New Technology and Ethical Human Resource Management

Public welfare, power, and knowledge is determined by ability to organize society, and make benefit from new technology solutions, mainly – digital communication. Therefore, there is a demand for holistic analysis of human resource management and information technology, to know the needs of users, possibilities of information technology and results of their application. The goal of this study – to research application of information technologies in the LR Ministries‘ Personnel Management Departments. The study was conducted using methods of scientific literature analysis and experts evaluation. The study provides an overview of the evaluations of experts from thirteen LR ministries. According to the latter was discovered demand for further technologization of human resource management activities. But the quality is rather guaranteed by matching the needs, reduction of duplication of functions and activities, ease of use, and similar issues. That is mainly determined by balance of restraining and driving forces, increased number of the latter.

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The Influence of New Technology on Human Resource Management

Proceedings of the 2021 5th International Seminar on Education, Management and Social Sciences (ISEMSS 2021) ◽

10.2991/assehr.k.210806.139 ◽

2021 ◽

Author(s):

Na Jing

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

New Technology

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A Study on Various Applications of Artificial Intelligence (AI) in the Field of Human Resource Management (HRM)

International Journal of Advanced Research in Science, Communication and Technology ◽

10.48175/605 ◽

2020 ◽

pp. 63-67

Author(s):

Pritam Chattopadhyay

Keyword(s):

Artificial Intelligence ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

New Technology ◽

High Volume ◽

Screening Process ◽

Management Objectives ◽

Using Data ◽

Hr Managers

Candidate screening is a very important process in the entire recruitment process. Screening process helps HR’s with initial filtering of candidates and narrow down the received applications from many applications to few. Hiring teams have data pouring in from a variety of sources. In a fully digital HR ecosystem, it is difficult to process and analyze all these disparate data streams. AI can actually help transforming how HR managers view, select, and operate candidate screening. AI for recruiting is the application of artificial intelligence, such as the learning or problem-solving that a computer can do, to the recruitment function. This new technology is designed to streamline or automate some part of the recruiting workflow, especially repetitive, high-volume tasks. The promise of AI for improving quality of hire lies in its ability to using data to standardize the matching between candidates’ experience, knowledge, and skills and the requirements of the job. The benefits using AI are manifold; recruiters don’t have to sift through crowded job markets or endless candidate lists. This makes HR processes quite easy and faster. The research paper is basically focusing on various applications and implications of Artificial Intelligence (AI) in the field of human resource management. Objectives of the paper are mentioned below: • To study the various components of artificial intelligence and its various applications in the field of human resource management. • To understand various implications and impediments of practicing artificial intelligence at different strategic level of any company.

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