The Role of Artificial Intelligence in Modern Human Resource Management: A Review DOI

Priti Dubey Dr. Priti Dubey

International Journal of Innovations in Science Engineering and Management., Год журнала: 2023, Номер unknown, С. 59 - 64

Опубликована: Ноя. 25, 2023

More than anything else, artificial intelligence is crucial to the human resources sector. In order recruit and create a competent staffing hiring process, HR recruiters have integrated AI technologies. duties are anticipated adapt in tandem with ongoing changes workplace advancement of technology all industries nowadays. this article review various study on role modern resource management. It concluded that transforming Human Resource Management (HRM) by improving efficiency, decision-making, employee experience. streamlines recruitment, talent management, performance evaluation, safety while enabling data-driven insights. However, ethical concerns such as bias job displacement must be addressed. Balancing automation empathy for its success. This highlights AI’s potential mediating factors, creativity usability, HRM. While offers significant benefits, industry-specific challenges evolving nature considered. Thoughtful strategic integration will ensure ethical, effective, sustainable workforce management organizations.

Язык: Английский

Revisiting the role of HR in the age of AI: bringing humans and machines closer together in the workplace DOI Creative Commons
Ali Fenwick, Gábor Molnár,

Piper Frangos

и другие.

Frontiers in Artificial Intelligence, Год журнала: 2024, Номер 6

Опубликована: Янв. 15, 2024

The functions of human resource management (HRM) have changed radically in the past 20 years due to market and technological forces, becoming more cross-functional data-driven. In age AI, role HRM professionals organizations continues evolve. Artificial intelligence (AI) is transforming many practices throughout creating system process efficiencies, performing advanced data analysis, contributing value creation organization. A growing body evidence highlights benefits AI brings field HRM. Despite increased interest AI-HRM scholarship, focus on human-AI interaction at work AI-based technologies for limited fragmented. Moreover, lack considerations tech design deployment can hamper digital transformation efforts. This paper provides a contemporary forward-looking perspective strategic human-centric plays within as becomes integrated workplace. Spanning three distinct phases integration (technocratic, integrated, fully-embedded), it examines technical, human, ethical challenges each phase suggestions how overcome them using approach. Our importance evolving AI-driven organization roadmap bring humans machines closer together

Язык: Английский

Процитировано

18
The Role of Artificial Intelligence in Shaping the Future of Education: Opportunities and Challenges DOI Creative Commons
Оксана Іванашко, Алла Козак, Tetiana Knysh

и другие.

Futurity Education, Год журнала: 2024, Номер unknown, С. 126 - 146

Опубликована: Фев. 13, 2024

Artificial intelligence has become a booming technology whereas it brings numerous positive changes within the educational process. The aim of research is to describe role artificial in education through analysis its opportunities and challenges. study involved integration qualitative (interviews, focus groups, classroom observations) quantitative methods (survey statistical analysis). All procedures were organized according ethical standards for data collection analysis. Over 50 recent scientific works selected analyze problem from different perspectives present comprehensive overview. 56 participants representing instructors institutions higher Ukraine. inclusion criteria based on subject specialization, institution type, curriculum accreditation, experience with technologies. It was found that impacts include personalized adaptive learning, automated administrative tasks, enhanced support, e-learning facilitation, inclusivity, data-driven decision making, gamification, increased engagement, behaviour predictive analytics, improved assessment. challenges concerned privacy, security, bias, lack understanding, transparency, necessity additional training. findings showed implementation intelligent tutoring systems, content creation Virtual Reality, chatbots can shape process effectively future modernize specialists’ results be used increase awareness using tools.

Язык: Английский

Процитировано

13
The Impact of Artificial Intelligence (AI) on Human Resource Management Practices DOI Creative Commons

Hendri Sucipto

Deleted Journal, Год журнала: 2024, Номер 1(1), С. 138 - 145

Опубликована: Янв. 31, 2024

This research discusses the impact of integration artificial intelligence (AI) in Human Resource Management (HRM) practices through a systematic literature review approach. Involving analysis 37 articles from various academic databases, identified key benefits provided by AI HRM, such as improved efficiency, process effectiveness and corporate decision making. However, significant challenges were also identified, including issues data security, privacy need for HR skills development. In addition, psychological on employees work team dynamics is an important concern. conclusion, combination HRM has capability to shape new paradigm human resource management, however it requires careful coping with rising demanding situations. study offers stable basis deep know-how complex interactions between starting door addition improvement this region.

Язык: Английский

Процитировано

11
The effects of artificial intelligence on human resource activities and the roles of the human resource triad: opportunities and challenges DOI Creative Commons
Justine Dima, Marie‐Hélène Gilbert, Julie Dextras-Gauthier

и другие.

Frontiers in Psychology, Год журнала: 2024, Номер 15

Опубликована: Июнь 3, 2024

This study analyzes the existing academic literature to identify effects of artificial intelligence (AI) on human resource (HR) activities, highlighting both opportunities and associated challenges, roles employees, line managers, HR professionals, collectively referred as triad.

Язык: Английский

Процитировано

8
Exploring Gender Bias and Algorithm Transparency: Ethical Considerations of AI in HRM DOI Creative Commons

Jiaxing Du

Journal of Theory and Practice of Management Science, Год журнала: 2024, Номер 4(03), С. 36 - 43

Опубликована: Апрель 2, 2024

Opportunities and challenges are introduced by the integration of Artificial Intelligence (AI) into Human Resource Management (HRM). The paragraph discusses ethical implications AI applications in HRM, focusing on gender bias algorithm transparency. It explores how AI-driven decision-making HRM perpetuates bias, importance transparent algorithms for trust accountability, role regulatory frameworks safeguarding standards. paper aims to provide a comprehensive analysis landscape offers policy recommendations mitigate enhance

Язык: Английский

Процитировано

4
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

и другие.

Опубликована: Янв. 1, 2025

Язык: Английский

Процитировано

0
The Impact of Artificial Intelligence on Human Resource Management DOI
Tshepo Maota, Vannie Naidoo

IGI Global eBooks, Год журнала: 2025, Номер unknown, С. 311 - 342

Опубликована: Фев. 21, 2025

The rapid advancements in artificial intelligence have significantly impacted various aspects of modern organisations, including human resource management. This research paper delves into the impact AI on three typical HRM problems: employee productivity evaluation, recruitment, and talent assessment. investigates current state practices these areas, as well associated benefits barriers, proposes conditions for effective implementation HRM. Additionally, discusses necessary cultural transformation required to address challenges adopting offers theoretical practical insights organisations aiming leverage power their practices.

Язык: Английский

Процитировано

0
The Challenges of Artificial Intelligence in Human Resource Management and Future Development Trends DOI Creative Commons

Chien-Chin Su,

Shu-Ya

Journal of Lifestyle and SDGs Review, Год журнала: 2025, Номер 5(4), С. e05238 - e05238

Опубликована: Март 25, 2025

Objective:With the rapid development of Artificial Intelligence (AI), Human Resource Management (HRM) is undergoing significant changes, especially in training and learning management. This study explores AI’s challenges strategies HRM, focusing on how cross-sector collaboration resource integration can drive sustainable development, aligning with SDGs' emphasis technological innovation global cooperation. Theoretical Framework:The uses Technology Acceptance Model (TAM), examining perceived usefulness ease use influence AI application while integrating collaborative from SDGs. Method:A qualitative approach used, analyzing corporate case studies literature to explore successful applications HRM. Results Discussion:AI improves employee through personalized real-time monitoring. However, like technology dependency data privacy remain. Companies need balance human-centered management for long-term growth. Research Implications:Practical recommendations help integrate traditional methods, promoting efficiency supporting Originality/Value:The bridges research gaps impact well-being career satisfaction HRM proposes aligned SDG goals, providing value both academia practice.

Язык: Английский

Процитировано

0
Barriers and Enablers in Integrating AI into Human Resource Management Strategies: Maximizing Human Capital DOI Open Access

R. Shanmugapriya Dr. U. Amaleshwari

European Economic Letters (EEL), Год журнала: 2024, Номер 14(1), С. 1862 - 1869

Опубликована: Апрель 12, 2024

Artificial intelligence (AI) has shaken the foundation of modern workplaces like never before and induced digitized workstyles within organisation. These furtherance in technology are generating significant interest among stakeholders to embrace AI human resource management (HRM). Research Development teams, analysts practitioners keen investigate sequel HR their collaboration with gadget applications involving machine language, Data-science, Blockchain Big Data. This study investigates HRM specific factors that imbibed towards adoption extended based digital platform adopting a qualitative research design an abductive approach. also key enablers optimistic, enthusiastic, collaborative employees, strong enabled leadership, reliable meta-data, specialized partners, well-rounded accountable ethics. The examines barriers awareness adoption: inability have timely internal audit pulse check ability emotional decision making, ineffective agile experts as well external partners. On summarising, this contributes theory by providing model influences proposes ascending welcoming unified acceptance use innovative context upskilling reskilling ecosystems eventually. anecdotes best-in-class industrial practices secured policy formulation reimagine cybermated cubical. Maximising capital era be obliged harmonious conglomerative human–AI enterprise making eminent future-ready wake productive massive successful disruptions efficacy.

Язык: Английский

Процитировано

1
From code to connection: the role of responsible artificial intelligence (RAI) and leaders’ RAI symbolization in fueling high-tech employee innovation DOI
Shahan Bin Tariq, Jian Zhang, Faheem Gul Gilal

и другие.

Kybernetes, Год журнала: 2024, Номер unknown

Опубликована: Июнь 24, 2024

Purpose Artificial intelligence (AI) radically transforms organizations, yet ethical AI’s effect on employee innovation remains understudied. Therefore, this study aims to explore whether responsible artificial (RAI) enhances high-tech employees’ innovative work behavior (IWB) through creative self-efficacy (CSE) and mental health well-being (EMHWB). The further examines how leaders’ RAI symbolization (LRAIS) moderates RAI’s effect. Design/methodology/approach Through structural equation modeling, 441 responses of firms’ employees from Pakistan were utilized for hypotheses testing via SmartPLS-4. Findings results revealed that second-order IWB. was supported directly indirectly CSE EMHWB. also showed LRAIS significantly influence CSE, the one hand, EMHWB, other. Practical implications High-tech managers can fix AI-outlook issues impair their IWB by prioritizing an AI design involving actions like control mechanisms, bias checks algorithmic audits. Similarly, these should facilitate discussions targeted trainings focusing cognitive development well-being. Likewise, embracement programs evaluations leadership positions could be incorporated into firms. Originality/value This advances mainstream literature addresses a notable gap concerning while grounding in social theory. Moreover, unveils EMHWB affect within milieus. Additionally, signaling theory, it underscores significance amplifying direct association between RAI, firms emerging markets.

Язык: Английский

Процитировано

1