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A Literature Review: Artificial Intelligence Impact on the Recruitment Process
108-119Views:13627This paper aim is to review the implementation of artificial intelligence (AI) in the Human Resources Management (HRM) recruitment processes. A systematic review was adopted in which academic papers, magazine articles as well as high rated websites with related fields were checked. The findings of this study should contribute to the general understanding of the impact of AI on the HRM recruitment process. It was impossible to track and cover all topics related to the subject. However, the research methodology used seems to be reasonable and acceptable as it covers a good number of articles which are related to the core subject area. The results and findings were almost clear that using AI is advantages in the area of recruitment as technology can serve best in this area. Moreover, time, efforts, and boring daily tasks are transformed to be computerized which makes a good space for humans to focus on more important subjects related to boosting performance and development. Acquiring automation and cognitive insights as well as cognitive engagement in the recruitment process would make it possible for systems to work similarly to the human brain in terms of data analysis and the ability to build an effective systematic engagement to process the data in an unbiased, efficient and fast way.
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About Gamification & What Do We Use for Nowadays
171-180Views:879By the widespread increase of new technologies, Internet has become an essential element for generation Z, however, this is not particularly surprising given the fact that over recent years different IoT solutions have become widely available, well-known and increasingly cheaper. Thus the grown up of Net Generation brings innovative solutions to the fore by which motivation is not forced to students anymore but there will be a real internal demand from their side in accordance with the age of Motivation 3.0. If this will be the case, the social issue of Homo Ludens will be also appeared in parallel to gamification [1]. Gamification nowadays is a method that become more widely used depending on field of use, thus it may meet needs of businesses and also educational institutions. The term of gamification is understood to mean those technics and methods when game elements are used in non-gaming environments [2]. Since we do not concentrate on learning during games, students will find learning a pleasure rather than an imposition and it means many could improve their skills or receive information without realizing they are actually studying. Moreover, despite the traditional learning method, the knowledge acquired this way can be used for a long time during seminars and later on labour market. Gamification plays an increasingly important role in business and also in education [3]. Students may learn more effectively and with a lower effort using gamification. As a result, this innovative approach of learning has been becoming more and more popular internationally, furthermore, motivation shortage problems also could be solved by this method [4].
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Investigation of Information and Communication Technologies (ICT) Usage in the Business Relations of the Agri-Food Econ
21-29Views:130Small and medium-sized enterprises are the engines of Europe's economy. This is demonstrated by the European Small Enterprises Charta, adopted in 2000, and by the fact that this sector employs more than 90 million people. Appropriate information and communication technology is essential to maintain their ability to function effectively and competitively. They need to know how to use these technologies for their smoot growth in productivity. The purpose of our study is to assess the regional ICT penetration of the Hungarian SME sector and compare this to that of the EU Member States.
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Gamification in the field of human resource, a creative solution for recruitment
373-382Views:665With the introduction of latest tools and the expansion of technological solutions, the usage of smartphones ,with instant internet connection of course, has become an essential part of the net generation, also known as generation Z. At the same time, the role of IoT devices has also become part of our daily lives, completing and sometimes making it easier. This is due to the fact that the tools become more and more cheaper as time passes and parents and young people no longer consider these a technical innovations, but as a necessity. These generations; Y, Z and Alpha appear simultaneously on today's job market, which poses a serious challenge to future HR leaders and recruiters. Because of the generational gap between them, both motivational and demanding, novel solutions are becoming increasingly appreciated in this area as well. The purpose of this study is to demonstrate the potential of gamification and to highlight the its major areas, as well as to draw the attention to "good practices" in creative recruiting through better known examples. In addition, I also tried to point out the effect on the relationship between motivation and flow-experience. The gamification method is becoming more and more popular in our country, as it plays an increasingly important role in business and education as well. In recent years, with the use of serious games, there have been several examples of HR recruitment and selection, which clearly strives to reach out to younger generations.
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Artificial Intelligence in Human Resources Information Systems: Investigating its Trust and Adoption Determinants
749-765Views:3612With the rapidly emerging trend of employing Artificial Intelligence technologies within modern economics. This study is an attempt to fill the research gap associated with the factors that have influence with the adoption of artificial intelligence in human resources information systems on HR-leaders intention to use it. It empirically investigates the influences that trust, technological readiness, facilitating condition and performance expectancy on HR-professional’s behavioral intention to use AI in HRM. Besides, examine the moderating effect of age and experience on the proposed associations. Data were collected from by online questionnaire from 185 HR managers. A structural framework was introduced to test the relationship between study latent variables. Result exhibited that trust and performance expectancy has a significant influence on HR-professionals behavioral intention to use AI-HRIS. Trust and technological readiness showed a significant influence on HR-professionals performance expectancy of using AI-HRIS. While facilitating condition, organizational size and technological readiness did not show a significant influence on HR-professionals behavioral intention toward using AI-HRIS. Lastly, Age and Experience did not have a moderating effect on trust and performance expectancy association with the behavioral intention toward using AI-HRIS. The findings of this study contribute to the theory development of information technology diffusion in HRM.
