The Relation of the Russian Employers to Automation in the Sphere of Human Resource Management: Technologies of Artificial Intelligence and Staff Recruitment

2019 ◽  
Vol 8 (2) ◽  
pp. 79-84
Author(s):  
А. Тихонов ◽  
A. Tihonov ◽  
В. Коновалова ◽  
Valyeriya Konovalova
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Point Of View ◽  
The Moment ◽  
Near Future ◽  
Staff Recruitment

In article the data of sociological polls of staff of HR-departments of the Russian companies reflecting their relation to technologies and to innovations in the sphere of management of human resources and also to artificial intelligence as to the instrument of automation of working processes in personnel management are considered. The obtained data are compared to results of sociological poll about the attitude towards technologies and innovations of the Russians in general reflecting moods in society. It has been revealed that an optimistic attitude to automating HR-processes with the help of technology is combined with disbelief that artificial intelligence can replace managers in matters requiring purely human, from the point of view of respondents, qualities, while respondents tend to extrapolate the current progress of artificial intelligence to the future and expect development from him in those areas where he has already succeeded at the moment, but not to expect qualitatively new breakthroughs in the near future.

scholarly journals Study on Human Resource Management in Agriculture

2002 ◽  
pp. 171-181
Author(s):  
Márta Zalainé Piros
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Point Of View ◽  
Career Support ◽  
Resource Information ◽  
Top Managers ◽  
The Future

The human factor has been reassessed with regard to strategic initiatives towards obtaining and preserving competitive advantage. Knowledge, experience and special skills are a specific form of capital, forming part of the organisations’ assets and serving as an organisational strategic resource. Their development and use require major investments, both on the part of the individual and the organisation. In a Europe undergoing integration, the quality of human resources enjoy priority among our really important values and specific features. The opportunities of the near future can be utilised, and agricultural economic organizations can survive and increase their organizational effectiveness, if they possess a basis of human capital which is able to make a shift in perspective and behaviour which is of primary importance from the point of view of incorporating market mechanisms and implementing them in practice. My investigations were focused on the current position of human resource management in a comprehensive manner; further, on the approach of top managers regarding the future. Analysing the business and other indicators of the companies studied, I have set the objective to describe the differences and special features of the human resource management practice of companies, which are different in size, operational form, and from the perspective of success or failure.Human resource management is directed to attracting, retaining, motivating and utilising labour. A given work process can be successful or unsuccessful – given the same conditions – depending on who performs it. Therefore, human resource management related tasks require special attention when enterprises are planned, established and operated. On analysing the responsibilities of human resource management, I have found that the functions and responsibilities of human resource have low or medium importance in the operation of economic organisations today. Regarding the future, top managers have expressed higher expectations of human resource management responsibilities in all areas and they consider individual functions to be more important. The establishment and operation of a human resource information system has been presented as the most important need for change. Correlation analyses have proved that the higher the sales revenues of a company, the higher the development of human resources is regarded by its manager, and the same holds for training, career support and a proper establishment and continuous evaluation of job profiles.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

Artificial Intelligence in Human Resource Practices With Challenges and Future Directions

2022 ◽  
pp. 222-230
Author(s):  
Himani Saini ◽  
Preeti Tarkar
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Science And Technology ◽  
Future Directions ◽  
Smart System ◽  
Advanced Technologies ◽  
The Future

Artificial intelligence is a branch of science and technology that has been used effectively over the decades in various fields, and now it has become an indispensable part of organizational practices as it is one of the leading technologies in the current era, and now there is an emerging trend of applying AI technologies within the businesses. The central necessity of human resource management is also majorly based on technological approaches as it became a potential need for any human resources department to perform its role in the development of the whole organization. Technologies based on AI are and will be the smart system of the future and it's also changing the processes of human resource management by making it more dependent on advanced technologies. Through the chapter, the researcher will get to know the artificial technologies being practiced in HR practices and explore the probable and potential of technicality of AI in HRM and also the challenges associated with AI in HRM and its future possibilities.

scholarly journals CHALLENGES TO HUMAN RESOURCES MANAGEMENT IN AGRIBUSINESS

2021 ◽  
Author(s):  
Penka Goranova ◽  
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Human Resources Management ◽  
Present Stage ◽  
Current Management ◽  
Resources Management ◽  
The One

World practice shows that human resources in agribusiness are subject to management and this is an extremely effective and useful way to combine with other resources of the company to achieve its goals. Moreover, when we talk about human resources, we mean the perspective of their development, while when we talk about staff, we mean the one available in an agricultural company. Human resource management is a targeted impact on the object "people" to transform their suitability and motivation on the product, on productivity, profitability, efficiency, market position, profit, growth. We can point out that this is both a strategy and current management, which sets the framework for how to attract, support and motivate people in their activities. The purpose of the report is to highlight the differences in perceptions of personnel management and human resources management in certain directions and to outline the potential opportunities, the chances for success of agricultural firms at the present stage.

scholarly journals Human resource management in conditions of economic crisis

2015 ◽  
Vol 3 (5) ◽  
pp. 465-474 ◽  
Author(s):  
Александр Егоршин ◽  
Alyeksandr YEgorshin ◽  
Ирина Гуськова ◽  
Irina Guskova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Economic Crisis ◽  
Government Regulation ◽  
Scientific Management ◽  
The Russian Federation ◽  
The Government

The concepts of human resources and the system of personnel management in an organization are considered. The results of a sociological survey on anti-crisis measures in the field of personnel management are represented. The authors of the article suggest the measures to mitigate the crisis in human resource management owing to scientific management, motivation and labor incentives. The forms of the government regulation of wages in Russia’s economy sectors and the tasks of the Russian Federation Government in post-crisis period are studied.

A strategy for human resources management in enterprises

2019 ◽  
pp. 83-90
Author(s):  
Тетяна Володимирівна Романова ◽  
Світлана Богданівна Іваницька ◽  
Тетяна Олександрівна Галайда
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Management Strategy ◽  
Business Processes ◽  
Human Resources Management ◽  
General Concept ◽  
Resources Management

The essence of modern problems in the field of human resource management is revealed. It is proved that the development of personnel strategy and its implementation allow the company to improve the efficiency of personnel use. There are formed the stages of formation of strategic personnel management. The directions of the implementation of management activities for the effective formation and use of personnel potential are developed. The authors proposed a general concept for developing a personnel management strategy for an enterprise. As a result of the research, it was established that the methods of forming the strategy for managing the personnel potential of an enterprise should be based on the active use of modern opportunities. Effective personnel policy in the system of strategic personnel management is one of the tools for managing business processes.

scholarly journals USING ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT PROCESSES

2020 ◽  
pp. 14-21
Author(s):  
A. V. Blinnikova ◽  
D. K. Ying
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Recognition System ◽  
Digital Transformation ◽  
Current State ◽  
Management Processes ◽  
Facial Recognition System

During the digital transformation, artificial intelligence technologies are actively developed and implemented in the organization’s management processes. This trend also applies to human resource management. The purpose of this article is to substantiate the benefits of using artificial intelligence tools in human resource management for organizations. Current state of human resource management has been analysed in the article, its main problems have been defined. The opportunities offered by artificial intelligence technologies offer in the field of human resources as well as the problems companies face in their implementation have been considered. Practical examples of the use of artificial intelligence tools such as chatbots, mood analysis technologies, voice assistants, facial recognition system in the field of human resource management have been given.

scholarly journals Human resources - the Main Driving Force of the Organizationv

Economics ◽  
2021 ◽  
Vol 104 (3-5) ◽  
pp. 184-191
Author(s):  
Manana Samadashvili Manana Samadashvili ◽  
Ekaterine Gobejishvili Ekaterine Gobejishvili
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Digital Technology ◽  
Work Experience ◽  
New Technologies ◽  
Work Processes ◽  
Strategic Approach

In order to gain a competitive advantage in the business process, human resource management is a strategic approach to the organization or its staff. The importance of human resource management has undergone significant changes from administrative operations to more comprehensive functions. Human resource functions exist and will exist in any type of organizations and companies as long as there is work in them. The transformation of new technologies for any professional field creates new needs and specialized functions for the use of human resources. The methods used as a result of the introduction of new technologies in today's competitive environment allow to simplify work processes. It is interesting to use such new resources as: machine learning, big data and more. Digital technology requires changing work styles and procedures. Competitive professionals need to contribute to improving people’s work experience. Human resource management helps to achieve goals and objectives successfully. Only such a system maintains a motivated co-worker. The development of artificial intelligence is far from perfect, there are many problems and only with the help of humans it is possible to overcome them. Thus it is necessary to hire modern staff and train them in terms of mastering and using digital technology. Technology is transforming our lives. Key words: Human Resource Management, Digital HR, Artificial Intelligence, Benefits of Digital HR.

scholarly journals Priority directions of human resources management improving in the field of public service of Ukraine

2020 ◽  
Vol 8 (6) ◽  
pp. 37-48
Author(s):  
Natalija Honcharuk ◽  
Yuliia Pyrohova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Public Service ◽  
Human Resources Management ◽  
Public Authorities ◽  
Resources Management ◽  
The Public

The article is devoted to the consideration of modernization of public service and human resources management in public authorities and substantiates the priority areas of improvement of human resources management in the field of public service of Ukraine. It is determined that outdated forms, methods and technologies of personnel management and rather slow transition from the clerical model of personnel management to democratic forms and methods of work with personnel remain are retained in the field of public service. It were analyzed the main forms of social and psychological support of human resources management in the field of public service. It is determined that the institutional capacity of personnel management services and their ability to ensure, in most cases, the effective implementation of strategic human resource management functions remains insufficient today. A new organizational structure of the strategic human resources management service in public authorities is proposed, which should include units on human resources management strategy (policy), selection, accounting, adaptation, development, evaluation, motivation, acmeological support, labor relations and salaries of public servants. It is highlighted that such system should be based on the general principles of human resource management in the public service, which determine the content of its elements and the choice of specific tools, instruments, forms, methods and technologies of human resource management. The particular attention was paid to the fact that the proposed approach should be implemented on an updated attitude to the role and place of socio-psychological components in human resource management in the field of public service. It is substantiated that in order to create a professional, politically neutral, honest and effective public service, along with improving the legislative support of human resources management in the public service, it is necessary to develop institutional capacity and ensure consistency in implementing of new principles of an effective state personnel policy.

scholarly journals Technology for Sustainable HRM: An Empirical Research of Health Care Sector

2019 ◽  
Vol 9 (1) ◽  
pp. 2919-2924
Keyword(s):  
Artificial Intelligence ◽  
Health Care ◽  
Decision Making ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Health Care Sector ◽  
Business Practices ◽  
Changing Times

In a highly competitive world of today characterised by VUCA (Volatility Uncertainty Complexity and Ambiguity) environment organizations are striving to achieve excellence with standard business practices. Given the international mantra of cost quality & service companies need to adopt technology in a proactive manner by collaborating with IT department. Traditionally HR and IT have operated as distinct units. But with the changing times there is an urgent need to adopt technology for improving the productivity of human resources thereby contributing to the sustainable organizational development. So a close collaboration between these two departments is called for. Some of the HR professionals assume that technology will fix all their problems i.e. By moving to cloud the outdated HR operating model and disconnected data sourcing issues will get resolved. But HR professionals will be committing a grave mistake if they think that the technology will be a panacea to all HR problems. In other words, the key is about how the technology is applied and not the acquisition of technology. In the prevailing competitive environment there is every need to understand appreciate the behaviour of the employees so that required initiatives could be taken for obtaining outstanding performance from these valuable human resources. In this regard technological tools like HR Analytics(HRA) Artificial Intelligence (AI) come very handy for getting valuable insights into human behaviour. Further application of these tools helps in effective decision making thereby contributing to the accomplishment of organization goals. Application of HRA and AI apart from facilitating decision making also helps in integrating Human Resource with other business activities. The paper focusses on understanding how HR analytics helps in sustainable human resource management by providing insights into elementary HR processes and behaviours. It also correlates well with current HRA/AI trends in general and health care sector in particular. Needless to say this will be a ready reference for any future study into role of data analytics/Artificial intelligence in Human Resource Management.

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