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.

scholarly journals EFFECTS OF ARTIFICIAL INTELLIGENCE ON HUMAN RESOURCES MANAGEMENT A STUDY OF IT SECTOR IN PAKISTAN

2021 ◽  
Vol 1 (1) ◽  
pp. 61-77
Author(s):  
Khushnooda Tahira
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resources Management ◽  
Numerical Data ◽  
Modern Technology ◽  
Theory And Practice ◽  
Modern World ◽  
Unique Contribution ◽  
Resources Management ◽  
The Given

Purpose: The study examined effects of artificial intelligence on human resources management a study of it sector in Pakistan Methodology: The tool used for the purpose of gathering the data for this thesis was a questionnaire The content of the questionnaire had to be necessarily validated by a PhD professor .In order to fulfill the need of the research of finding out the relationship, which might exist between the given dependent and independent variables, correlation analysis was conducted using SPSS.. The research was also based upon facts and arguments based on the non-numerical data which is gathered through different articles. The respondents chosen for filling the research questionnaire were selected from the top ranking IT companies of Pakistan because of the fact that these companies, some of them being multi-national, would have the understanding of the modern challenges related to technology and the complexities of the recruitment. Result: Technology is the main focus of the whole world today. Companies who wish to survive in the modern industry must make their recruitment processes digitized by incorporating the modern technology so that not only the processes can be made faster but also their performance can be made better. Unique contribution to theory and practice: Artificial intelligence is the result of the modern world of complexities and new technological advancements which have allowed new entrant to enter new markets anytime. The biggest challenge of artificial intelligence is that it has made everything quick. Recruiters want to be catered quickly for this purpose, companies ought to have highly responsive HR system so that the hiring is on time

Human resources management and performance in the hotel industry

2016 ◽  
Vol 28 (3) ◽  
pp. 490-515 ◽  
Author(s):  
Carmen Domínguez-Falcón ◽  
Josefa D. Martín-Santana ◽  
Petra De Saá-Pérez
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Hotel Industry ◽  
Organisational Performance ◽  
Content Type ◽  
Resources Management ◽  
Hr Practices ◽  
Hr Management ◽  
And Performance ◽  
Practical Implications

Purpose The purpose of this study is to analyse the effects of high-commitment human resources (HR) practices on organisational performance through the commitment and satisfaction of both managers and supervisors. Design/methodology/approach An empirical study was carried out, based on the perceptions of 68 managers and 296 supervisors at four- and five-star hotels in Gran Canaria (Canary Islands, Spain). Findings The results obtained reveal that: high-commitment HR practices have a positive and significant effect on the commitment and satisfaction of both groups; managers’ commitment and satisfaction do not lead to improved organisational performance; however, supervisors’ commitment and satisfaction do lead to better economic results because of an improvement in customer results. Practical implications This research revealed that it is important for hotel companies to adopt high-commitment HR practices because these practices contribute to managers’ and supervisors’ affective connection to the company, leading them to feel positively satisfied with their jobs. In addition, hotels should focus on supervisors because they feel more customer-oriented and tend to stay longer in the company, which probably leads them to better meet the needs of customers, allowing hotels to obtain better economic results. Originality/value This study contributes to HR management in the hotel industry by obtaining the views of two key informants – managers and supervisors – about the implementation of HR practices and their own levels of commitment and satisfaction.

scholarly journals Alveolars International Human Resources Faux Pas: Their History And One Managers Influence

2008 ◽  
Vol 4 (3) ◽  
pp. 35-42
Author(s):  
Nivia A. Navia ◽  
Bahaudin G. Mujtaba
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Employee Morale ◽  
Resources Management ◽  
Hr Practices ◽  
International Human Resources ◽  
International Human Resources Management ◽  
Management Policies ◽  
International Human

The purpose of this case is toinstill inthe reader the importance of human resource management policies and practices and how they contribute to an international companys competitiveness. International Human Resources Management (IHRM) and sound HR practices should be present at all levels within the context of strategic business objectives, culture, and resources management constraints. This case willshowcase Alveolar International, Inc., an international corporationthat specializes in the manufacturing and sales ofdental implants. It will include an overview and history, an analysis of their management constraints,some examples of non-compliance of HR practices within the firm and itseffect on employee morale, and lastly, the actions that should have been taken place from an IHRM perspective. An explanation will be provided as to how these very same blunders could have potentially contributed to the sale of the company and, furthermore, the takeover of Alveolar ina recent merger. The analysis is provided to the reader from the perspective of an employee of the corporation as well as a researcher. It should be noted that for the protection of employers and employees, the identities and names of those involved have been changed.

scholarly journals Технологии искусственного интеллекта в управлении человеческими ресурсами

2020 ◽  
pp. 38-51
Author(s):  
Alena Vankevich
Keyword(s):  
Artificial Intelligence ◽  
Social Media ◽  
Big Data ◽  
Human Resources ◽  
Management System ◽  
Human Resources Management ◽  
Product Architecture ◽  
Resources Management ◽  
Software Product

There have been developed methods for using artificial intelligence technologies in an organization’s human resources management system based on the processing and interpretation of big data. Substantiated is the concept of using artificial intelligence for social scoring when hiring potential candidates for jobs. In accordance with that concept, a software product architecture has been developed that makes it possible to apply the personnel profiling technologies, based on the information from social media, for assessing the degree of the applicant’s readiness to fulfill professional duties of the position he/she is applying for. Suggested are recommendations on the application of directions for the implementation of artificial intelligence.

scholarly journals Консолидация практик экологического менеджмента и управления человеческими ресурсами как ключевой фактор развития корпоративной экологической ответственности компании

2020 ◽  
pp. 160-171
Author(s):  
Галина Арзамасова
Keyword(s):  
Environmental Management ◽  
Human Resources ◽  
Performance Management ◽  
Management System ◽  
Human Resources Management ◽  
Environmental Management System ◽  
Environmental Responsibility ◽  
Corporate Environmental Responsibility ◽  
Resources Management ◽  
Hr Practices

Современная практика российских и зарубежных компаний в области рационального природопользования показывает, что ее успех в значительной степени зависит как от состояния системы экологического менеджмента, так и от степени интеграции деятельности по управлению персоналом в процессы реализации экологических стратегий. В статье представлен анализ и дана характеристика практик управления человеческими ресурсами, применительно к моделям систем экологического менеджмента (реактивной, превентивной и проактивной), которые совместно вносят вклад в развитие корпоративной экологической ответственности компании. In Russian and foreign companies, the environmental performance and success of environmental practices depend on the nature of the interaction between the environmental management system and human resources management activities. The objective of the paper: to identify HR practices that meet the environmental management goals and promote the development of the company’s corporate environmental responsibility. The research method: analysis and systematization of scientific papers in the field of corporate environmental responsibility, environmental management and Green Human Resource Management. The results: HR practices model was developed that corresponds to three models of the environmental management system (EMS): reactive, preventive and proactive. Human resources management (HRM) activities are separated from the environmental functions and tasks in the EMS reactive model; the preventive EMS model is characterized by the interaction of human resources and environmental services in the common business processes for staff selection, training and evaluation as well as the performance management; the proactive EMS model includes the greening of HR policies and all processes aimed at involving employees in environmental activities. The paper justifies the necessity to expand HR practice in preventive and proactive EMS models. This will consolidate the opportunities for HRM and EMS to develop corporate environmental responsibility of companies. The results can be the basis for further theoretical and empirical research as well as for the diagnosing and assessing the degree of the HR systems compliance with the company’s environmental goals.

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