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

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.

2021 ◽  
Vol 1 (12) ◽  
pp. 51-56
Author(s):  
Yuri O. Kolotov ◽  
◽  
Anastasia V. Sharopatova ◽  
Alyona E. Salamova ◽  
◽  
...  

One of the most important assets of a modern enterprise is human capital and its development opportunities. The need to maintain intellectual capital is due to the introduction of new technological solutions and changes in industrial relations. There is a transformation of the management environment, which focuses on intangible assets and thereby moves to competitive advantages. Within the framework of this article, the peculiarities of regulation and methods of human resources management at the enterprise in the conditions of digitalization are studied. The characteristic of the involvement of domestic enterprises in the HR development strategy is given.


Author(s):  
Malek B. Elayan

Recently, organizations are becoming more intelligent, flexible, and efficient by using new digital technologies in human resources management (HRM). The HRM solutions are considered as an important source to support strategic decisions, create value within and across organizations for employees and management. Today, organizations are facing challenges for gig workers to retain the level of progression and development required for business continuity. Gigs are generally self-employed who are very hard to manage without having a solid e-HRMS that can fulfill their needs in addition to the permeate employee needs as well. The main objective of this chapter is to highlight digital transformation in HRM and dive into the e-HRM concept, development stages, types, and strategies. In addition, it shows how e-HRM contributes to increase the effectiveness of human resources. It will also discuss multiple dimensions about the gig work management (GWM) including the contracting methodologies, policies, and behaviors that the e-HRM need to consider for the gig workers.


2022 ◽  
Vol 19 ◽  
pp. 197-221
Author(s):  
Ohoud Khatib ◽  
Khaled Alshawabkeh

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.


2021 ◽  
Vol 110 ◽  
pp. 25-30
Author(s):  
Petronela Cristina Simion ◽  
Mirona Ana Maria Popescu ◽  
Iustina Cristina Costea-Marcu ◽  
Iuliana Grecu

Recruitment is one of the main pillars for the proper functioning of a healthy environment, which meets its objectives and is a process coordinated by the human resources department, together with the respective managers for each position. The recruitment process consists in promoting vacancies using the most appropriate channels, means and tools to maximize the attraction rate of the most suitable candidates, as addressability and accessibility within the target group of potential applicants to meet almost all the conditions. and the criteria set out in the profile of the ideal candidate. There is an acute need for skills in a labor market that demands competitiveness as soon as possible. The most important thing that managers and leaders do in an organization is to hire the right people for the right job. At present, the recruitment process has become very dynamic and is constantly changing. We are currently facing an impressive increase in the use of technology and automation in almost every aspect of the recruitment industry. Undoubtedly, the automation of the recruitment process and the integration of artificial intelligence and machine learning algorithms in these systems has brought a number of benefits and changed the way candidates are selected. The authors of the article aim to conduct a bibliographic research to illustrate the current state of human resources management and the methods adopted in its optimization. The latest trends in this field are researched and the main challenges that appear are exposed. There are presented the means used to maintain employees within the organizations and increase their productivity. The collected data are interpreted and a model of systematization of the recruitment process is proposed using process modeling, for an easier implementation. In conclusion, it is found that the role of recruiters will change through the adoption on a larger scale of solutions to automate the process of search and selection of candidates. Although the benefits of recruiting automation could outweigh the arguments against it, it is prudent for recruiters to combine technology with the human factor in the selection process of the right candidate. The most important strategic challenge in HR for companies is to maintain a high level of employee involvement, which is difficult to achieve only through technology.


2021 ◽  
pp. 5-13
Author(s):  
A. L. Denisova ◽  
A. S. Bunkin

In the context of the digital transformation of the economy, the processes of managing the human resources of an organisation are of particular importance as the basis for achieving operational efficiency in a highly dynamic business environment. At the same time, the existing practice of human resource management in organisations shows that the human resources management system in the context of digital transformation requires special attention from the standpoint of scaling. This paper discusses the issues of scaling the processes of managing the human resources of an organisation in the context of digital transformation, the analysis and accounting of which will increase, on the one hand, the efficiency of the organisation, on the other hand, the motivation and involvement of employees in the work process. The research paper pays special attention to the Program for the training of management personnel for organisations of the national economy of the Russian Federation from the standpoint of scaling the processes of managing the human resources of an organisation in the context of digital transformation. Systematic studies of the scaling of the organization’s human resources management processes in the view of digital transformation will determine both new approaches and technologies for human resources management and the processes of changing the organisation’s business models.


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