The
increasing
complexity
of
the
healthcare
industry
necessitates
recognition
human
resources
as
a
primary
sustainable
source
competitive
advantage
within
management
systems.
This
significance
is
magnified
when
professionals,
physicians
and
nurses
are
considered.
When
resource
(HRM)
discussed,
it
must
be
acknowledged
that
personnel
not
devoid
emotions.
fostering
healthy
working
atmosphere
considered
critical
responsibility
by
professional
managers.
In
this
research,
novel
model
presented,
which
based
on
AI:
machine
learning
context.
A
deep
architecture
CNN
has
been
designed
optimized,
trained
in
two
scenarios
through
four
datasets
also
customized
for
target
hospital.
92%
accuracy
power
recognition.
effectiveness
assessed
curating
new
dataset
consisting
facial
images
hospital
staff
displaying
eight
emotions:
happiness,
contempt,
anger,
sadness,
disgust,
fear,
surprise,
neutrality.
According
to
post-implementation
survey
findings,
positive
impact
enhances
performance,
making
suitable
modern
organizations
such
hospitals
health
canters.
domain,
effective
communication
deemed
essential
interactions
with
patients,
emotions
play
significant
role.
Emotion
profound
only
optimal
work
output
but
relationships
among
personnel,
clients,
entire
managed
team.
International Journal of Intelligent Networks,
Год журнала:
2022,
Номер
3, С. 119 - 132
Опубликована: Янв. 1, 2022
Artificial
Intelligence
(AI)
has
vast
potential
in
marketing.
It
aids
proliferating
information
and
data
sources,
improving
software's
management
capabilities,
designing
intricate
advanced
algorithms.
AI
is
changing
the
way
brands
users
interact
with
one
another.
The
application
of
this
technology
highly
dependent
on
nature
website
type
business.
Marketers
can
now
focus
more
customer
meet
their
needs
real
time.
By
using
AI,
they
quickly
determine
what
content
to
target
customers
which
channel
employ
at
moment,
thanks
collected
generated
by
its
Users
feel
ease
are
inclined
buy
offered
when
used
personalise
experiences.
tools
also
be
analyse
performance
a
competitor's
campaigns
reveal
customers'
expectations.
Machine
Learning
(ML)
subset
that
allows
computers
interpret
without
being
explicitly
programmed.
Furthermore,
ML
assists
humans
solving
problems
efficiently.
algorithm
learns
improves
accuracy
as
fed
into
algorithm.
For
research,
relevant
articles
marketing
identified
from
Scopus,
Google
scholar,
researchGate
other
platforms.
Then
these
were
read,
theme
paper
was
developed.
This
attempts
review
role
specific
applications
various
segments
transformations
for
sectors
examined.
Finally,
critical
recognised
analysed.
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.
International Journal of Research Publication and Reviews,
Год журнала:
2024,
Номер
5(1), С. 281 - 287
Опубликована: Янв. 2, 2024
In
the
contemporary
business
landscape,
integration
of
technology,
specifically
Artificial
Intelligence
(AI)
and
Machine
Learning
(ML),
has
transcended
from
an
option
to
a
necessity
for
organizational
survival
growth.This
paradigm
shift
not
only
streamlined
operations
across
sectors
but
also
brought
about
revolutionary
transformation
in
Human
Resource
Management
(HRM).From
supply
chain
optimization
talent
development,
AI
ML
have
progressively
embedded
themselves
various
HR
functions.HR
professionals
are
recognizing
imperative
strike
optimal
balance
between
human
automated
work,
creating
more
intuitive
work
environments
that
foster
enhanced
productivity
decision-making.This
research
paper
delves
into
expanding
role
both
HRM,
drawing
insights
secondary
data
sources
such
as
papers,
publications,
survey
reports.By
shedding
light
on
how
seamlessly
integrate
different
facets
HR,
emphasizes
growing
importance
this
explores
prospects
future
trends
these
technologies
bring
forefront
resource
practices.As
organizations
navigate
dynamic
adoption
HRM
emerges
just
transformative
trend
strategic
staying
competitive
evolving
ecosystem.
Journal of Intelligent Management Decision,
Год журнала:
2022,
Номер
1(2), С. 128 - 136
Опубликована: Дек. 30, 2022
Artificial
intelligence,
in
a
larger
sense,
refers
to
computers
that
have
human
intelligence-specific
capabilities
such
as
obtaining
information,
perceiving,
seeing,
thinking,
and
making
decisions.
At
first
glance,
artificial
often
known
"Artificial
Intelligence"
(AI)
the
literature,
causes
everyone
associate
something
distinct.
According
researches,
concept
of
intelligence
evokes
an
electro-mechanical
robot
replacing
beings,
but
involved
this
field
is
aware
there
definite
difference
between
beings
machines.
The
aim
article
show
importance
using
AI
today's
HR
practices.
In
context,
one
qualitative
research
designs,
phenomenological
research,
was
deemed
1appropriate
for
thesis
study.
Because
phenomenology
establishes
framework
exploring
subjects
aren't
utterly
unfamiliar
whose
meaning
isn't
quite
clear.AI-based
apps
ability
boost
employee
productivity
while
also
assisting
personnel
becoming
educated
advisers
who
can
performance.
AI-enabled
solutions
are
capable
evaluating,
predicting,
diagnosing,
locating
more
powerful
employees.
International journal of electrical and computer engineering systems,
Год журнала:
2022,
Номер
13(2), С. 135 - 144
Опубликована: Фев. 28, 2022
Employee
turnover
is
a
serious
challenge
for
organizations
and
companies.
Thus,
the
prediction
of
employee
vital
issue
in
all
The
present
work
proposes
models
predicting
intentions
workers
during
recruitment
process.
proposed
are
based
on
k-nearest
neighbors
(KNN)
random
forests
(RF)
machine
learning
algorithms.
use
dataset
created
by
IBM.
used
includes
most
essential
features,
which
considered
process
may
lead
to
turnover.
These
features
salary,
age,
distance
from
home,
marital
status,
gender.
KNN-based
model
exhibited
better
performance
terms
accuracy,
precision,
F-score,
specificity
(SP),
false-positive
rate
(FPR)
comparison
RF-based
model.
predict
average
probability
percentage
workers.
Therefore,
can
be
aid
human
resource
managers
make
precautionary
decisions;
whether
candidate
likely
stay
or
leave
job,
depending
given
relevant
information
about
employee.
2022 24th International Conference on Advanced Communication Technology (ICACT),
Год журнала:
2023,
Номер
unknown
Опубликована: Фев. 19, 2023
Artificial
intelligence
(AI)
has
the
capability
of
making
decisions
in
real-time
using
well-before
techniques
and
computer
technologies
built
through
data
analysis
to
instantly
adapt
learn
provide
more
complex
actions
circumstances.
Human
resource
management
(HRM),
which
incorporates
both
human
aspect
use
AI
tools,
can
employees
with
a
better
perception.
The
component
HRM
decision-making
by
not
been
hindered
restricted
awareness
theoretical
underpinnings
integration;
however,
enhanced
usage
artificial
advancements
qualities
have
put
greater
emphasis
on
moral
values
administrators
influencing
development
for
Data-driven
forecasting
suggested
forecast
employee
desires
revenue
growth.
is
abruptly
shifting
strategies.
Machine
learning
concentrates
enabling
computers
make
logical
conclusions
educating
them
shifts
innovation
or
new
knowledge.
While
ML
an
form
that
analyses
find
similarities
alters
program
action
steps,
simplifies
converts
into
format
simple
grasp.
It
emphasizes
Algorithms
will
enhance
HR
choices
utilizing
machine
create
precise
forecasts.
Pacific Asia journal of the Association for Information Systems,
Год журнала:
2022,
Номер
14, С. 1 - 42
Опубликована: Янв. 1, 2022
Background:
Researchers
and
practitioners
both
exhibit
a
growing
interest
in
the
application
of
Artificial
Intelligence
Human
Resources
Management.
However,
research
shows
that
there
remains
substantial
gap
between
promise
AI
its
practical
organizations.
Previous
has
identified
some
challenges
facing
Among
these
is
varied
nature
functions.
To
address
this,
we
adopt
Resource
Life
Cycle,
which
composed
6
dimensions
closely
mirror
functions
exist
many
organizations:
1)
Strategic
Planning,
2)
Recruitment
Deployment,
3)
Training
Development,
4)
Performance
Management,
5)
Compensation
6)
Relations
Method:
Through
scoping
literature
review,
have
85
articles
on
topic
classified
them
based
Cycle.
Results:
Our
review
found
already
been
studied
relation
to
all
In
addition,
seventh
dimension
was
integrated
into
existing
Cycle
framework:
Legal
Ethical
Issues.
Based
agenda
presented
provide
guidance
for
future
field
Conclusion:
All
along
with
–
Issues
are
present
literature.
Future
could
focus
impact
connections
dimensions,
as
well
HR-specific
outcomes.
Practitioners
must
recognize
limitations
related
even
though
should
still
be
viewed
solution
Management
Shanlax International Journal of Management,
Год журнала:
2023,
Номер
11(2), С. 32 - 38
Опубликована: Окт. 1, 2023
Human
resources
(HR)
experts
can
now
utilize
calculations
and
AI
to
smooth
out
their
work
processes,
diminish
predispositions,
on
examination
dynamic
account
of
advancements
in
artificial
intelligence
(computer
based
intelligence)
innovation.
Nonetheless,
a
few
organizations
are
reluctant
embrace
computer
for
extra
use
cases
because
the
ongoing
downsides
weaknesses.
In
human
resource
management,
be
extremely
helpful
grounds
that
it
robotize
drawn-out
assignments
predisposition
determination
cycle.
Man-made
applied
progress
authoritative
procedures,
improve
employee
engagement,
support
vocation
development.
Employee
engagement
expanded
useful
learning
experiences
more
individualized
custom-made
with
guide
The
monetary
expenses
setting
up
maintaining
HR,
as
well
risk
missteps
unintentional
ought
considered
by
associations.
Future
will
expand
personalization,
mechanization,
data
decisions
management.
Before
very
long,
keeps
changing
scene
HR
managers
should
likewise
know
about
challenges
they
might
experience.
Worries
simulated
making
secure
open
normal
among
chiefs.
recruiting
preparing
new
employees
is
dreary
undertaking
department
resources.
Artificial
has
many
applications
assist
peopling
who
manual
work.
Hence,
present
study
been
focused
give
theoretical
outline
role
Intelligence
(AI)
Resource
Management
(HRM)
recent
era.
