scholarly journals To Study Impact of Artificial Intelligence on HR Practices

2021 ◽  
Vol 9 (4) ◽  
Author(s):  
Kiran Kumar M ◽  
R Elangovan
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resources ◽  
Performance Appraisal ◽  
Business Sector ◽  
Recruitment Process ◽  
Compensation Management ◽  
Hr Practices ◽  
Current Scenario ◽  
Potential Benefits

This studypresentsthe utilization of Artificial Intelligence in HR Practicesas a result of ever changing technology in the various business sector. Most of the businesses have implemented artificial intelligence to ascend the human resources efficiency in all sectors. The initiative starts from automated recruitment process till employee’s performance appraisal. Organization leaders and HR executives have invested enormous faith incombining artificial intelligence (AI) withvarious functions of HRprocess like on-boarding, inductions, orientations, T&D, compensation management shall and will progress the overall experience of an employee.Human Resource Management is drifting away from its fundamental administration functions like recruitment& selection, Training & Development, Appraisals to tremendouslysophisticated progress like Automations, Augmented Intelligence, Robotics and AI that are entirely redefining and reshaping the framework and characteristics of workforce and organizations. At, present the worldrevolving around AI and how it is absolutely manipulating the process of HR, and how AI is taking away lakhs of jobs in various sector globally.This article makes an attempt to discuss both the views that is in what way people sense,AIto be a boon and alsoriskfortheir jobs. We arepaying attention on the potential benefits and challenges of AI in the current scenario in industries. The study provides a brief knowledge of the future aim of artificial intelligence.

scholarly journals Exploration of Human Resources (HR) Practices Based on Local Cultural Values in Cooperatives in Bali

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Ni Wayan Sitiari ◽  
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Cultural Values ◽  
Performance Appraisal ◽  
Selection Process ◽  
Training And Development ◽  
Recruitment Process ◽  
Analytical Technique ◽  
Hr Practices ◽  
Process Implementation

The purpose of this study is to find out whether human resources (HR) practices in cooperatives in Bali have adopted Balinese cultural values. How Balinese cultural values are applied to HR practices in cooperatives in Bali has never been studied. The title of this research is Exploration of HR Practices Based on Local Cultural Values in cooperatives in Bali. The number of respondents 79 who are managers of cooperatives in Bali. The analytical technique used is statistical analysis techniques. The results of the study show HR practices in cooperatives in Bali have been implemented based on local Balinese cultural values with high criteria. It can be said that HR practices in cooperatives are in a strong category. The results of the identification of HR practices based on local culture which include (1) Dimensions of performance appraisal, (2) Dimensions of career development, (3) Dimensions of compensation, (4) Dimensions of training and development, (5) Dimensions of the selection process. Implementation of HR practices that are in accordance with Balinese Cultural Values, among others: HR practices contained in the concept of menyamabraya are reflected in the dimensions: performance appraisal, career development, and the selection process. HR practices contained in the concept taksu, namely in the selection and recruitment process, HR practices contained in the concept of jengah: Implemented in selecting and awarding compensation.

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 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 Impact of Artificial Intelligence on HR practices in the UAE

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Abhilasha Singh ◽  
Apurva Shaurya
Keyword(s):  
Artificial Intelligence ◽  
Performance Appraisal ◽  
Mixed Method ◽  
Training And Development ◽  
Ease Of Use ◽  
Path Modeling ◽  
Structured Interviews ◽  
Social Trends ◽  
Hr Practices ◽  
Mixed Method Design

AbstractSocial trends and information technology are creating pressure, resulting in organizations being forced to update and recreate themselves. Against this backdrop there is an increasing trend to adopt artificial intelligence technologies. This study aims to explore and investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in UAE companies with the help of mixed-method design. A mixed-method design was applied to explore and test the research questions. Semi-structured interviews and survey were conducted, respectively for both the study designs. AI and HR personnel were approached as sample participants for this study. Thematic analysis and PLS-SEM (Partial least squares path modeling) were used to analyze the data, respectively. Positive and significant effects of planned training and development process (0.231→0.021), tactical performance appraisal and integration of AI (0.719→0.000), and integration of AI and efficient HR practices (0.204→0.131) were shown. The moderating role of ease of use on integration of AI and efficient HR practices was negative and insignificant. AI plays an essential role in shifting the HR functions to enter the digitization era. The types of businesses and abilities require some activities such as training and development due to the increased use of technology.

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.

Managing Human Resources in the Artificial Intelligence Era

2022 ◽  
pp. 265-278
Author(s):  
Shalini Srivastav ◽  
Amanjot Kaur
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Hr Practices ◽  
Computer Based

Man-made reasoning's (AI) coordination into HR practices will improve associations in light of the fact that these applications can dissect, anticipate, and analyze to help HR groups settle on better choices. Computer-based intelligence can be inserted in capacities like enlistment, preparing, onboarding, execution investigation, maintenance, and so forth. A large part of associations are as yet slacking in coordinating AI to their HR practices due to cost. Man-made intelligence execution ought to be seen as an idealistic chance, since AI improves lives. Computer-based intelligence makes a superior future in case it is plainly perceived and used in an appropriate manner. Hence, this chapter gives a description about artificial intelligence and its history, its importance in every arena of the society, and the use of AI in human resources management.

A Novel Review on the Adaptation of Artificial Intelligence in Human Resources Management by Organizations in Gulf Countries

2022 ◽  
pp. 19-38
Author(s):  
Astha Ibrahim Bhanot
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Research Effort ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Future Perspective ◽  
Recruitment Process ◽  
Great Opportunity ◽  
Gulf Countries ◽  
Vision 2030

The purpose of the study is to understand the phenomenon of using artificial intelligence (AI) in human resources, especially in the gulf countries. This research effort provides a future perspective of using AI to better understand HR practitioners' attitudes and perspectives within multiple frameworks and the implications that technological advancements, in particular AI, have for the recruitment process. The study reveals that gulf countries will implement a vision (2030 vision) that will have a great opportunity to keep up with the digital transformation. It aims to investigate where AI can be implemented in the traditional recruitment process and possibly make the process more effective, as well as about what the implications would be of having AI within recruitment which leads to change in the composition of the workforce within organizations. It is urged that modern AI applications are an essential approach for organizations that work in an inconsistent environments.

scholarly journals Examining the use of artificial intelligence in recruitment processes

2021 ◽  
Vol 2 (4) ◽  
pp. 1-17
Author(s):  
Ugur Karaboga ◽  
Pelin Vardarlier
Keyword(s):  
Artificial Intelligence ◽  
Decision Making ◽  
Human Resources ◽  
Recruitment Process ◽  
Incorrect Decision ◽  
Personnel Costs ◽  
The World ◽  
Human Resources Managers ◽  
Reducing Costs ◽  
To Receive

The recruitment process is more of an issue for many businesses. The process of determining the appropriate candidate to hire is often a costly, time-consuming process. Besides, due to incorrect decision-making or lack of objectivity in hiring processes, recruitment processes may not proceed effectively. Businesses are trying to use technology in their recruitment processes to avoid these problems. Currently, many businesses use internet and software technologies to receive applications and evaluate candidates. But despite these technologies, it takes time and additional personnel costs for people to coordinate all processes. Due to these and similar situations, there has been an increase in the use of artificial intelligence technologies in recruitment processes in the world recently. The use of artificial intelligence in recruitment processes has the effect of reducing costs and decision-making errors and appears to be beneficial in saving time. In this study, the use of artificial intelligence in the recruitment processes of businesses in Turkey was examined. In this context, interviews were conducted with the human resources managers of 22 businesses. According to research results, it was understood that artificial intelligence was benefited only as an auxiliary element in recruitment processes. It has been found that businesses do not rely much on artificial intelligence in their recruitment processes, so they do not use it or partially use it.

Automation in Recruitment: A New Frontier

2018 ◽  
Vol 8 (2) ◽  
pp. 118-125 ◽  
Author(s):  
Pooja Gupta ◽  
Semila F. Fernandes ◽  
Manish Jain
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Workforce Planning ◽  
Process Automation ◽  
Recruitment Process ◽  
Innovative Methods ◽  
New Frontier ◽  
Talent Acquisition

The case is about the urge for improving the processes and utilizing technologies available in market for Human Resource Management Services especially in recruitment. The dilemma in the case is whether the company should opt for automation or not. And if the company is adopting automation to support workforce planning and recruitment functions, is the company ready for the same. The HR industry at large is aware of the challenges faced by the recruitment teams in terms of the various hiring functions involving sales engine, sourcing, interviewing, providing offers, post offer follow-ups and finally joining and induction. To address this challenge, the case touches on instituting a culture change by embracing technology into divisions which are not yet open to adopting innovative methods. The company is looking at incorporating Artificial Intelligence in its various processes. It is also looking at Robot Process Automation to perform standard HR functions in the recruitment process. The company must decide whether to implement automation and if it does, how it should be executed. The case also debates on whether technology would increase the effectiveness of talent acquisition function and bring a change in the administrative HR image or would this automation-led hiring take away the control from the company human resources?

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