The Role of Artificial Intelligence in the Automation of Human Resources

2022 ◽  
pp. 166-176
Author(s):  
Anjali Rai ◽  
Amar Kumar Mishra
Keyword(s):  
Artificial Intelligence ◽  
Service Delivery ◽  
Human Resources ◽  
Organizational Effectiveness ◽  
Talent Management ◽  
Corporate World ◽  
Back Office ◽  
The Way

Organizational effectiveness is dependent on how resourcefully and effectively people, process, and technology unite and bring value at best cost. Artificial intelligence facilitates to automate most of the back office transactional effort in that way enabling rapid service delivery. AI competencies are scaling new heights and changing the way employee work in this ever-changing corporate world. AI has the power to change various employee skill through quick and accurate processing of a large amount of the data from recruitment to talent management.

scholarly journals Ministeriële kabinetten als flexibele brug tussen politiek en administratie : Een onderzoek naar de instroom in de ministeriële kabinetten

Res Publica ◽  
2002 ◽  
Vol 44 (4) ◽  
pp. 627-650
Author(s):  
Christophe Pelgrims
Keyword(s):  
Human Resources ◽  
Political Science ◽  
Policy Process ◽  
Civil Service ◽  
Onderzoek Naar ◽  
The Way

Handbooks of political science aften refer to the minister and the civil service as actors in the policy process. In theory, this representation is correct. However, in Belgium and in Flanders ministers construct a ministerial cabinet around them. The cabinet takes over different tasks from policy preparation to evaluation. In this respect, it reduces the civil service to an office that is only responsible for the implementation of policy.  Frequently political-historical reasons are used to explain the existence of the system of ministerial cabinets. Nevertheless, these are not the only reasons. Ministerial cabinets also exist because of organisational and cultural reasons. Understanding the ministerial cabinet, means understanding the way ministers want to work. This article highlights the way ministerial cabinets work, with a focus on Human Resources aspects. This gives information in which direction the civil service should move to fulfil the role of a good partner for the minister.

scholarly journals DIGITAL BANKING REFLECTION AND ZAKAT ACCOUNTABILITY SHARIA BANKING IN INDONESIA

2019 ◽  
Vol 17 (2) ◽  
pp. 264-279
Author(s):  
Pertiwi Utami
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
The Other ◽  
Islamic Banking ◽  
Islamic Banks ◽  
Islamic Bank ◽  
Technological Advances ◽  
Digital Management ◽  
Potential Sources

ABSTRACT Digital banking and the accountability of good zakat can increase interest in paying zakat on the benchmarking of sharia. On the other hand, technological advances such as the use of artificial intelligence make the role of human resources shifted. Even though human resources (labor) are one of the potential sources of zakat revenue. Zakat literacy and interest in paying zakat are also low in Islamic banking. The researcher did not find zakat data in statistical reports on Islamic banks nationally. It seems that it was only found in the presentation of reports about the sources and uses of private Islamic bank zakat funds. This can lead to the perception that Islamic banks do not optimally manage zakat. Through literature studies, researchers provide a solution to how zakat management can be done to increase interest in paying zakat but can still maintain the use of human resources (work). The conclusion obtained is that interest in paying zakat on Islamic banks cannot be maximally realized if it is not supported by internal efforts. Efforts that can be made are transparency of zakat reports, increased literacy, acceleration and optimization of digital management of Islamic bank zakat.

Impulsion of Information Technology on Human Resource Practices

2017 ◽  
pp. 231-254
Author(s):  
ChandraSekhar Patro
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Human Resource ◽  
Work Force ◽  
Dynamic Growth ◽  
Impact Of Technology ◽  
Role Of It ◽  
The Impact ◽  
The Way

In recent years, adoption of Information Technology (IT) mechanism has had an intense effect on Human Resources (HR) processes and practices. IT has revolutionized the way in which the organizations execute their day-to-day activities, particularly in the HRM domain, where technology has redefined the way in which HR departments perform their operational, relational and transformational functions. Organizations have realized the emergent value of using IT in leveraging their Human Resource functions and the way they function in the market. Today the organizations are facing more challenges than they ever did due to the rapid and dynamic growth of e-businesses which has lead companies to seek greater opportunities to run HR functions more effectively by implementing technology in the HRM. The chapter provides a conceptual framework on the role of IT in HRM. It examines the impact of technology on HR practices and the factors influencing the effectiveness of human resource dashboards. It also investigates the effect of technology on organizational and work force productivity.

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.

Talent Management Integrated Approach for Organizational Development

2016 ◽  
pp. 22-48 ◽  
Author(s):  
Neeta Baporikar
Keyword(s):  
Leadership Development ◽  
Organizational Development ◽  
Organizational Effectiveness ◽  
Behavioral Science ◽  
Integrated Approach ◽  
Talent Management ◽  
Theory Approach ◽  
Grounded Theory Approach ◽  
New Strategies

Increased competition for competencies has created opportunities to collaborate, lead, formulate and execute winning Talent Management (TM) strategies to ensure Organizational Development (OD). OD is a system wide application of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organizational effectiveness. Considering that labour costs comprise huge percentage of spending, it is vital to have TM integration that suit to leverage organizations' values, vision, mission, and strategy. Moreover, the powerful levers that leaders can use to align organization, gain commitment to a new direction, and execute new strategies are TM, leadership development, and carefully chosen and well-executed OD initiatives. The better integrated these levers are the more effective they will be. Through grounded theory approach and content analysis, the chapter aims to understand role of TM and focus on TM integrated approach for OD.

The Ten Commandments for Organizational Effectiveness

1974 ◽  
Vol 18 (3) ◽  
pp. 325-332
Author(s):  
Stuart O. Parsons
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Organizational Behavior ◽  
Organizational Effectiveness ◽  
Quantitative Data ◽  
Industrial Applications ◽  
Communication Techniques ◽  
Ten Commandments ◽  
Participation Program

The role of the human factors specialist in designing organizations for people vs. designing equipment for people is discussed. Ten principles for organizational behavior are presented which maximize the human resources along with examples and quantitative data based upon Lockheed experience and other industrial applications. Particular emphasis is devoted to TEAM, a worker participation program initiated six years ago at Lockheed and still evolving in form; Upward Performance Evaluation results; and new communication techniques.

(Bio)technology, Identity, and the Other

2020 ◽  
Author(s):  
Anna Gotlib
Keyword(s):  
Artificial Intelligence ◽  
Vulnerable Populations ◽  
Critical Analysis ◽  
Emerging Technologies ◽  
The Other ◽  
Technological Innovations ◽  
Group Identities ◽  
The Way

This chapter offers a critical analysis of the place that evolving technologies (and especially bio-technologies) are beginning to occupy in our ideas about who we are and who we might become. This chapter’s general claim is that we cannot consider the nature, function, and role of technology without taking account of its impact on personal and group identities, and especially the identities of vulnerable others. The chapter addresses the difficult questions about how the impacts of emerging technologies, while in many ways positive, can also be sources of further othering of already vulnerable populations, and how the promise of human progress through enhancement (including everything from novel biomedical treatments and all the way to artificial intelligence and transhumanism) can also lead to a deepening liminality of the oppressed. The direction in which we ought to be heading as a technological species, the author suggests, should be motivated as much by considerations of identity-constituting effects of technological innovations as by the adventurism of techno-evolution itself.

scholarly journals Operationalizing Critical Race Theory in the Marketplace

2020 ◽  
pp. 074391562096411
Author(s):  
Sonja Martin Poole ◽  
Sonya A. Grier ◽  
Kevin D. Thomas ◽  
Francesca Sobande ◽  
Akon E. Ekpo ◽  
...  
Keyword(s):  
Artificial Intelligence ◽  
Critical Race Theory ◽  
Critical Theory ◽  
Paradigm Shift ◽  
Analytical Tool ◽  
Critical Race ◽  
Race Theory ◽  
Systemic Oppression ◽  
The Way

Race is integral to the functioning and ideological underpinnings of marketplace actions yet remains undertheorized in marketing. To understand and transform the insidious ways in which race operates, the authors examine its impact in marketplaces and how these effects are shaped by intersecting forms of systemic oppression. They introduce critical race theory (CRT) to the marketing community as a useful framework for understanding consumers, consumption, and contemporary marketplaces. They outline critical theory traditions as utilized in marketing and specify the particular role of CRT as a lens through which scholars can understand marketplace dynamics. The authors delineate key CRT tenets and how they may shape the way scholars conduct research, teach, and influence practice in the marketing discipline. To clearly highlight CRT’s overall potential as a robust analytical tool in marketplace studies, the authors elaborate on the application of artificial intelligence to consumption markets. This analysis demonstrates how CRT can support an enhanced understanding of the role of race in markets and lead to a more equitable version of the marketplace than what currently exists. Beyond mere procedural modifications, applying CRT to marketplace studies mandates a paradigm shift in how marketplace equity is understood and practiced.

Talent Management: Challenges and Challenges for a Digital Tomorrow

2021 ◽  
pp. 49-55
Author(s):  
E. Panova ◽  
Natalya Oparina ◽  
L. Bondareva
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Predictive Analytics ◽  
Technological Development ◽  
Talent Management ◽  
High Tech ◽  
Labor Resource ◽  
Generation Z ◽  
The Impact ◽  
High Technologies

The article is devoted to the analysis of the impact of products of technological development and digitalization on corporate human resources policies. The transition of organizations from the interpretation of personnel as a labor resource to their perception as a "talent" is postulated as a bright trend. It is indicated that this process will be especially pronounced in high-tech companies and enterprises that work closely with the sphere of "high technologies". A number of features of «generation Z» personnel are specified, which form the requirement for the development and implementation of a specific corporate model of talent management adapted to them. The analysis of the impact of information technology, the capabilities of artificial intelligence and predictive analytics on the policy in the field of "talent management" is given. The author's vision of the main blocks of competencies required for talent management professionals in the coming years, involved in attracting, motivation and retaining talent in companies of the digital future, is presented.

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