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

Success and Survival of Skill-Based Pay Plans

2005 ◽  
Vol 31 (1) ◽  
pp. 28-49 ◽  
Author(s):  
Jason D. Shaw ◽  
Nina Gupta ◽  
Atul Mitra ◽  
Gerald E. Ledford
Keyword(s):  
Longitudinal Study ◽  
Human Resources ◽  
Human Resources Management ◽  
Supervisor Support ◽  
Theory And Practice ◽  
Technical Innovation ◽  
Innovation Strategy ◽  
Resources Management ◽  
Compensation Systems ◽  
Workforce Flexibility

Factors related to the success and survival of skill-based pay (SBP) plans are addressed in a longitudinal study of 97 facilities. Results indicate that certain design features and support variables relate to increased workforce flexibility and to SBP survival, and supervisor support also relates strongly to SBP survival. The results also show that SBP plans are more successful and sustainable in manufacturing facilities than in service facilities, and SBP survival is less likely in facilities pursuing a technical innovation strategy. Implications of the research for theory and practice regarding SBP plans, compensation systems, and human resources management innovations are addressed.

scholarly journals Trends in the formation of state policy in the human resources management in public and local government authorities of Ukraine

2020 ◽  
Vol 45 (2) ◽  
pp. 168-172
Author(s):  
Iryna Gusak
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Public Service ◽  
State Policy ◽  
Professional Competence ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Public Authorities ◽  
Resources Management

This article substantiates the essence and problems of state policy in the human resources management in public and local government authorities of Ukraine. The quality of specialist training for work in public and local government authorities is analyzed and the ways to improve the level of personnel professional competence are determined. The main problems of human resources management in the system of public authorities are covered. They are adaptation of state policy in the human resources management, increase in the demands and responsibility of the civil servant for the quality of tasks performed, etc. The purpose of the human resources management is to provide personnel, organize its effective use, professional and social development. Therefore, the task of this article is to determine the main directions of restructuring the human resources to improve the functioning, to expand the functional responsibilities of employees of relevant services, to increase their independence in solving problems of human resources management. The unresolved parts of the general problem are considered: the creation of a professional institute of public service; ensuring its effectiveness; the issue of improving the functioning of human resources of public authorities in Ukraine given modern achievements of the theory and practice of human resources management remains relevant. The changes in human resources in public authorities for the purpose of modernization of the legislation of Ukraine on public service and service in local government authorities are studied. The directions of improving the modern management system in public authorities to form the effective public policy are proposed.

scholarly journals Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

2013 ◽  
Vol 61 (7) ◽  
pp. 2787-2799 ◽  
Author(s):  
Zdenko Stacho ◽  
Hana Urbancová ◽  
Katarína Stachová
Keyword(s):  
Czech Republic ◽  
Human Resources ◽  
Human Resources Management ◽  
Size Composition ◽  
Necessary Condition ◽  
The Czech Republic ◽  
Resources Management ◽  
Negative Impacts ◽  
Management Functions ◽  
The Given

A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340) and in Czech Republic (n = 109) focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

scholarly journals THE IMPORTANCE OF HUMAN RESOURCES IN HOTELS

2019 ◽  
Vol 30 (6) ◽  
pp. 1767-1770
Author(s):  
Vladimir Kitanov
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Job Tasks ◽  
And Performance ◽  
Or Team ◽  
And Behavior ◽  
The Given ◽  
Creativity And Innovation ◽  
A Company

Human resource management and their potential and behavior in the work process or job tasks are a responsible and dynamic process that helps the organization to reach the desired abilities, quality and performance, and through its management to influence the behavior of individuals and groups in order to ensure the achievement of desired results and projected goals. Appropriate human resources management enables every person performing the tasks and tasks to provide capable and responsible persons, so that an individual or team can achieve maximum results in the given conditions.Human capital is defined as the knowledge, experience, skills, creativity, and innovation skills of employees in a company that directs them towards performing the joyful tasks.

scholarly journals Human Resources Management in Organizational Performance

2021 ◽  
Author(s):  
Gabriel Ionuţ Vasile ◽  
◽  
Xiaoyu Zhan ◽  
Keyword(s):  
Professional Development ◽  
Human Resources ◽  
Organizational Performance ◽  
Negative Impact ◽  
Traditional Approach ◽  
Human Resources Management ◽  
Business Environment ◽  
Job Skills ◽  
Modern World ◽  
Resources Management

The world we live in has countless organizations that are born, grow or disappear. The use of human resources is very common and essential for all types of organizations at all times. They ensure the survival and tryingness of the organization in today's dynamic business environment. The investment in human resources means not only the regular salary payments but also employees' personal and professional development in order to enhance their job skills and act responsibly when necessary. The traditional approach to human resources management implies only the costs for the job performed. The unique values of human resources imply both the ability of personal and professional development and the desire of self-improvement as standards of the modern world require. Work evaluation can have a negative impact and that happens when the manager considers the employee, as individual, accountable for bad job performance and does not take an account of the weak areas of performance evaluation and control.

Investigation of the Application of Human Resources Management Technologies in Telecommunication Company

2017 ◽  
Vol 6 (4) ◽  
pp. 32-35 ◽  
Author(s):  
М. Коробкина ◽  
M. Korobkina ◽  
Л. Ширяева ◽  
L. Shiryaeva
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Resources Management ◽  
Hr Management ◽  
The Social

Among all the social concepts of the 20th and 21st centuries, one of the most important is the concept of human resource management technologies. Personnel management technologies occur as a link between the theory and practice of HR management, acting as a way to increase the efficiency of staff activities, as well as to coordinate the interests of the organization and employees. The article raises the problems of using of the technologies of personnel management in the company’s activities and the prospects for implementing human resources technologies into the practice of personnel management. The authors made a research in order to study the situation of application of various HR technologies in the activities of the federal telecommunications company. The results of this study allow us to see not only the problems that now occur in the implementation of human resource management technologies in the practice of the company, but also to find the ways to solve them and to optimize the activity of HR departments.

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.

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