Effect of HRM exogenous influences on job satisfaction: AI triggered downsizing, following Covid-19 hybrid work culture, & profession difficulties DOI Open Access
Omar N. Badran,

Ruba Elhawi,

Mothanna Attal

et al.

Journal of Infrastructure Policy and Development, Journal Year: 2024, Volume and Issue: 8(15), P. 9675 - 9675

Published: Dec. 13, 2024

This study employed a deductive approach to examine external HRM factors influencing job satisfaction in the post-pandemic hybrid work environment. Explores intermediary functions of age, gender, and experience this particular The data-gathering procedure consisted conducting semi-structured interviews with carefully chosen 50 managers representing various sectors, industries, organizations, professions. applied was adopted allow systematic unbiased investigation mediating variables. used SPSS 25 Smart PLS 4 analyze model, enhancing understanding challenges constantly evolving workplace. findings offer valuable insights for HR experts businesses, highlighting value comprehending what methods components influence optimize employee well-being productivity. provides recommendations designed contentment AI-evolving professional atmosphere, shedding light on importance supportive leadership strategies, particularly during AI-triggered downsizing. Additionally, we welcome new era push forward integrating managing AI tools technologies automate decision-making data processing. Results propose that Exogenous influences human resource management (HRM) manager considerably. Specifically, downsizing caused by found have negative consequences, whereas diversity restructuring favorable effects. Gender recognized as crucial factor outcomes, then age years most visible effect.

Language: Английский

Barriers and Enablers of AI Adoption in Human Resource Management: A Critical Analysis of Organizational and Technological Factors DOI Creative Commons
Mitra Madanchian, Hamed Taherdoost

Information, Journal Year: 2025, Volume and Issue: 16(1), P. 51 - 51

Published: Jan. 15, 2025

This paper examines the key factors recognized as transformative in field of human resource management (HRM) and explores their influence on global adoption artificial intelligence (AI). While AI holds significant promise for enhancing HRM efficiency, employee engagement, Decision Making, its implementation presents a range organizational, technical, ethical challenges that organizations worldwide must navigate. Change aversion, data security worries, integration expenses are major roadblocks, but strong digital leadership, company culture, advancements NLP machine learning enablers. complex analysis questions common perception only disruptive by delving into relationship between power dynamics, corporate technology infrastructures. In this paper, we bring together research from several fields to help scholars practitioners understand nuances HRM, with an emphasis importance inclusive methods frameworks.

Language: Английский

Citations

1
Gap Analysis in Strategic Upskilling: The Impact of Artificial Intelligence on Hris Practices and Workforce Development DOI

Yudi Kurniawan Budi Susilo,

Nurulhuda Noordin,

Fariza Hanis Abdul Razak

et al.

Published: Jan. 1, 2025

Language: Английский

Citations

0
Trust influence on AI HR tools perceived usefulness in Swiss HRM: the mediating roles of perceived fairness and privacy concerns DOI Creative Commons
Guillaume Revillod

AI & Society, Journal Year: 2025, Volume and Issue: unknown

Published: March 27, 2025

Language: Английский

Citations

0
The impacts of artificial intelligence (AI) driven hiring processes on job applicants’ experience: a comparative study between New Zealand and India DOI
Gagandeep Singh, Indrapriya Kularatne

SN Business & Economics, Journal Year: 2025, Volume and Issue: 5(3)

Published: Feb. 11, 2025

Language: Английский

Citations

0
Skill Development Challenges in the Era of Artificial Intelligence (AI) DOI
C. Karthikeyan, Sonia Singh

Advances in educational technologies and instructional design book series, Journal Year: 2024, Volume and Issue: unknown, P. 189 - 218

Published: Oct. 31, 2024

Artificial Intelligence (AI) is taking us by storm, and Human Resources functions are no exception. Future of work for nearly 40% the companies in algorithms (AI). Al most powerful acronym that pulls every human resource professional into challenge. Almost 33% employees' jobs, roles, tasks to be augmented AI near future prediction Deloitte. This paper analyses Skill development challenges developing countries like India handle related training conducting meta Analysis presents suggestive measures counter these challenges. The aim comprehend issues surrounding vocational education putting Learner first. It suggests implementation planned activities with augmentation initiatives reskill, right skill align those skills emerging jobs.

Language: Английский

Citations

2
Transformative AI in human resource management: enhancing workforce planning with topic modeling DOI Creative Commons

Murale Venugopal,

Vandana Madhavan,

Rajiv Prasad

et al.

Cogent Business & Management, Journal Year: 2024, Volume and Issue: 11(1)

Published: Nov. 26, 2024

This study explores the transformative role of artificial intelligence (AI) in human resource management (HRM), focusing on key functions such as recruitment, retention, and performance management. A comprehensive review was carried out PRISMA framework BERTopic model AI HRM‑related keywords. The resulting publications were analyzed to extract meaningful topics. AI‑driven tools streamline candidate screening interview analysis, significantly enhancing hiring efficiency decision‑making accuracy. Concerns about algorithmic bias highlight need for robust governance frameworks ensure transparency fairness processes. emphasizes importance aligning adoption with Organizational Development principles foster inclusivity organizational justice. integration facilitates real‑time, objective assessments, although overreliance technologies can affect employee trust engagement. Despite these advances, highlights ethical concerns surrounding data privacy potential bias. Addressing challenges requires implementation promote AI‑HRM applications. Strategically, transforms HR from a reactive function proactive, data‑driven partner aligned long‑term goals. Successful depends mechanisms that uphold standards, trust, transparency, enabling organizations fully leverage AI's workforce

Language: Английский

Citations

1
Veränderungen der Personalentwicklung durch den Einsatz von KI-Systemen DOI

Marina Klostermann,

Britta Kirchhoff

Springer eBooks, Journal Year: 2024, Volume and Issue: unknown, P. 395 - 415

Published: Nov. 12, 2024

Citations

0
Effect of HRM exogenous influences on job satisfaction: AI triggered downsizing, following Covid-19 hybrid work culture, & profession difficulties DOI Open Access
Omar N. Badran,

Ruba Elhawi,

Mothanna Attal

et al.

Journal of Infrastructure Policy and Development, Journal Year: 2024, Volume and Issue: 8(15), P. 9675 - 9675

Published: Dec. 13, 2024

This study employed a deductive approach to examine external HRM factors influencing job satisfaction in the post-pandemic hybrid work environment. Explores intermediary functions of age, gender, and experience this particular The data-gathering procedure consisted conducting semi-structured interviews with carefully chosen 50 managers representing various sectors, industries, organizations, professions. applied was adopted allow systematic unbiased investigation mediating variables. used SPSS 25 Smart PLS 4 analyze model, enhancing understanding challenges constantly evolving workplace. findings offer valuable insights for HR experts businesses, highlighting value comprehending what methods components influence optimize employee well-being productivity. provides recommendations designed contentment AI-evolving professional atmosphere, shedding light on importance supportive leadership strategies, particularly during AI-triggered downsizing. Additionally, we welcome new era push forward integrating managing AI tools technologies automate decision-making data processing. Results propose that Exogenous influences human resource management (HRM) manager considerably. Specifically, downsizing caused by found have negative consequences, whereas diversity restructuring favorable effects. Gender recognized as crucial factor outcomes, then age years most visible effect.

Language: Английский

Citations

0