The Adoption and Effect of Artificial Intelligence on Human Resources Management:
Emerald Studies In Finance, Insurance, And Risk Management 7Bexplores how AI and Automation enhance the basic functions of human resource management
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Bingley
Emerald Publishing Limited
2023
|
| Ausgabe: | 1st ed |
| Schriftenreihe: | Emerald Studies in Finance, Insurance, and Risk Management Series
v.7, Part B |
| Schlagworte: | |
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | Emerald Studies In Finance, Insurance, And Risk Management 7Bexplores how AI and Automation enhance the basic functions of human resource management |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (284 Seiten) |
| ISBN: | 9781804556641 |
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| 245 | 1 | 0 | |a The Adoption and Effect of Artificial Intelligence on Human Resources Management |
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| 505 | 8 | |a Intro -- Half Title Page -- Series editors Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Editors -- About the Contributors -- Foreword -- Preface -- Chapter 1: Artificial Intelligence for Recruitment and Selection -- Introduction -- The Loreal Case -- Conclusion -- References -- Chapter 2: Acceptance of Artificial Intelligence in Human Resource Practices by Employees -- Introduction -- Review of Literature -- Application of AI in HR Practices -- Factors Affecting Acceptance of AI -- Existing Models on Change Readiness of Employees -- Research Design -- Data Analysis -- Demographic Study -- Discussion and Implications -- Limitations and Future Scope -- References -- Chapter 3: Technology and the Change in the Nature of Work. The Impact on HRM Practices: The Protean Career and Boundaryless Career -- Introduction -- Literature Review -- Technology and Change Nature of Work -- HR Practices -- Psychological Contract, Protean Career, and Boundaryless Career -- Discussion -- Implications -- Conclusion -- References -- Chapter 4: Challenges of Adopting AI Technology With Special Reference to HR Practices and Employees' Acceptability and Accountability -- Introduction -- Base Theory and Contradictions -- Challenges of AI -- In HR Functions -- In Recruitment and Selection Process -- In Learning and Development -- 1. Learning and Development and Decisions of HR Manager: -- 2. Not Always Possible to Implement IT: -- 3. E-learning and Online Courses: -- In Performance Appraisal -- Organisational Structure -- Getting Personal with Technology -- Additional Skills to Impart -- 1. Small data: -- 2. Inability to implement AI: -- Employees' Acceptance of AI Practices in Performance Appraisal -- 1. Explainability: -- 2. Trust: -- 3. Transparency: -- 4. Technological bias: -- 5. De-contextualisation: | |
| 505 | 8 | |a Acceptability and Accountability of Employees -- Employers' Accountability and Performance Appraisal Using AI -- Other Challenges -- a. Friendly Work Culture -- b. Disciplines of Learning Organisations -- c. Coaching of Individuals -- Conclusion -- References -- Chapter 5: Adoption of Artificial Intelligence in HR Practices: An Empirical Analysis -- 1. Introduction -- 2. Importance of The Research -- 3. Need For AI in HRM -- 4. Purpose of The Study -- 5. Literature and Hypothesis Development -- 5.1. Artificial Intelligence -- 5.2. AI and HRM -- 5.3. Talent Acquisition -- 5.4. Onboarding -- 5.5. Administration of HR -- 5.6. Development and Learning -- 5.7. Management of Talent -- 6. Research Methodology -- 6.1. Sampling and Procedure -- 6.2. Measures -- 6.3. Data Analysis -- 7. Result and Discussions -- 7.1. Descriptive Statistics, Reliability, and Correlations -- 8. Findings and Recommendations -- 9. Conclusion and Scope for Further Research -- References -- Chapter 6: An Analysis of the Challenges to Human Resource in Implementing Artificial Intelligence -- 1. Introduction -- 2. Research Methodology -- 2.1. Step 1: Developing the Search Criteria -- 2.2. Step 2: Search the Databases and the Keywords -- 2.3. Step 3: Selecting the Study Dimensions -- 2.4. Step 4: Assessing the Relevant Literatures -- 2.5. Step 5: Extracting Main Content -- 3. Descriptive Analysis -- 3.1. Overview of the Study -- 3.2. Challenges of AI Implementation in HRM -- 3.2.1. Lack of Trust -- 3.2.2. Lack of Digital Infrastructure -- 3.2.3. High Investment -- 3.2.4. Resistance to Change -- 3.2.5. Lack of Top Management Support -- 3.2.6. Lack of Government Regulations -- 3.2.7. Less Relevance of Insights -- 3.2.8. Lack of Talents With Appropriate Skills -- 3.3. Secondary Case Study: Failure of Amazon's AI Recruiting Tool -- 4. Future Research Direction -- 5. Conclusion | |
| 505 | 8 | |a References -- Appendix -- Chapter 7: Challenges of Adopting Artificial Technology in Human Resource Management Practices -- 1. Introduction -- 1.1. Traits of AI: We Can Define AI by its Traits -- 2. Literature Review -- 3. Significance of Study -- 4. Future Scope -- 5. Benefits of AI in HRM Practices -- 5.1. Streamlined Process -- 5.2. Less Human Bias -- 5.3. Chatbot in HR -- 5.4. Better Employee Relationship Management -- 5.5 Accelerate Competitive Advantages -- 5.6 Better Employee Experience -- 5.7. Effective Utilisation of HR Budgeting -- 6. Role of AI in HRM Practices -- 6.1. Understanding Employee Referrals -- 6.2. Effective Learning and Development -- 6.3. Scanning Resumes -- 6.4 Reduction in Employee Turnover -- 6.5. Promotion of Inclusion and Equality -- 6.6. Recruitment -- 6.7. Interview Process -- 6.8. Less Administrative Burden -- 6.9. Selection -- 6.10. Reduce Discrimination -- 6.11. Enhance Efficiency -- 6.12. Better Workplace Learning -- 6.13. Onboarding -- 7. Challenges Encountered by HRM in Adopting AI -- 7.1. The Search for AI Experts -- 7.2. Robust IT System -- 7.3. Unstructured Data -- 7.4. Lack of Understanding -- 7.5. Ethical and Work Culture Decisions -- 7.6. Privacy Concerns -- 7.7. Ongoing Management -- 7.8. Integration Capabilities -- 7.9. Inadequate-proven Applications -- 7.10 Lack of Appropriate Data -- 7.11. Struggles to Find an Effective Vendor -- 7.12. Management Is Apprehensive About Having to Replace Old Systems -- 7.13. Financial Constrain -- 7.14. Employee's Fear -- 8. Strategies to Overcome The Challenges -- 8.1. Change the Mindset -- 8.2. Proper Alignment -- 8.3. Reduce Biasness -- 8.4. Understand the Ethical Issues -- 8.5. Implement a 'Hub-and-Spoke' Strategy -- 8.6. Integrate the AI With Cloud -- 8.7. Transparency Strategy -- 8.8. Improve Data Quality and Quantity -- 9. Limitation of The Study -- 10. Conclusion | |
| 505 | 8 | |a References -- Chapter 8: Artificial Intelligence and Robotic Automation Hit by the Pandemic: Reality or Myth -- 1. Introduction -- 2. Review of Literature -- 3. Objectives -- 4. Methodology -- 4.1. Hypothesis -- 4.2. Results and Analysis -- 5. Findings -- 6. Conclusions and Implication -- References -- Chapter 9: Deciphering the Role of Artificial Intelligence in Health Care, Learning and Development -- 1. Introduction -- 2. Methodology -- 3. AI and ITS Utility -- 4. Utility of AI in Learning and Development -- 4.1. AI in School, College and Technical Education -- 4.2. AI in Human Resources and Interview Preparation -- 4.3. AI in Medical Education and Training -- 4.4. AI in Research and Development -- 4.5. AI in Healthcare Learning, Development, and Delivery -- 5. Advantages of AI Over The Current Modalities in The Education Sector -- 5. Current Limitations of AI in Learning and Development -- 6. Conclusion and Outlook -- Funding Information -- Conflict of Interest -- References -- Chapter 10: Reskilling Workforce for the Artificial Intelligence Age: Challenges and the Way Forward -- Introduction -- Definition of AI -- Requirement of AI in Organisation -- Problem Statement -- Upskilling and Reskilling - The Crucial Need (Purpose) -- Objectives -- Research Methodology -- Findings -- Current AI Adoption and its Impact on Various Sectors -- Challenges of Preparing a Workforce for the Future -- The Way Forward -- Skills Necessary for Upskilling and Reskilling the Workforce -- Technological Skills Vital for Upskilling and Reskilling -- Data Analysis Skills -- Digital Skills -- Cognitive Skills Essential for Upskilling and Reskilling -- Complex Cognitive Skills -- Decision-making Skills -- Continuous Learning Skills -- Evergreen Skills for Upskilling and Reskilling -- Conclusion -- References | |
| 505 | 8 | |a Chapter 11: HRM Digitalisation: Exploring Success and Outcomes -- Introduction -- Literature Review -- Articles Selected for Review -- Results -- Defining - Digitalisation -- Significances of HRM Digitalisation -- Advantages and Disadvantages of the Digitalisation -- Pre-requisites for Implementing Digitalisation in HRM -- Discussion -- Implications -- Research Implications -- Practical Implication -- Conclusions -- References -- Chapter 12: Role of Artificial Intelligence in Re-inventing Human Resource Management -- 1. Introduction -- 2. Methodology -- 3. Artificial Intelligence -- 3.1. Significance of AI -- 3.2. Application of AI Tools in Re-inventing HRM -- 4. AI and Talent Acquisition -- 4.1. Advantages of AI in Talent Acquisition -- 4.2. Adoption of Different AI-empowered Tools in Talent Acquisition by Select Companies -- 5. AI and Training and Development -- 5.1. Companies Using AI in Training and Development -- 6. AI and Performance Management -- 6.1. Companies That Are Using AI in PMS -- 7. AI and Employee Engagement -- 7.1. Companies That Are Using AI for Employee Engagement -- 8. Conclusion -- References -- Chapter 13: A Literature Review on HR Analytics: Trends and Future Challenges -- 1. Introduction -- 2. Research Questions -- 3. Research Methodology -- 3.1 Data Identification -- 3.2 Screening Initial Data -- 3.3 Defining Eligibility Criteria -- 3.4. The Data Inclusion -- 3.4 Observations + Recommendations -- 4.1 Analysis Based on Metadata -- 4.1.1 Publications Based on 'Year' -- 4.1.2 Development of HR Analytics Research -- 4.1.3 Journals-wise Publications -- 4.1.4 The Keywords Used in the Title -- 5. HR Analytics: Trends -- 6. Conclusion -- References -- Index | |
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| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Tyagi, Pallavi |t The Adoption and Effect of Artificial Intelligence on Human Resources Management |d Bingley : Emerald Publishing Limited,c2023 |z 9781804556634 |
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Datensatz im Suchindex
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| contents | Intro -- Half Title Page -- Series editors Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Editors -- About the Contributors -- Foreword -- Preface -- Chapter 1: Artificial Intelligence for Recruitment and Selection -- Introduction -- The Loreal Case -- Conclusion -- References -- Chapter 2: Acceptance of Artificial Intelligence in Human Resource Practices by Employees -- Introduction -- Review of Literature -- Application of AI in HR Practices -- Factors Affecting Acceptance of AI -- Existing Models on Change Readiness of Employees -- Research Design -- Data Analysis -- Demographic Study -- Discussion and Implications -- Limitations and Future Scope -- References -- Chapter 3: Technology and the Change in the Nature of Work. The Impact on HRM Practices: The Protean Career and Boundaryless Career -- Introduction -- Literature Review -- Technology and Change Nature of Work -- HR Practices -- Psychological Contract, Protean Career, and Boundaryless Career -- Discussion -- Implications -- Conclusion -- References -- Chapter 4: Challenges of Adopting AI Technology With Special Reference to HR Practices and Employees' Acceptability and Accountability -- Introduction -- Base Theory and Contradictions -- Challenges of AI -- In HR Functions -- In Recruitment and Selection Process -- In Learning and Development -- 1. Learning and Development and Decisions of HR Manager: -- 2. Not Always Possible to Implement IT: -- 3. E-learning and Online Courses: -- In Performance Appraisal -- Organisational Structure -- Getting Personal with Technology -- Additional Skills to Impart -- 1. Small data: -- 2. Inability to implement AI: -- Employees' Acceptance of AI Practices in Performance Appraisal -- 1. Explainability: -- 2. Trust: -- 3. Transparency: -- 4. Technological bias: -- 5. De-contextualisation: Acceptability and Accountability of Employees -- Employers' Accountability and Performance Appraisal Using AI -- Other Challenges -- a. Friendly Work Culture -- b. Disciplines of Learning Organisations -- c. Coaching of Individuals -- Conclusion -- References -- Chapter 5: Adoption of Artificial Intelligence in HR Practices: An Empirical Analysis -- 1. Introduction -- 2. Importance of The Research -- 3. Need For AI in HRM -- 4. Purpose of The Study -- 5. Literature and Hypothesis Development -- 5.1. Artificial Intelligence -- 5.2. AI and HRM -- 5.3. Talent Acquisition -- 5.4. Onboarding -- 5.5. Administration of HR -- 5.6. Development and Learning -- 5.7. Management of Talent -- 6. Research Methodology -- 6.1. Sampling and Procedure -- 6.2. Measures -- 6.3. Data Analysis -- 7. Result and Discussions -- 7.1. Descriptive Statistics, Reliability, and Correlations -- 8. Findings and Recommendations -- 9. Conclusion and Scope for Further Research -- References -- Chapter 6: An Analysis of the Challenges to Human Resource in Implementing Artificial Intelligence -- 1. Introduction -- 2. Research Methodology -- 2.1. Step 1: Developing the Search Criteria -- 2.2. Step 2: Search the Databases and the Keywords -- 2.3. Step 3: Selecting the Study Dimensions -- 2.4. Step 4: Assessing the Relevant Literatures -- 2.5. Step 5: Extracting Main Content -- 3. Descriptive Analysis -- 3.1. Overview of the Study -- 3.2. Challenges of AI Implementation in HRM -- 3.2.1. Lack of Trust -- 3.2.2. Lack of Digital Infrastructure -- 3.2.3. High Investment -- 3.2.4. Resistance to Change -- 3.2.5. Lack of Top Management Support -- 3.2.6. Lack of Government Regulations -- 3.2.7. Less Relevance of Insights -- 3.2.8. Lack of Talents With Appropriate Skills -- 3.3. Secondary Case Study: Failure of Amazon's AI Recruiting Tool -- 4. Future Research Direction -- 5. Conclusion References -- Appendix -- Chapter 7: Challenges of Adopting Artificial Technology in Human Resource Management Practices -- 1. Introduction -- 1.1. Traits of AI: We Can Define AI by its Traits -- 2. Literature Review -- 3. Significance of Study -- 4. Future Scope -- 5. Benefits of AI in HRM Practices -- 5.1. Streamlined Process -- 5.2. Less Human Bias -- 5.3. Chatbot in HR -- 5.4. Better Employee Relationship Management -- 5.5 Accelerate Competitive Advantages -- 5.6 Better Employee Experience -- 5.7. Effective Utilisation of HR Budgeting -- 6. Role of AI in HRM Practices -- 6.1. Understanding Employee Referrals -- 6.2. Effective Learning and Development -- 6.3. Scanning Resumes -- 6.4 Reduction in Employee Turnover -- 6.5. Promotion of Inclusion and Equality -- 6.6. Recruitment -- 6.7. Interview Process -- 6.8. Less Administrative Burden -- 6.9. Selection -- 6.10. Reduce Discrimination -- 6.11. Enhance Efficiency -- 6.12. Better Workplace Learning -- 6.13. Onboarding -- 7. Challenges Encountered by HRM in Adopting AI -- 7.1. The Search for AI Experts -- 7.2. Robust IT System -- 7.3. Unstructured Data -- 7.4. Lack of Understanding -- 7.5. Ethical and Work Culture Decisions -- 7.6. Privacy Concerns -- 7.7. Ongoing Management -- 7.8. Integration Capabilities -- 7.9. Inadequate-proven Applications -- 7.10 Lack of Appropriate Data -- 7.11. Struggles to Find an Effective Vendor -- 7.12. Management Is Apprehensive About Having to Replace Old Systems -- 7.13. Financial Constrain -- 7.14. Employee's Fear -- 8. Strategies to Overcome The Challenges -- 8.1. Change the Mindset -- 8.2. Proper Alignment -- 8.3. Reduce Biasness -- 8.4. Understand the Ethical Issues -- 8.5. Implement a 'Hub-and-Spoke' Strategy -- 8.6. Integrate the AI With Cloud -- 8.7. Transparency Strategy -- 8.8. Improve Data Quality and Quantity -- 9. Limitation of The Study -- 10. Conclusion References -- Chapter 8: Artificial Intelligence and Robotic Automation Hit by the Pandemic: Reality or Myth -- 1. Introduction -- 2. Review of Literature -- 3. Objectives -- 4. Methodology -- 4.1. Hypothesis -- 4.2. Results and Analysis -- 5. Findings -- 6. Conclusions and Implication -- References -- Chapter 9: Deciphering the Role of Artificial Intelligence in Health Care, Learning and Development -- 1. Introduction -- 2. Methodology -- 3. AI and ITS Utility -- 4. Utility of AI in Learning and Development -- 4.1. AI in School, College and Technical Education -- 4.2. AI in Human Resources and Interview Preparation -- 4.3. AI in Medical Education and Training -- 4.4. AI in Research and Development -- 4.5. AI in Healthcare Learning, Development, and Delivery -- 5. Advantages of AI Over The Current Modalities in The Education Sector -- 5. Current Limitations of AI in Learning and Development -- 6. Conclusion and Outlook -- Funding Information -- Conflict of Interest -- References -- Chapter 10: Reskilling Workforce for the Artificial Intelligence Age: Challenges and the Way Forward -- Introduction -- Definition of AI -- Requirement of AI in Organisation -- Problem Statement -- Upskilling and Reskilling - The Crucial Need (Purpose) -- Objectives -- Research Methodology -- Findings -- Current AI Adoption and its Impact on Various Sectors -- Challenges of Preparing a Workforce for the Future -- The Way Forward -- Skills Necessary for Upskilling and Reskilling the Workforce -- Technological Skills Vital for Upskilling and Reskilling -- Data Analysis Skills -- Digital Skills -- Cognitive Skills Essential for Upskilling and Reskilling -- Complex Cognitive Skills -- Decision-making Skills -- Continuous Learning Skills -- Evergreen Skills for Upskilling and Reskilling -- Conclusion -- References Chapter 11: HRM Digitalisation: Exploring Success and Outcomes -- Introduction -- Literature Review -- Articles Selected for Review -- Results -- Defining - Digitalisation -- Significances of HRM Digitalisation -- Advantages and Disadvantages of the Digitalisation -- Pre-requisites for Implementing Digitalisation in HRM -- Discussion -- Implications -- Research Implications -- Practical Implication -- Conclusions -- References -- Chapter 12: Role of Artificial Intelligence in Re-inventing Human Resource Management -- 1. Introduction -- 2. Methodology -- 3. Artificial Intelligence -- 3.1. Significance of AI -- 3.2. Application of AI Tools in Re-inventing HRM -- 4. AI and Talent Acquisition -- 4.1. Advantages of AI in Talent Acquisition -- 4.2. Adoption of Different AI-empowered Tools in Talent Acquisition by Select Companies -- 5. AI and Training and Development -- 5.1. Companies Using AI in Training and Development -- 6. AI and Performance Management -- 6.1. Companies That Are Using AI in PMS -- 7. AI and Employee Engagement -- 7.1. Companies That Are Using AI for Employee Engagement -- 8. Conclusion -- References -- Chapter 13: A Literature Review on HR Analytics: Trends and Future Challenges -- 1. Introduction -- 2. Research Questions -- 3. Research Methodology -- 3.1 Data Identification -- 3.2 Screening Initial Data -- 3.3 Defining Eligibility Criteria -- 3.4. The Data Inclusion -- 3.4 Observations + Recommendations -- 4.1 Analysis Based on Metadata -- 4.1.1 Publications Based on 'Year' -- 4.1.2 Development of HR Analytics Research -- 4.1.3 Journals-wise Publications -- 4.1.4 The Keywords Used in the Title -- 5. HR Analytics: Trends -- 6. Conclusion -- References -- Index |
| ctrlnum | (ZDB-30-PQE)EBC7187313 (ZDB-30-PAD)EBC7187313 (ZDB-89-EBL)EBL7187313 (OCoLC)1369646614 (DE-599)BVBBV049874499 |
| discipline | Wirtschaftswissenschaften |
| edition | 1st ed |
| format | Electronic eBook |
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The Impact on HRM Practices: The Protean Career and Boundaryless Career -- Introduction -- Literature Review -- Technology and Change Nature of Work -- HR Practices -- Psychological Contract, Protean Career, and Boundaryless Career -- Discussion -- Implications -- Conclusion -- References -- Chapter 4: Challenges of Adopting AI Technology With Special Reference to HR Practices and Employees' Acceptability and Accountability -- Introduction -- Base Theory and Contradictions -- Challenges of AI -- In HR Functions -- In Recruitment and Selection Process -- In Learning and Development -- 1. Learning and Development and Decisions of HR Manager: -- 2. Not Always Possible to Implement IT: -- 3. E-learning and Online Courses: -- In Performance Appraisal -- Organisational Structure -- Getting Personal with Technology -- Additional Skills to Impart -- 1. Small data: -- 2. Inability to implement AI: -- Employees' Acceptance of AI Practices in Performance Appraisal -- 1. Explainability: -- 2. Trust: -- 3. Transparency: -- 4. Technological bias: -- 5. De-contextualisation:</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Acceptability and Accountability of Employees -- Employers' Accountability and Performance Appraisal Using AI -- Other Challenges -- a. Friendly Work Culture -- b. Disciplines of Learning Organisations -- c. Coaching of Individuals -- Conclusion -- References -- Chapter 5: Adoption of Artificial Intelligence in HR Practices: An Empirical Analysis -- 1. Introduction -- 2. Importance of The Research -- 3. Need For AI in HRM -- 4. Purpose of The Study -- 5. Literature and Hypothesis Development -- 5.1. Artificial Intelligence -- 5.2. AI and HRM -- 5.3. Talent Acquisition -- 5.4. Onboarding -- 5.5. Administration of HR -- 5.6. Development and Learning -- 5.7. Management of Talent -- 6. Research Methodology -- 6.1. Sampling and Procedure -- 6.2. Measures -- 6.3. Data Analysis -- 7. Result and Discussions -- 7.1. Descriptive Statistics, Reliability, and Correlations -- 8. Findings and Recommendations -- 9. Conclusion and Scope for Further Research -- References -- Chapter 6: An Analysis of the Challenges to Human Resource in Implementing Artificial Intelligence -- 1. Introduction -- 2. Research Methodology -- 2.1. Step 1: Developing the Search Criteria -- 2.2. Step 2: Search the Databases and the Keywords -- 2.3. Step 3: Selecting the Study Dimensions -- 2.4. Step 4: Assessing the Relevant Literatures -- 2.5. Step 5: Extracting Main Content -- 3. Descriptive Analysis -- 3.1. Overview of the Study -- 3.2. Challenges of AI Implementation in HRM -- 3.2.1. Lack of Trust -- 3.2.2. Lack of Digital Infrastructure -- 3.2.3. High Investment -- 3.2.4. Resistance to Change -- 3.2.5. Lack of Top Management Support -- 3.2.6. Lack of Government Regulations -- 3.2.7. Less Relevance of Insights -- 3.2.8. Lack of Talents With Appropriate Skills -- 3.3. Secondary Case Study: Failure of Amazon's AI Recruiting Tool -- 4. Future Research Direction -- 5. Conclusion</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">References -- Appendix -- Chapter 7: Challenges of Adopting Artificial Technology in Human Resource Management Practices -- 1. Introduction -- 1.1. Traits of AI: We Can Define AI by its Traits -- 2. Literature Review -- 3. Significance of Study -- 4. Future Scope -- 5. Benefits of AI in HRM Practices -- 5.1. Streamlined Process -- 5.2. Less Human Bias -- 5.3. Chatbot in HR -- 5.4. Better Employee Relationship Management -- 5.5 Accelerate Competitive Advantages -- 5.6 Better Employee Experience -- 5.7. Effective Utilisation of HR Budgeting -- 6. Role of AI in HRM Practices -- 6.1. Understanding Employee Referrals -- 6.2. Effective Learning and Development -- 6.3. Scanning Resumes -- 6.4 Reduction in Employee Turnover -- 6.5. Promotion of Inclusion and Equality -- 6.6. Recruitment -- 6.7. Interview Process -- 6.8. Less Administrative Burden -- 6.9. Selection -- 6.10. Reduce Discrimination -- 6.11. Enhance Efficiency -- 6.12. Better Workplace Learning -- 6.13. Onboarding -- 7. Challenges Encountered by HRM in Adopting AI -- 7.1. The Search for AI Experts -- 7.2. Robust IT System -- 7.3. Unstructured Data -- 7.4. Lack of Understanding -- 7.5. Ethical and Work Culture Decisions -- 7.6. Privacy Concerns -- 7.7. Ongoing Management -- 7.8. Integration Capabilities -- 7.9. Inadequate-proven Applications -- 7.10 Lack of Appropriate Data -- 7.11. Struggles to Find an Effective Vendor -- 7.12. Management Is Apprehensive About Having to Replace Old Systems -- 7.13. Financial Constrain -- 7.14. Employee's Fear -- 8. Strategies to Overcome The Challenges -- 8.1. Change the Mindset -- 8.2. Proper Alignment -- 8.3. Reduce Biasness -- 8.4. Understand the Ethical Issues -- 8.5. Implement a 'Hub-and-Spoke' Strategy -- 8.6. Integrate the AI With Cloud -- 8.7. Transparency Strategy -- 8.8. Improve Data Quality and Quantity -- 9. Limitation of The Study -- 10. Conclusion</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">References -- Chapter 8: Artificial Intelligence and Robotic Automation Hit by the Pandemic: Reality or Myth -- 1. Introduction -- 2. Review of Literature -- 3. Objectives -- 4. Methodology -- 4.1. Hypothesis -- 4.2. Results and Analysis -- 5. Findings -- 6. Conclusions and Implication -- References -- Chapter 9: Deciphering the Role of Artificial Intelligence in Health Care, Learning and Development -- 1. Introduction -- 2. Methodology -- 3. AI and ITS Utility -- 4. Utility of AI in Learning and Development -- 4.1. AI in School, College and Technical Education -- 4.2. AI in Human Resources and Interview Preparation -- 4.3. AI in Medical Education and Training -- 4.4. AI in Research and Development -- 4.5. AI in Healthcare Learning, Development, and Delivery -- 5. Advantages of AI Over The Current Modalities in The Education Sector -- 5. Current Limitations of AI in Learning and Development -- 6. Conclusion and Outlook -- Funding Information -- Conflict of Interest -- References -- Chapter 10: Reskilling Workforce for the Artificial Intelligence Age: Challenges and the Way Forward -- Introduction -- Definition of AI -- Requirement of AI in Organisation -- Problem Statement -- Upskilling and Reskilling - The Crucial Need (Purpose) -- Objectives -- Research Methodology -- Findings -- Current AI Adoption and its Impact on Various Sectors -- Challenges of Preparing a Workforce for the Future -- The Way Forward -- Skills Necessary for Upskilling and Reskilling the Workforce -- Technological Skills Vital for Upskilling and Reskilling -- Data Analysis Skills -- Digital Skills -- Cognitive Skills Essential for Upskilling and Reskilling -- Complex Cognitive Skills -- Decision-making Skills -- Continuous Learning Skills -- Evergreen Skills for Upskilling and Reskilling -- Conclusion -- References</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Chapter 11: HRM Digitalisation: Exploring Success and Outcomes -- Introduction -- Literature Review -- Articles Selected for Review -- Results -- Defining - Digitalisation -- Significances of HRM Digitalisation -- Advantages and Disadvantages of the Digitalisation -- Pre-requisites for Implementing Digitalisation in HRM -- Discussion -- Implications -- Research Implications -- Practical Implication -- Conclusions -- References -- Chapter 12: Role of Artificial Intelligence in Re-inventing Human Resource Management -- 1. Introduction -- 2. Methodology -- 3. Artificial Intelligence -- 3.1. Significance of AI -- 3.2. Application of AI Tools in Re-inventing HRM -- 4. AI and Talent Acquisition -- 4.1. Advantages of AI in Talent Acquisition -- 4.2. Adoption of Different AI-empowered Tools in Talent Acquisition by Select Companies -- 5. AI and Training and Development -- 5.1. Companies Using AI in Training and Development -- 6. AI and Performance Management -- 6.1. Companies That Are Using AI in PMS -- 7. AI and Employee Engagement -- 7.1. Companies That Are Using AI for Employee Engagement -- 8. Conclusion -- References -- Chapter 13: A Literature Review on HR Analytics: Trends and Future Challenges -- 1. Introduction -- 2. Research Questions -- 3. Research Methodology -- 3.1 Data Identification -- 3.2 Screening Initial Data -- 3.3 Defining Eligibility Criteria -- 3.4. The Data Inclusion -- 3.4 Observations + Recommendations -- 4.1 Analysis Based on Metadata -- 4.1.1 Publications Based on 'Year' -- 4.1.2 Development of HR Analytics Research -- 4.1.3 Journals-wise Publications -- 4.1.4 The Keywords Used in the Title -- 5. HR Analytics: Trends -- 6. 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| genre | (DE-588)4143413-4 Aufsatzsammlung gnd-content |
| genre_facet | Aufsatzsammlung |
| id | DE-604.BV049874499 |
| illustrated | Not Illustrated |
| indexdate | 2025-01-10T19:04:18Z |
| institution | BVB |
| isbn | 9781804556641 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035213957 |
| oclc_num | 1369646614 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (284 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2023 |
| publishDateSearch | 2023 |
| publishDateSort | 2023 |
| publisher | Emerald Publishing Limited |
| record_format | marc |
| series2 | Emerald Studies in Finance, Insurance, and Risk Management Series |
| spelling | Tyagi, Pallavi Verfasser aut The Adoption and Effect of Artificial Intelligence on Human Resources Management 1st ed Bingley Emerald Publishing Limited 2023 ©2023 1 Online-Ressource (284 Seiten) txt rdacontent c rdamedia cr rdacarrier Emerald Studies in Finance, Insurance, and Risk Management Series v.7, Part B Description based on publisher supplied metadata and other sources Intro -- Half Title Page -- Series editors Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Editors -- About the Contributors -- Foreword -- Preface -- Chapter 1: Artificial Intelligence for Recruitment and Selection -- Introduction -- The Loreal Case -- Conclusion -- References -- Chapter 2: Acceptance of Artificial Intelligence in Human Resource Practices by Employees -- Introduction -- Review of Literature -- Application of AI in HR Practices -- Factors Affecting Acceptance of AI -- Existing Models on Change Readiness of Employees -- Research Design -- Data Analysis -- Demographic Study -- Discussion and Implications -- Limitations and Future Scope -- References -- Chapter 3: Technology and the Change in the Nature of Work. The Impact on HRM Practices: The Protean Career and Boundaryless Career -- Introduction -- Literature Review -- Technology and Change Nature of Work -- HR Practices -- Psychological Contract, Protean Career, and Boundaryless Career -- Discussion -- Implications -- Conclusion -- References -- Chapter 4: Challenges of Adopting AI Technology With Special Reference to HR Practices and Employees' Acceptability and Accountability -- Introduction -- Base Theory and Contradictions -- Challenges of AI -- In HR Functions -- In Recruitment and Selection Process -- In Learning and Development -- 1. Learning and Development and Decisions of HR Manager: -- 2. Not Always Possible to Implement IT: -- 3. E-learning and Online Courses: -- In Performance Appraisal -- Organisational Structure -- Getting Personal with Technology -- Additional Skills to Impart -- 1. Small data: -- 2. Inability to implement AI: -- Employees' Acceptance of AI Practices in Performance Appraisal -- 1. Explainability: -- 2. Trust: -- 3. Transparency: -- 4. Technological bias: -- 5. De-contextualisation: Acceptability and Accountability of Employees -- Employers' Accountability and Performance Appraisal Using AI -- Other Challenges -- a. Friendly Work Culture -- b. Disciplines of Learning Organisations -- c. Coaching of Individuals -- Conclusion -- References -- Chapter 5: Adoption of Artificial Intelligence in HR Practices: An Empirical Analysis -- 1. Introduction -- 2. Importance of The Research -- 3. Need For AI in HRM -- 4. Purpose of The Study -- 5. Literature and Hypothesis Development -- 5.1. Artificial Intelligence -- 5.2. AI and HRM -- 5.3. Talent Acquisition -- 5.4. Onboarding -- 5.5. Administration of HR -- 5.6. Development and Learning -- 5.7. Management of Talent -- 6. Research Methodology -- 6.1. Sampling and Procedure -- 6.2. Measures -- 6.3. Data Analysis -- 7. Result and Discussions -- 7.1. Descriptive Statistics, Reliability, and Correlations -- 8. Findings and Recommendations -- 9. Conclusion and Scope for Further Research -- References -- Chapter 6: An Analysis of the Challenges to Human Resource in Implementing Artificial Intelligence -- 1. Introduction -- 2. Research Methodology -- 2.1. Step 1: Developing the Search Criteria -- 2.2. Step 2: Search the Databases and the Keywords -- 2.3. Step 3: Selecting the Study Dimensions -- 2.4. Step 4: Assessing the Relevant Literatures -- 2.5. Step 5: Extracting Main Content -- 3. Descriptive Analysis -- 3.1. Overview of the Study -- 3.2. Challenges of AI Implementation in HRM -- 3.2.1. Lack of Trust -- 3.2.2. Lack of Digital Infrastructure -- 3.2.3. High Investment -- 3.2.4. Resistance to Change -- 3.2.5. Lack of Top Management Support -- 3.2.6. Lack of Government Regulations -- 3.2.7. Less Relevance of Insights -- 3.2.8. Lack of Talents With Appropriate Skills -- 3.3. Secondary Case Study: Failure of Amazon's AI Recruiting Tool -- 4. Future Research Direction -- 5. Conclusion References -- Appendix -- Chapter 7: Challenges of Adopting Artificial Technology in Human Resource Management Practices -- 1. Introduction -- 1.1. Traits of AI: We Can Define AI by its Traits -- 2. Literature Review -- 3. Significance of Study -- 4. Future Scope -- 5. Benefits of AI in HRM Practices -- 5.1. Streamlined Process -- 5.2. Less Human Bias -- 5.3. Chatbot in HR -- 5.4. Better Employee Relationship Management -- 5.5 Accelerate Competitive Advantages -- 5.6 Better Employee Experience -- 5.7. Effective Utilisation of HR Budgeting -- 6. Role of AI in HRM Practices -- 6.1. Understanding Employee Referrals -- 6.2. Effective Learning and Development -- 6.3. Scanning Resumes -- 6.4 Reduction in Employee Turnover -- 6.5. Promotion of Inclusion and Equality -- 6.6. Recruitment -- 6.7. Interview Process -- 6.8. Less Administrative Burden -- 6.9. Selection -- 6.10. Reduce Discrimination -- 6.11. Enhance Efficiency -- 6.12. Better Workplace Learning -- 6.13. Onboarding -- 7. Challenges Encountered by HRM in Adopting AI -- 7.1. The Search for AI Experts -- 7.2. Robust IT System -- 7.3. Unstructured Data -- 7.4. Lack of Understanding -- 7.5. Ethical and Work Culture Decisions -- 7.6. Privacy Concerns -- 7.7. Ongoing Management -- 7.8. Integration Capabilities -- 7.9. Inadequate-proven Applications -- 7.10 Lack of Appropriate Data -- 7.11. Struggles to Find an Effective Vendor -- 7.12. Management Is Apprehensive About Having to Replace Old Systems -- 7.13. Financial Constrain -- 7.14. Employee's Fear -- 8. Strategies to Overcome The Challenges -- 8.1. Change the Mindset -- 8.2. Proper Alignment -- 8.3. Reduce Biasness -- 8.4. Understand the Ethical Issues -- 8.5. Implement a 'Hub-and-Spoke' Strategy -- 8.6. Integrate the AI With Cloud -- 8.7. Transparency Strategy -- 8.8. Improve Data Quality and Quantity -- 9. Limitation of The Study -- 10. Conclusion References -- Chapter 8: Artificial Intelligence and Robotic Automation Hit by the Pandemic: Reality or Myth -- 1. Introduction -- 2. Review of Literature -- 3. Objectives -- 4. Methodology -- 4.1. Hypothesis -- 4.2. Results and Analysis -- 5. Findings -- 6. Conclusions and Implication -- References -- Chapter 9: Deciphering the Role of Artificial Intelligence in Health Care, Learning and Development -- 1. Introduction -- 2. Methodology -- 3. AI and ITS Utility -- 4. Utility of AI in Learning and Development -- 4.1. AI in School, College and Technical Education -- 4.2. AI in Human Resources and Interview Preparation -- 4.3. AI in Medical Education and Training -- 4.4. AI in Research and Development -- 4.5. AI in Healthcare Learning, Development, and Delivery -- 5. Advantages of AI Over The Current Modalities in The Education Sector -- 5. Current Limitations of AI in Learning and Development -- 6. Conclusion and Outlook -- Funding Information -- Conflict of Interest -- References -- Chapter 10: Reskilling Workforce for the Artificial Intelligence Age: Challenges and the Way Forward -- Introduction -- Definition of AI -- Requirement of AI in Organisation -- Problem Statement -- Upskilling and Reskilling - The Crucial Need (Purpose) -- Objectives -- Research Methodology -- Findings -- Current AI Adoption and its Impact on Various Sectors -- Challenges of Preparing a Workforce for the Future -- The Way Forward -- Skills Necessary for Upskilling and Reskilling the Workforce -- Technological Skills Vital for Upskilling and Reskilling -- Data Analysis Skills -- Digital Skills -- Cognitive Skills Essential for Upskilling and Reskilling -- Complex Cognitive Skills -- Decision-making Skills -- Continuous Learning Skills -- Evergreen Skills for Upskilling and Reskilling -- Conclusion -- References Chapter 11: HRM Digitalisation: Exploring Success and Outcomes -- Introduction -- Literature Review -- Articles Selected for Review -- Results -- Defining - Digitalisation -- Significances of HRM Digitalisation -- Advantages and Disadvantages of the Digitalisation -- Pre-requisites for Implementing Digitalisation in HRM -- Discussion -- Implications -- Research Implications -- Practical Implication -- Conclusions -- References -- Chapter 12: Role of Artificial Intelligence in Re-inventing Human Resource Management -- 1. Introduction -- 2. Methodology -- 3. Artificial Intelligence -- 3.1. Significance of AI -- 3.2. Application of AI Tools in Re-inventing HRM -- 4. AI and Talent Acquisition -- 4.1. Advantages of AI in Talent Acquisition -- 4.2. Adoption of Different AI-empowered Tools in Talent Acquisition by Select Companies -- 5. AI and Training and Development -- 5.1. Companies Using AI in Training and Development -- 6. AI and Performance Management -- 6.1. Companies That Are Using AI in PMS -- 7. AI and Employee Engagement -- 7.1. Companies That Are Using AI for Employee Engagement -- 8. Conclusion -- References -- Chapter 13: A Literature Review on HR Analytics: Trends and Future Challenges -- 1. Introduction -- 2. Research Questions -- 3. Research Methodology -- 3.1 Data Identification -- 3.2 Screening Initial Data -- 3.3 Defining Eligibility Criteria -- 3.4. The Data Inclusion -- 3.4 Observations + Recommendations -- 4.1 Analysis Based on Metadata -- 4.1.1 Publications Based on 'Year' -- 4.1.2 Development of HR Analytics Research -- 4.1.3 Journals-wise Publications -- 4.1.4 The Keywords Used in the Title -- 5. HR Analytics: Trends -- 6. Conclusion -- References -- Index Emerald Studies In Finance, Insurance, And Risk Management 7Bexplores how AI and Automation enhance the basic functions of human resource management Artificial intelligence Digitalisierung (DE-588)4123065-6 gnd rswk-swf Künstliche Intelligenz (DE-588)4033447-8 gnd rswk-swf Personalwesen (DE-588)4076000-5 gnd rswk-swf Humanvermögen (DE-588)4240300-5 gnd rswk-swf Personalentwicklung (DE-588)4121465-1 gnd rswk-swf (DE-588)4143413-4 Aufsatzsammlung gnd-content Humanvermögen (DE-588)4240300-5 s Personalentwicklung (DE-588)4121465-1 s Personalwesen (DE-588)4076000-5 s Künstliche Intelligenz (DE-588)4033447-8 s Digitalisierung (DE-588)4123065-6 s DE-604 Chilamkurti, Naveen Sonstige oth Grima, Simon Sonstige oth Sood, Kiran Sonstige oth Balusamy, Balamurugan Sonstige oth Erscheint auch als Druck-Ausgabe Tyagi, Pallavi The Adoption and Effect of Artificial Intelligence on Human Resources Management Bingley : Emerald Publishing Limited,c2023 9781804556634 |
| spellingShingle | Tyagi, Pallavi The Adoption and Effect of Artificial Intelligence on Human Resources Management Intro -- Half Title Page -- Series editors Page -- Title Page -- Copyright Page -- Contents -- List of Figures and Tables -- About the Editors -- About the Contributors -- Foreword -- Preface -- Chapter 1: Artificial Intelligence for Recruitment and Selection -- Introduction -- The Loreal Case -- Conclusion -- References -- Chapter 2: Acceptance of Artificial Intelligence in Human Resource Practices by Employees -- Introduction -- Review of Literature -- Application of AI in HR Practices -- Factors Affecting Acceptance of AI -- Existing Models on Change Readiness of Employees -- Research Design -- Data Analysis -- Demographic Study -- Discussion and Implications -- Limitations and Future Scope -- References -- Chapter 3: Technology and the Change in the Nature of Work. The Impact on HRM Practices: The Protean Career and Boundaryless Career -- Introduction -- Literature Review -- Technology and Change Nature of Work -- HR Practices -- Psychological Contract, Protean Career, and Boundaryless Career -- Discussion -- Implications -- Conclusion -- References -- Chapter 4: Challenges of Adopting AI Technology With Special Reference to HR Practices and Employees' Acceptability and Accountability -- Introduction -- Base Theory and Contradictions -- Challenges of AI -- In HR Functions -- In Recruitment and Selection Process -- In Learning and Development -- 1. Learning and Development and Decisions of HR Manager: -- 2. Not Always Possible to Implement IT: -- 3. E-learning and Online Courses: -- In Performance Appraisal -- Organisational Structure -- Getting Personal with Technology -- Additional Skills to Impart -- 1. Small data: -- 2. Inability to implement AI: -- Employees' Acceptance of AI Practices in Performance Appraisal -- 1. Explainability: -- 2. Trust: -- 3. Transparency: -- 4. Technological bias: -- 5. De-contextualisation: Acceptability and Accountability of Employees -- Employers' Accountability and Performance Appraisal Using AI -- Other Challenges -- a. Friendly Work Culture -- b. Disciplines of Learning Organisations -- c. Coaching of Individuals -- Conclusion -- References -- Chapter 5: Adoption of Artificial Intelligence in HR Practices: An Empirical Analysis -- 1. Introduction -- 2. Importance of The Research -- 3. Need For AI in HRM -- 4. Purpose of The Study -- 5. Literature and Hypothesis Development -- 5.1. Artificial Intelligence -- 5.2. AI and HRM -- 5.3. Talent Acquisition -- 5.4. Onboarding -- 5.5. Administration of HR -- 5.6. Development and Learning -- 5.7. Management of Talent -- 6. Research Methodology -- 6.1. Sampling and Procedure -- 6.2. Measures -- 6.3. Data Analysis -- 7. Result and Discussions -- 7.1. Descriptive Statistics, Reliability, and Correlations -- 8. Findings and Recommendations -- 9. Conclusion and Scope for Further Research -- References -- Chapter 6: An Analysis of the Challenges to Human Resource in Implementing Artificial Intelligence -- 1. Introduction -- 2. Research Methodology -- 2.1. Step 1: Developing the Search Criteria -- 2.2. Step 2: Search the Databases and the Keywords -- 2.3. Step 3: Selecting the Study Dimensions -- 2.4. Step 4: Assessing the Relevant Literatures -- 2.5. Step 5: Extracting Main Content -- 3. Descriptive Analysis -- 3.1. Overview of the Study -- 3.2. Challenges of AI Implementation in HRM -- 3.2.1. Lack of Trust -- 3.2.2. Lack of Digital Infrastructure -- 3.2.3. High Investment -- 3.2.4. Resistance to Change -- 3.2.5. Lack of Top Management Support -- 3.2.6. Lack of Government Regulations -- 3.2.7. Less Relevance of Insights -- 3.2.8. Lack of Talents With Appropriate Skills -- 3.3. Secondary Case Study: Failure of Amazon's AI Recruiting Tool -- 4. Future Research Direction -- 5. Conclusion References -- Appendix -- Chapter 7: Challenges of Adopting Artificial Technology in Human Resource Management Practices -- 1. Introduction -- 1.1. Traits of AI: We Can Define AI by its Traits -- 2. Literature Review -- 3. Significance of Study -- 4. Future Scope -- 5. Benefits of AI in HRM Practices -- 5.1. Streamlined Process -- 5.2. Less Human Bias -- 5.3. Chatbot in HR -- 5.4. Better Employee Relationship Management -- 5.5 Accelerate Competitive Advantages -- 5.6 Better Employee Experience -- 5.7. Effective Utilisation of HR Budgeting -- 6. Role of AI in HRM Practices -- 6.1. Understanding Employee Referrals -- 6.2. Effective Learning and Development -- 6.3. Scanning Resumes -- 6.4 Reduction in Employee Turnover -- 6.5. Promotion of Inclusion and Equality -- 6.6. Recruitment -- 6.7. Interview Process -- 6.8. Less Administrative Burden -- 6.9. Selection -- 6.10. Reduce Discrimination -- 6.11. Enhance Efficiency -- 6.12. Better Workplace Learning -- 6.13. Onboarding -- 7. Challenges Encountered by HRM in Adopting AI -- 7.1. The Search for AI Experts -- 7.2. Robust IT System -- 7.3. Unstructured Data -- 7.4. Lack of Understanding -- 7.5. Ethical and Work Culture Decisions -- 7.6. Privacy Concerns -- 7.7. Ongoing Management -- 7.8. Integration Capabilities -- 7.9. Inadequate-proven Applications -- 7.10 Lack of Appropriate Data -- 7.11. Struggles to Find an Effective Vendor -- 7.12. Management Is Apprehensive About Having to Replace Old Systems -- 7.13. Financial Constrain -- 7.14. Employee's Fear -- 8. Strategies to Overcome The Challenges -- 8.1. Change the Mindset -- 8.2. Proper Alignment -- 8.3. Reduce Biasness -- 8.4. Understand the Ethical Issues -- 8.5. Implement a 'Hub-and-Spoke' Strategy -- 8.6. Integrate the AI With Cloud -- 8.7. Transparency Strategy -- 8.8. Improve Data Quality and Quantity -- 9. Limitation of The Study -- 10. Conclusion References -- Chapter 8: Artificial Intelligence and Robotic Automation Hit by the Pandemic: Reality or Myth -- 1. Introduction -- 2. Review of Literature -- 3. Objectives -- 4. Methodology -- 4.1. Hypothesis -- 4.2. Results and Analysis -- 5. Findings -- 6. Conclusions and Implication -- References -- Chapter 9: Deciphering the Role of Artificial Intelligence in Health Care, Learning and Development -- 1. Introduction -- 2. Methodology -- 3. AI and ITS Utility -- 4. Utility of AI in Learning and Development -- 4.1. AI in School, College and Technical Education -- 4.2. AI in Human Resources and Interview Preparation -- 4.3. AI in Medical Education and Training -- 4.4. AI in Research and Development -- 4.5. AI in Healthcare Learning, Development, and Delivery -- 5. Advantages of AI Over The Current Modalities in The Education Sector -- 5. Current Limitations of AI in Learning and Development -- 6. Conclusion and Outlook -- Funding Information -- Conflict of Interest -- References -- Chapter 10: Reskilling Workforce for the Artificial Intelligence Age: Challenges and the Way Forward -- Introduction -- Definition of AI -- Requirement of AI in Organisation -- Problem Statement -- Upskilling and Reskilling - The Crucial Need (Purpose) -- Objectives -- Research Methodology -- Findings -- Current AI Adoption and its Impact on Various Sectors -- Challenges of Preparing a Workforce for the Future -- The Way Forward -- Skills Necessary for Upskilling and Reskilling the Workforce -- Technological Skills Vital for Upskilling and Reskilling -- Data Analysis Skills -- Digital Skills -- Cognitive Skills Essential for Upskilling and Reskilling -- Complex Cognitive Skills -- Decision-making Skills -- Continuous Learning Skills -- Evergreen Skills for Upskilling and Reskilling -- Conclusion -- References Chapter 11: HRM Digitalisation: Exploring Success and Outcomes -- Introduction -- Literature Review -- Articles Selected for Review -- Results -- Defining - Digitalisation -- Significances of HRM Digitalisation -- Advantages and Disadvantages of the Digitalisation -- Pre-requisites for Implementing Digitalisation in HRM -- Discussion -- Implications -- Research Implications -- Practical Implication -- Conclusions -- References -- Chapter 12: Role of Artificial Intelligence in Re-inventing Human Resource Management -- 1. Introduction -- 2. Methodology -- 3. Artificial Intelligence -- 3.1. Significance of AI -- 3.2. Application of AI Tools in Re-inventing HRM -- 4. AI and Talent Acquisition -- 4.1. Advantages of AI in Talent Acquisition -- 4.2. Adoption of Different AI-empowered Tools in Talent Acquisition by Select Companies -- 5. AI and Training and Development -- 5.1. Companies Using AI in Training and Development -- 6. AI and Performance Management -- 6.1. Companies That Are Using AI in PMS -- 7. AI and Employee Engagement -- 7.1. Companies That Are Using AI for Employee Engagement -- 8. Conclusion -- References -- Chapter 13: A Literature Review on HR Analytics: Trends and Future Challenges -- 1. Introduction -- 2. Research Questions -- 3. Research Methodology -- 3.1 Data Identification -- 3.2 Screening Initial Data -- 3.3 Defining Eligibility Criteria -- 3.4. The Data Inclusion -- 3.4 Observations + Recommendations -- 4.1 Analysis Based on Metadata -- 4.1.1 Publications Based on 'Year' -- 4.1.2 Development of HR Analytics Research -- 4.1.3 Journals-wise Publications -- 4.1.4 The Keywords Used in the Title -- 5. HR Analytics: Trends -- 6. Conclusion -- References -- Index Artificial intelligence Digitalisierung (DE-588)4123065-6 gnd Künstliche Intelligenz (DE-588)4033447-8 gnd Personalwesen (DE-588)4076000-5 gnd Humanvermögen (DE-588)4240300-5 gnd Personalentwicklung (DE-588)4121465-1 gnd |
| subject_GND | (DE-588)4123065-6 (DE-588)4033447-8 (DE-588)4076000-5 (DE-588)4240300-5 (DE-588)4121465-1 (DE-588)4143413-4 |
| title | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_auth | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_exact_search | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_full | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_fullStr | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_full_unstemmed | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_short | The Adoption and Effect of Artificial Intelligence on Human Resources Management |
| title_sort | the adoption and effect of artificial intelligence on human resources management |
| topic | Artificial intelligence Digitalisierung (DE-588)4123065-6 gnd Künstliche Intelligenz (DE-588)4033447-8 gnd Personalwesen (DE-588)4076000-5 gnd Humanvermögen (DE-588)4240300-5 gnd Personalentwicklung (DE-588)4121465-1 gnd |
| topic_facet | Artificial intelligence Digitalisierung Künstliche Intelligenz Personalwesen Humanvermögen Personalentwicklung Aufsatzsammlung |
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