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

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.

scholarly journals THE GROWING ROLE OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE

2020 ◽  
pp. 152-158
Author(s):  
Akanksha Saxena
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Secondary Data ◽  
Research Paper ◽  
Business Operations ◽  
Business Goals ◽  
Hr Managers

The adoption and integration of technology with business is no longer a matter of choice but rather one of survival. Since times, businesses are aligning technology with business goals to ensure business continuity, survival and growth. Technological advancements have entirely reshaped and restructured the organization by making their business operations highly integrated and streamlined than even before. These technological advancements in business are bringing machines and humans more closely along with exploring ways of utilizing it to improve their productivity, ease and efficiency. The inclusion of Artificial Intelligence (AI) in business is an example of such business transformation. The organizations that have already using Artificial Intelligence (AI) in their business operations have witness a progressive transformation of their core processes such as Supply chain and logistics management, marketing, finance, production and operation management, research and development(R & D) and other business operations, The Human Resource (HR) department is also not left behind in the race. Today the Human Resource (HR) professionals are focusing more on the importance of optimizing the combination of human and automated work for an intuitive work environment. As the organizations are adopting artificial intelligence into their Human Resource (HR) process at a varying rate, it is important for the Human Resource (HR) professionals to understand and prepare themselves for these technological changes, which are redefining their organization and workforce characteristics. Artificial Intelligence (AI) based Human Resource (HR) technology help the organization to yield both short term and long term benefits. Artificial intelligence provides Human Resource (HR) departments to transform employee experience empowering managers to take consistent decisions solve critical business challenges, automating repetitive tasks, and building customized training module and assist Human Resource (HR) managers for taking more efficient decisions in talent development. This research paper tries to underline the growing importance of Artificial Intelligence (AI) in human resource management (HRM) and aims to explain how artificial intelligence has been integrated into different functions of human resource. The researcher has used secondary data where the data was collected from research papers, publications, websites, HR blogs, survey reports etc. The research paper is descriptive in nature. The research study has concluded that Artificial Intelligence (AI) plays a significant role in carrying forward the Human Resource (HR) functions right from procurement to performance management and thus there is a growing need of integrating Artificial Intelligence (AI) in Human Resource Management (HRM). KEYWORDS: - Artificial Intelligence (AI), Human Resource Management (HRM), Human Resource (HR).

scholarly journals Importance of Human Resource Management in 21st Century: A Theoretical Perspective

2014 ◽  
Vol 3 (3) ◽  
pp. 87 ◽  
Author(s):  
Hassan Danial Aslam ◽  
Mehmood Aslam ◽  
Naeem Ali ◽  
Badar Habib
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
21St Century ◽  
Management Practice ◽  
Theoretical Perspective ◽  
Human Resource Managers ◽  
Management Discipline ◽  
Hr Managers

Human Resource Management discipline extracted its roots from organizational psychology discipline and proved to be an important practice for managing organizations. The role of this practice has emerged to be strategic with passage to time. Today the role of human resource management departments has become inevitable for 21st century modern businesses. This article focuses upon role of human resource management practice in 21st century. This theoretical paper is aiming the importance of human resource managers, HR practices and its influencing factors. In addition to that, this article also elaborates the upcoming challenges which are faced by 21st century HR managers. Author has conducted HR literature analysis in order to present emerging issues, challenges and practices of human resource management discipline in context of 21st century. 

Quantifying human resource management: a literature review

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Clotilde Coron
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Design Methodology ◽  
Theoretical Framework ◽  
Data Sources ◽  
Content Type

PurposeWith a focus on the evolution of human resource management (HRM) quantification over 2000–2020, this study addresses the following questions: (1) What are the data sources used to quantify HRM? (2) What are the methods used to quantify HRM? (3) What are the objectives of HRM quantification? (4) What are the representations of quantification in HRM?Design/methodology/approachThis study is based on an integrative synthesis of 94 published peer-reviewed empirical and non-empirical articles on the use of quantification in HRM. It uses the theoretical framework of the sociology of quantification.FindingsThe analysis shows that there have been several changes in HRM quantification over 2000–2020 in terms of data sources, methods and objectives. Meanwhile, representations of quantification have evolved relatively little; it is still considered as a tool, and this ignores the possible conflicts and subjectivity associated with the use of quantification.Originality/valueThis literature review addresses the use of quantification in HRM in general and is thus larger in scope than previous reviews. Notably, it brings forth new insights on possible differences between the main uses of quantification in HRM, as well as on artificial intelligence and algorithms in HRM.

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