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.

E-HRM As a Human Resource Management Tool in the Digital Economy

2021 ◽  
pp. 73-77
Author(s):  
Elena Mitrofanova ◽  
Aleksandra Mitrofanova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Bank ◽  
Management Tool ◽  
Online Support ◽  
Hr Management ◽  
Productive Activities ◽  
Management Processes

The article substantiates the need to create a new model of a personnel management system - electronic human resource management, which is an advanced business solution that provides full online support in the management of all processes, actions, data and information necessary for human resource management in a modern company, it is determined the essence and content, the goal, objectives, levels of electronic human resource management are shown, functions and results are shown, methods and opportunities for the implementation of electronic human resource management are proposed. It is shown that the introduction of electronic human resource management increases the efficiency of HR management processes by concentrating information about personnel in a centralized data bank, speeding up information processing, reducing errors and the amount of duplicate work, reducing less productive activities in the field of human resources and its reorientation to strategic tasks.

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 Digital Transformation and Its Impact on Strategic Supremacy Mediating Role of Digital HRM: an Evidence From Palestine

2022 ◽  
Vol 19 ◽  
pp. 197-221
Author(s):  
Ohoud Khatib ◽  
Khaled Alshawabkeh
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Resources Management ◽  
Digital Human ◽  
The Impact ◽  
The Relationship

This study aims to identify the impact of digital transformation in achieving strategic sovereignty in a world that is intensely competitive and in a digitalized era. In the study, the human resource management variable serves as an intermediary variable in the relationship between digital transformation and strategic leadership. The study population consists of (420 top and middle) managers in two mobile telecommunications companies in Palestine, namely: Jawwal and Ooredoo. The study is based on the quantitative approach using a proportional stratified sample, as a 201- item questionnaire is developed using the Seven-Point Likert Scale to study the three variables. The independent variable is digital transformation and its dimensions (Business Model, Customer Experience, Digital Processes, and Impact on People), while the dependent variable is Strategic Supremacy including its three dimensions (Scope of Influence, Competitive Configuration, and Competitive Compression), while digital human resources management serves as an intermediate variable. The data contained herein is analyzed by the Smart PLS Program - structural equation modelling (Second Order). The study shows a positive and good impact of digital transformation on strategic supremacy. The same applies to the impact of digital human resources management thereon. The study concludes that even though digital transformation has a very good impact on human resource management, digital human resources management is a mediating variable in the relationship between digital transformation and strategic supremacy, or even a partial mediator.

When technology meets people: the interplay of artificial intelligence and human resource management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yusra Qamar ◽  
Rakesh Kumar Agrawal ◽  
Taab Ahmad Samad ◽  
Charbel Jose Chiappetta Jabbour
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Agenda ◽  
Concept Map ◽  
Ethical Framework ◽  
Original Research ◽  
Content Type ◽  
Current State

PurposeAn original systematic review of the academic literature on applications of artificial intelligence (AI) in the human resource management (HRM) domain is carried out to capture the current state-of-the-art and prepare an original research agenda for future studies.Design/methodology/approachFifty-nine journal articles are selected based on a holistic search and quality evaluation criteria. By using content analysis and structural concept analysis, this study elucidates the extent and impact of AI application in HRM functions, which is followed by synthesizing a concept map that illustrates how the usage of various AI techniques aids HRM decision-making.FindingsA comprehensive review of the AI-HRM domain’s existing literature is presented. A concept map is synthesized to present a taxonomical overview of the AI applications in HRM.Research implications/limitationsAn original research agenda comprising relevant research questions is put forward to assist further developments in the AI-HRM domain. An indicative preliminary framework to help transition toward ethical AI is also presented.Originality/valueThis study contributes to the literature through a holistic discussion on the current state of the domain, the extent of AI application in HRM, and its current and perceived future impact on HRM functions. A preliminary ethical framework and an extensive future research agenda are developed to open new research avenues.

Digital Transformation of Human Resource Management: Social Media’s Performance Effect

2021 ◽  
pp. 2150005
Author(s):  
Pelin Vardarlier ◽  
Mehtap Ozsahin
Keyword(s):  
Social Media ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Human Resources Management ◽  
Social Media Use ◽  
Resources Management ◽  
Management Processes

Growing importance of technology and digitalization, leaded by globalization, has changed the nature of competition. Innovation becomes evident in that competitive environment, and firms began to transform their human resource capabilities and functions in that direction. It is commonly accepted that the competitive advantage depends on mostly efficient and effective utilization of human resources. Thanks to the communication technologies, social media evolved into the most-preferred method to reach high qualified human resource. Although firms have been active in social media networks for a long time, they have started to use this medium for human resource management purposes, such as internal communication, career management and recruiting process, recently. LinkedIn, Facebook, Twitter and Google+ are primarily addressed social media tools which are used frequently in human resource management processes. In this respect, this study aims to examine the social media tools used in human resources management processes and the effects of social media use in human resource management processes on the human resources management performance and firm’s overall performance. The survey was conducted on human resource managers of 122 firms operating in manufacturing and service industry in Turkey. Data obtained from 122 human resource management managers were analyzed through the SPSS 21.00 statistical packet program. Descriptive analyzes, factor analysis, reliability analysis and correlation analysis have been conducted. Proposed relations were tested through regression analyzes utilizing Hayes’ PROCESS Macro. Research findings displayed that human resources management managers use social media tools frequently for recruitment and employee branding processes, and prefer mostly LinkedIn in all processes of human resources management. Furthermore, regression analyzes results revealed that human resources management performance mediates the effect of social media use at human resources management, on firm’s overall performance. The issue of social media use at human resources management have been examined in recent years and there is a limited number of research on that issue. Thus, this study examining social media use at human resources management and its performance effect is expected to contribute to literature.

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.

PENGEMBANGAN KUALITAS DAN MANAJEMEN SUMBER DAYA MANUSIA PADA BANK SYARIAH

2019 ◽  
Vol 3 (01) ◽  
pp. 8-18
Author(s):  
Anisa Muslima ◽  
Husnul Khotimah Sylvia ◽  
Uswatun Hasanah
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Difficult Problem ◽  
Islamic Banking ◽  
Current State ◽  
Qualitative Descriptive

Bank syariah di Indonesia terus mengalami pertumbuhan baik dari sisi aset, jumlah kantor, jumlah nasabah, dan pangsa Islamic banking in Indonesia continues to experience growth both in terms of assets, the account of offices, the account of costumers, and the market share of islamic banking that exceed 5%. The growth of islamic banking is not followed by adequate human resources both in quantity and quality. Human resources are still a difficult problem for islamic banking now. In the roadmap of islamic banking period 2015-2019 issued to make the Financial Service Authoritz to make human resource issues into things to be resolved. It takes a pattern of human resource management that can create qualified human resources for islamic banking. This paper is qualitative descriptive that will describe the growth of human resources in islamic banking, as well as the important role of Islamic human resource management for human resource in islamic banking. This paper shows the growth of humanresources in islamic banking in the period of December 2016 until Setember 2017 grew bz 2.368%, with the totalhuman resources of islamic banking today as much as 61,389 people. The pattern of Islamic human resource management becomes important for the availability of best quality of human resources in Islamic banking human resource management able to meet the human resource who understand the science of economics and science of  Islamic human resource management covers the entire process of establishing human resource in islamic banking. One of the patterns of Islamic human resource management that is relevant to the current state of islamic banking is Calestial Management. It consist of ZIKR, PIKR and MIKR.pasar bank syariah yang telah melebihi 5%. Pertumbuhan bank syariah tidak diikuti dengan sumber daya manusia yang memadai baik secara kuantitas dan kualitas. Sumber daya manusia masih menjadi maslah yang sulit bagi bank syariah. Pada roadmap perbankan syariah 2015-2019 ang dikeluarkan menjadi Otoritas Jasa Keuangan (OJK) menjadi masalah sumber daya manusia menjadi hal yang harus diselesaikan. Dibutuhkan sebuah pola manajemen sumber daya manusia yang bisa menciptakan SDM yang berkualitas bagi bank syariah. Tulisan ini bersifat kualitatif deskriptif yang akan menguraikan pertumbuhan SDM di bank syariah, serta peran penting manajemen sumber daya manusia islam bagi SDM di bank syariah. Tulisan ini menunjukan adanya pertumbuhan SDM di bank syariah pada periode Desember 2016 sampai September 2017 mengalami pertumbuhan sebesar 2,368%, dengan total SDM bank syariah saat ini sebanyak 61.389 orang. Manajemen sumber daya manusia islami menjadi penting bagi tersedianya SDM bank syariah yang berkualitas baik. Manajemen sumber daya manusia islami mampu memenuhi SDM yang paham akan ilmu ekonomi dan ilmu syariah. Manajemen sumber daya manusia islam meliputi pembentukan SDM di bank syariah. Salah satu pola manajemen sumber daya manusia islam yang relevan dengan kondisi SDM bank syariah saat ini yaitu Calestial Management. Yang terdiri dari ZIKIR, PIKR, dan MIKR.    

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.

scholarly journals Perception towards Artificial Intelligence in Human Resources Management Practices –with Reference to IT Companies in Chennai

2019 ◽  
Vol 8 (4S3) ◽  
pp. 61-65
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Online Survey ◽  
Management Practices ◽  
Human Resources Management ◽  
Human Labor ◽  
Almost All

Artificial intelligence is a discrete branch of science and technology which has been exercised constructively over the past 60 years in various fields. While artificial intelligence is making its mark in almost all areas, human resources practices arenot an exception. Human resource management is one crucial area in each organization and it is essential to realize that people who are part of human resource management have to be familiar with the notion of Artificial intelligence. Some HR experts suppose that upgraded and advanced AI is a threat to human community and in the upcoming decades AI would significantly reduce the demand for human resource globally. In contrast, some researchers believe that AI is one of the sophisticated tools meant to assist humans and it can never ever replace human labor. Having in mind the above points, the main purpose of this research is to investigate employee’s perception towards Artificial Intelligence technologies in human resources practices.The method used for data collection was the online survey and the tool used was the questionnaire. Along with the focus on the participant’s perception of AI, and the study also aims to understand the current AI technologies being practiced in Human Resources practices.

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.

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