scholarly journals Application of artificial intelligence in human resource management in the agricultural sector

2021 ◽  
Vol 258 ◽  
pp. 01010
Author(s):  
Svetlana Evseeva ◽  
Oksana Evseeva ◽  
Andrei Burmistrov ◽  
Maria Siniavina
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Agricultural Sector ◽  
Future Research ◽  
Wide Range ◽  
Artificial Intelligence Technology ◽  
Future Research Directions ◽  
Management Functions

Digitalization of all spheres of life has become one of the main directions of development in many countries of the world. Artificial intelligence technology has a wide range of applications in various fields. The study aims to identify artificial intelligence usage in human resource management by analysing functions. Qualitative methods are used in the study. As the result, artificial intelligence tools were analysed by matching them on human resource management functions: recruitment, onboarding, assessment, training and development, talent management, salary system, culture and engagement management, management and leadership, misconduct and compliance. Artificial intelligence technologies provide many opportunities for modern companies. Study in detail companies using AI in HR functions and possible changes in the HR manager profession and role of HR in business are future research directions.

Integration of Micro-Blogs into the Human Resource Management (HRM) Areas of Recruitment and Selection

2015 ◽  
pp. 226-250 ◽  
Author(s):  
Ryan J Petty ◽  
Laxmikant Manroop ◽  
Sara Linton
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Dilemmas ◽  
Future Research ◽  
Journal Articles ◽  
Social Media Platforms ◽  
Future Research Directions ◽  
The Subject ◽  
Recruitment And Selection

This chapter examines the use of micro-blogs in the human resource management (HRM) areas of recruitment and selection. While there is much attention in the popular press and practitioner literature about how HRM is incorporating micro-blogging and related social media platforms to help execute basic HRM functions, scholarly research on the subject is sparse, with only a handful of peer-reviewed journal articles/edited books. Although these works have contributed much to our understanding, we still know very little about how specific HRM practices can incorporate micro-blogs to achieve competitiveness. We also know very little about the legal and ethical dilemmas associated with using micro-blogs and how employers in general and HRM in particular can circumvent these problems. This chapter will address these issues and will conclude with future research directions that might be used as a platform for subsequent conceptual and empirical research.

scholarly journals The Role of Artificial Intelligence in Human Resource Management

2021 ◽  
Vol 8 (2) ◽  
Author(s):  
Dr. S. Tephillah Vasantham
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Wide Range ◽  
The World ◽  
Globalized World ◽  
The Way

This paper deals with the Role of Artificial Intelligence (AI) in Human Resource Management (HRM). We can see in the present globalized world, the customary methods of how business is directed are being tested. There could be not, at this point just nearby firms as contenders, yet associations need to contend continually on a worldwide level as innovation is making the world more modest. This infers that for an association to keep awake to date and maintain an upper hand and accepting these new mechanical advancements is critical. HRM includes a wide range of viewpoints, like preparing workers, enrollment, representative relations, and the advancement of the association. People fill in as a wellspring of information and ability which each association can and should draw on. Hence, obtaining and holding these kinds of workers through enrollment assume a major part today. Because of the significance Human Resource (HR) has for the association, the enrollment interaction by which all this asset is acquired is the way to progress. The enlistment cycle used to be longer and take a lot of time and suggest a lot of administrative works for the spotters, anyway this has as of now gradually began to change with online enrollment getting normal. This paper deals with the various applications and the advantages of implementing Artificial Intelligence in Human Resource management.

Aligning organizational culture and strategic human resource management

2017 ◽  
Vol 36 (10) ◽  
pp. 1260-1269 ◽  
Author(s):  
Teresa Harrison ◽  
Joshua D. Bazzy
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Conceptual Model ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Future Research ◽  
Content Type ◽  
Future Research Directions

Purpose As strategic human resource management (SHRM) continues to grow as an important issue for organizations, it is imperative to examine all factors that contribute to the success and failure of the organization’s human resources (HR) and strategy implementation. The purpose of this paper is to demonstrate that organizational culture should be an integral factor when considering SHRM. The authors also present a model for the strategy-culture-SHRM linkage and propositions to guide future research. Design/methodology/approach The authors present a conceptual model proposing organizational culture as a moderator of the relationship between an organization’s strategy and SHRM. Findings In addition to the conceptual model, the authors present a number of testable propositions for determining how firm performance and effectiveness may depend on the linkage between strategy and the utilization of HR as a competitive advantage. Originality/value Currently, there is a lack of research regarding the conceptualization of organizational culture as a moderator between an organization’s strategy and SHRM. We discuss the importance of the alignment of HR both as a source of competitive advantage and an influence on an organization’s strategy. The authors integrate the current research to create arguments for testable propositions and future research directions. The authors also argue that misalignments may occur which may prove detrimental to the organization.

Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions†

2007 ◽  
Vol 35 (1) ◽  
pp. 158-188 ◽  
Author(s):  
Richard A. Posthuma ◽  
Michael A. Campion
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Articles ◽  
Future Research ◽  
Research Directions ◽  
Age Stereotypes ◽  
Work Settings ◽  
Future Research Directions ◽  
Recommendations For Practice

The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors provide recommendations for practice and future research.

Research in nonprofit human resource management from 2015 to 2018

2020 ◽  
Vol 42 (5) ◽  
pp. 1055-1100
Author(s):  
Elizabeth A. Cooper ◽  
Aimee DuVall Phelps ◽  
Sean Edmund Rogers
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Nonprofit Organizations ◽  
Human Resource ◽  
Current Knowledge ◽  
Leading Edge ◽  
Future Research ◽  
Human Resource Research ◽  
Content Type ◽  
Wide Range

PurposeThis paper systematically reviews the past four years of research on human resource management (HRM) in nonprofit organizations (NPOs) to better understand: (1) recent theoretical and empirical developments and where scholarship in the field is headed (i.e. trends); (2) what topics and findings are especially important to understanding how the thought and practice of nonprofit HRM differs from that in public and for-profit organizations (i.e. insights); and (3) what gaps exist in current knowledge and scholarship and some real-world, practice-driven developments in people management that illuminate promising future research directions (i.e. opportunities).Design/methodology/approachSixty-seven peer-reviewed journal articles covering the period 2015–2018 were identified using a university library database search, as well as by-hand searches through every issue of 22 nonprofit and 36 human resources-related journals during the four-year period.FindingsThe findings highlight strong continued interest by scholars in a wide range of nonprofit HRM issues, coverage of these issues by a worldwide network of researchers who bring global perspectives and contexts to the study of nonprofit HRM, and rich theoretical and methodological diversity. Yet, compared with the universe of possible human resource topics and several leading-edge developments in organizations and societies that might affect the way people are managed in nonprofits, the paper uncovers gaps in the most recent knowledge base.Originality/valueThe paper creates a compilation of the most recent nonprofit human resource research to be used as a tool for scholars, students, and practitioners for many years to come.

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