In
this area of research, AI for healthcare such as Treatment efficiency, Healthcare
management, Fraud and abuse detection, analysing the behaviour of patients,
Customer relationship management, etc. is already done. This research is intended to
propose a AI for healthcare, education and HRM finding the qualitative attributes of
patients, preparation of dataset for mining, diagnosis of diabetes, developing learning
framework to develop various solutions which will save the time and enhance the
same for faster analysis. The researcher has studied the existing system and its
problem is being identified. The research has following limitations:
 This research is limited to Indian context only.
 This research is limited to Mumbai only.
 This research is limited to small sample size only.

 This research is limited to some fields of AI only.

22
 CHAPTERIZATION
CHAPTER 1 - INTRODUCTION
CHAPTER 2 - REVIEW OF LITERATURE
CHAPTER 3: AI IN HIGHER EDUCATION
CHAPTER 4: RESEARCH METHODOLOGIES
CHAPTER 5: DATA ANALYSIS & INTERPRETATION
CHAPTER 6: FINDINGS AND CONCLUSION

23
REFERENCES
[1].Gulshan, V., Peng, L., Coram, M., Stumpe, M. C., Wu, D., Narayanaswamy,
A., ... & Webster, D. R. (2016). Development and validation of a deep
learning algorithm for detection of diabetic retinopathy in retinal fundus
photographs. Jama, 316(22), 2402-2410.
[2].Kermany, D. S., Goldbaum, M., Cai, W., Valentim, C. C., Liang, H., Baxter,
S. L., ... & Zhang, K. (2018). Identifying medical diagnoses and treatable
diseases by image-based deep learning. Cell, 172(5), 1122-1131.
[3].Schönberger, D. (2019). Artificial intelligence in healthcare: a critical analysis
of the legal and ethical implications. International Journal of Law and
Information Technology, 27(2), 171-203.
[4].Manne, R., & Kantheti, S. C. (2021). Application of artificial intelligence in
healthcare: chances and challenges. Current Journal of Applied Science and
Technology, 40(6), 78-89.
[5].Li, R. C., Asch, S. M., & Shah, N. H. (2020). Developing a delivery science
for artificial intelligence in healthcare. NPJ digital medicine, 3(1), 1-3.
[6].Huang, Z., Zhou, A., & Zhang, G. (2012). Non-negative Matrix Factorization:
A Short Survey on Methods and Applications. Communications in Computer
and Information Science Computational Intelligence and Intelligent Systems,
331–340.
[7].Syam, N., & Sharma, A. (2018). Waiting for a sales renaissance in the fourth
industrial revolution: Machine learning and artificial intelligence in sales
research and practice. Industrial Marketing Management, 69, 135–146.
[8].Chagas, B. N. R., Viana, J. A. N., Reinhold, O., Lobato, F., Jacob, A. F. L., &
Alt, R. (2018). Current Applications of Machine Learning Techniques in
CRM: A Literature Review and Practical Implications. 2018 IEEE/WIC/ACM
International Conference on Web Intelligence (WI).
[9].Kumar, V., Rajan, B., Venkatesan, R., & Lecinski, J. (2019). Understanding
the Role of Artificial Intelligence in Personalized Engagement Marketing.
California Management Review, 61(4), 135–155.
[10]. Schlögl, S., Postulka, C., Bernsteiner, R., & Ploder, C. (2019).
Artificial Intelligence Tool Penetration in Business: Adoption, Challenges and

24
 Fears. Communications in Computer and Information Science Knowledge
Management in Organizations, 259–270.
[11]. Galloway, Chris, and Lukasz Swiatek. ―Public Relations and
Artificial Intelligence: It‘s Not (Just) about Robots.‖ Public Relations Review,
vol. 44, no. 5, 2018, pp. 734–740., doi:10.1016/j.pubrev.2018.10.008
[12]. Pereira, F. S. F., Gama, J., Amo, S. D., & Oliveira, G. M. B. (2018).
On analyzing user preference dynamics with temporal social networks.
Machine Learning, 107(11), 1745– 1773. https://doi.org/10.1007/s10994-018-
5740-2.
[13]. Balonin, N. A., Petoukhov, S. V., & Sergeev, M. B. (2017). Matrices
in Improvement of Systems of Artificial Intelligence and Education of
Specialists. Advances in Intelligent Systems and Computing Advances in
Artificial Systems for Medicine and Education, 39–52.
[14]. Tan, Z., Xu, L., Zhong, W., Guo, X., & Wang, G. (2018). Online
activity recognition and daily habit modeling for solitary elderly through
indoor position-based stigmergy. Engineering Applications of Artificial
Intelligence, 76, 214–225.
[15]. Kwong, C., Jiang, H., & Luo, X. (2016). AI-based methodology of
integrating affective design, engineering, and marketing for defining design
specifications of new products. Engineering Applications of Artificial
Intelligence, 47, 49–60.
[16]. Gupta, R., & Pathak, C. (2014). A Machine Learning Framework for
Predicting Purchase by Online Customers based on Dynamic Pricing. Procedia
Computer Science, 36, 599–605. https://doi.org/10.1016/j.procs.2014.09.06
[17]. Mirzaei, T., & Iyer, L. (2014). Application Of Predictive Analytics In
Customer Relationship Management: A Literature Review And Classification
[18]. Sohrabi, B., Vanani, I.R., & Shineh, M.B. (2017). Designing a
Predictive Analytics Solution for Evaluating the Scientific Trends in
Information Systems Domain. Webology, 14.
[19]. Roll, Ido, and Ruth Wylie. ―Evolution and Revolution in Artificial
Intelligence in Education.‖ International Journal of Artificial Intelligence in
Education, vol. 26, no. 2, 2016, pp. 582–599.
[20]. Yenala, H., Jhanwar, A., Chinnakotla, M. K., & Goyal, J. (2017). Deep
learning for detecting inappropriate content in text. International Journal of

25
 Data Science and Analytics, 6(4), 273–286. https://doi.org/10.1007/s41060-
017-0088-4.
[21]. Bradlow, E. T., Gangwar, M., Kopalle, P., & Voleti, S. (2017). The
Role of Big Data and Predictive Analytics in Retailing. Journal of Retailing,
93(1), 79–95. https://doi.org/10.1016/j.jretai.2016.12.004
[22]. Kamble, S. S., Gunasekaran, A., & Sharma, R. (2018). Analysis of the
driving and dependence power of barriers to adopt industry 4.0 in Indian
manufacturing industry. Computers in Industry, 101, 107-119.
[23]. Kamble, S. S., Gunasekaran, A., & Sharma, R. (2018). Analysis of the
driving and dependence power of barriers to adopt industry 4.0 in Indian
manufacturing industry. Computers in Industry, 101, 107-119.
[24]. Kapure, S. R., Pekhale, M. T., Sonawane, S. S., Kshirsagar, S. J., &
Chhajed, S. S. (2022). Artificial Intelligence -A Modern Health Care System
Achievement.
[25]. Kelly, C. J., Karthikesalingam, A., Suleyman, M., Corrado, G., &
King, D. (2019). Key challenges for delivering clinical impact with artificial
intelligence. BMC medicine, 17(1), 1-9. Kermany, D. S., Goldbaum, M., Cai,
W., Valentim, C. C., Liang, H., Baxter, S. L., ... & Zhang, K. (2018).
Identifying medical diagnoses and treatable diseases by image-based deep
learning. Cell, 172(5), 1122-1131.
[26]. Kim, J. K., Choi, M. J., Lee, J. S., Hong, J. H., Kim, C. S., Seo, S. I., ...
& Choi, I. Y. (2018). A deep belief network and dempster-shafer-based
multiclassifier for the pathology stage of prostate cancer. Journal of healthcare
engineering, 2018.Lakhani, P., & Sundaram, B. (2017). Deep learning at chest
radiography: automated classification of pulmonary tuberculosis by using
convolutional neural networks. Radiology, 284(2), 574-582.
[27]. Lee, S. M., & Lee, D. (2020). Healthcare wearable devices: an analysis
of key factors for continuous use intention. Service Business, 14(4), 503-531.
[28]. Lee, S.Y. & Lee K. (2018). Factors that influence an individual's
intention to adopt a wearable healthcare device: The case of a wearable fitness
tracker Technological Forecasting & Social Change.
[29]. Ahuja, R. Popli, H. And Ajmera, P. (2021): Development of a reliable
and validated questionnaire to comprehend the role of AI powered analytical

26
 and digital tools in Indian healthcare; Indian Journal Of Applied Research,
11(06)
[30]. Bali, J., & Bali, R. T. (2020). India and the Fourth Industrial
Revolution: How we should approach Artificial Intelligence in Healthcare and
Biomedical Research?. The Journal of the Association of Physicians of India,
68(3), 72-74.
[31]. Bhargava R. and Ollis S. (2022); Digital Transformation of Industries:
Healthcare‖, World Economic Forum; weforum.org/agenda/2022/09/health-
informationsystem-digital-transformation-healthcare/accessed on November
27, 2022
[32]. Gujral, G., Shivarama, J., & Mariappan, M. (2019). ―Artificial
Intelligence (AI) and Data Science for Developing Intelligent Health
Informatics Systems‖. In Proceedings of the National Conference on AI in HI
& VR, SHSS-TISS Mumbai.
[33]. Gulshan, V., Peng, L., Coram, M., Stumpe, M. C., Wu, D.,
Narayanaswamy, A., ... & Webster, D. R. (2016). Development and validation
of a deep learning algorithm for detection of diabetic retinopathy in retinal
fundus photographs. Jama, 316(22), 2402-2410.
[34]. Guo, J., & Li, B. (2018). The application of medical artificial
intelligence technology in rural areas of developing countries. Health equity,
2(1), 174-181.
[35]. Haider, H. (2020). Barriers to the adoption of Artificial Intelligence in
healthcare in India.
[36]. Javiya, V. B. (2018). ―Rise of Digital Healthcare in India with special
reference to Artificial Intelligence.‖ International Journal of Research in
Engineering, IT, and Social sciences 08 (04): 69-72.
[37]. Jha, S., & Topol, E. J. (2016). Adapting to artificial intelligence:
radiologists and pathologists as information specialists. Jama, 316(22), 2353-
2354.
[38]. Jiang, F., Jiang, Y., Zhi, H., Dong, Y., Li, H., Ma, S. & Wang, Y.
(2017). Artificial intelligence in healthcare: past, present and future. Stroke
and vascular neurology, 2(4).
[39]. Johnson, K. W., Torres Soto, J., Glicksberg, B. S., Shameer, K.,
Miotto, R., Ali, M. & Dudley, J. T. (2018). Artificial intelligence in

27
cardiology. Journal of the American College of Cardiology, 71(23), 2668-
2679.

28