Administrative Sciences,
Год журнала:
2024,
Номер
14(10), С. 253 - 253
Опубликована: Окт. 9, 2024
This
study
investigates
the
factors
influencing
aversion
of
Swiss
HRM
departments
to
algorithmic
decision-making
in
hiring
process.
Based
on
a
survey
provided
324
private
and
public
HR
professionals,
it
explores
how
privacy
concerns,
general
attitude
toward
AI,
perceived
threat,
personal
development
well-being
as
well
control
variables
such
gender,
age,
time
with
organization,
hierarchical
position,
influence
their
aversion.
Its
aim
is
understand
employees
sectors.
The
following
article
based
three
PLS-SEM
structural
equation
models.
main
findings
are
that
concerns
generally
important
explaining
process,
especially
sector.
Positive
negative
attitudes
AI
also
very
important,
Perceived
threat
has
positive
impact
among
sector
respondents.
While
explain
general,
they
most
for
actors.
Finally,
both
sectors,
but
more
so
latter,
while
our
were
never
statistically
significant.
said,
this
makes
significant
contribution
causes
recruitment
algorithms.
can
enable
practitioners
anticipate
these
various
points
order
minimize
reluctance
professionals
when
considering
implementation
type
tool.
Advances in computational intelligence and robotics book series,
Год журнала:
2025,
Номер
unknown, С. 321 - 352
Опубликована: Фев. 28, 2025
Integrating
artificial
intelligence
into
human
resource
management
practices,
particularly
in
performance
appraisal,
transforms
how
organisations
evaluate
and
manage
employee
performance.
AI-driven
systems
offer
enhanced
accuracy
efficiency
through
continuous
data
collection
analysis.
Yet,
judgement
remains
indispensable
capturing
the
nuances
of
behaviour,
interpersonal
dynamics,
organisational
culture.
This
chapter
explores
balance
between
automation
oversight
emphasising
need
for
a
hybrid
model
that
leverages
both
strengths.
examines
AI's
role
management,
focusing
on
its
advantages
limitations.
It
also
offers
conceptual
to
integrate
with
judgment.
framework
highlights
critical
judgment,
ensuring
AI
enhances
rather
than
supplants
decision-making
processes.
By
leveraging
complementary
strengths
insight,
can
develop
equitable
efficient
evaluation
systems.
International Journal For Multidisciplinary Research,
Год журнала:
2024,
Номер
6(3)
Опубликована: Май 29, 2024
Incorporating
Artificial
Intelligence
(AI)
into
Human
Resource
Management
(HRM)
has
become
a
significant
driving
force
in
shaping
contemporary
workplaces.
This
paper
comprehensively
examines
AI's
influence
on
HRM,
from
its
foundational
concepts
to
practical
applications,
advantages,
challenges,
ethical
considerations,
legal
ramifications,
anticipated
trends,
and
actionable
recommendations.
Commencing
with
an
introductory
framework,
the
navigates
intricate
facets
of
AI
within
elucidating
diverse
components
functionalities.
It
further
scrutinizes
specific
roles
recruitment,
training,
performance
management,
employee
engagement,
emphasizing
transformative
potential.
Additionally,
articulates
manifold
benefits
affords
such
as
process
optimization,
informed
decision-making,
enhanced
juxtaposed
against
inherent
including
data
integrity,
privacy
concerns,
biases,
algorithmic
transparency
issues.
Addressing
dimensions
underscores
imperative
conscientious
integration
governance.
Furthermore,
it
anticipates
forthcoming
trends
furnishes
strategic
guidance
for
organizations
navigating
this
evolving
landscape.
Ultimately,
advocates
ethical,
transparent,
human-centric
approaches
adoption,
underscoring
profound
impact
HRM
practices
workplace
dynamics.
New Technology Work and Employment,
Год журнала:
2024,
Номер
unknown
Опубликована: Дек. 25, 2024
ABSTRACT
Can
algorithmic
control
positively
impact
employee
well‐being
in
the
workplace?
This
study
examines
potential
benefits
of
control,
particularly
through
monitoring
work
activities
and
assessing
performance,
enhancing
employees'
workplace
within
conventional
employment
settings.
Grounded
labour
process
theory,
our
analysis
a
multi‐wave
data
set
reveals
that
both
performance
management
can
foster
perceptions
organizational
fairness,
which
subsequently
supports
well‐being.
Additionally,
finds
transparency
further
strengthens
these
positive
effects,
emphasizing
value
clear
accessible
communication
around
processes.
These
insights
offer
practical
framework
for
leveraging
tools
to
harness
power
precision,
fairness
promoting
Business and Professional Communication Quarterly,
Год журнала:
2024,
Номер
87(4), С. 654 - 669
Опубликована: Окт. 12, 2024
The
purpose
of
this
research
was
to
identify
the
comfort
levels
professionals
with
AI
in
various
humanlike
roles.
A
survey
787
full-time
working
adults
showed
that
more
active
users
are
comfortable
many
roles,
such
as
a
teammate
or
performance
coach.
Less
users,
however,
uncomfortable
these
Leaders,
managers,
and
educators
should
prepare
employees
students
responsibly
address
social
psychological
outcomes
increasingly
AI.
