Keresés

Keresési eredmények

• Artificial Intelligence in Human Resources Information Systems: Investigating its Trust and Adoption Determinants

  749-765

  Hmoud Bilal Ibrahim

  Várallyai László

  Megtekintések száma:

  3619

  With 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.

• A Literature Review: Artificial Intelligence Impact on the Recruitment Process

  108-119

  FraiJ JihaD

  László Várallyai

  Megtekintések száma:

  13669

  This 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.

• Why Public Sector Projects Fail or Succeed in Pakistan- A Model for Evaluating Impact of HR Management Practices on Project Success

  77-90

  Hussain Muhammad Rizwan

  Megtekintések száma:

  352

  Employees are the most important assets of an organization. As quality human resources become scarce, companies need to pay more heed to the satisfaction and motivation of their employees. If employees are motivated towards work, then it is likely to yield better results. This study will examine the role of Human resource management (HRM) practices upon New product development (NPD). NPD involves technical, marketing, and financial risks organizations undertake for developing new products and services. Effective project planning and control are valuable for decision-making. The analysis of the impact of HRM practices on NPD, project success, and organizational benefit is based on data collected using a cross-sectional design via a survey questionnaire. The questionnaire consisted of items related to HR practices, New product development, Project Success, and Organizational benefits adapted from previous studies. Respondents working in 10 large-scale public sector projects executed by National Database & Registration Authority, Pakistan were selected for the study. Therefore, the results of the study can be generalized to similar projects executed by the public sector in Pakistan. From the findings of data analysis, it has been concluded that there is a significant association between HR practices and project success, but no significant relationship has been established between new product development and organizational benefit. Therefore, it can be concluded that HR management practices have a significant impact on public sector project success in the case of Pakistan.

• What Drives The Diffusion of AI Recruitment Systems in Swiss HRM? The Importance of Technological Expertise, Innovative Climate, Competitive Pressure, Employees’ Expectations and Contextual Factors

  1-43.

  Revillod Guillaume

  Megtekintések száma:

  30

  This study examines organizational, environmental, and contextual factors influencing the diffusion of artificial intelligence recruitment systems in human resources management within Swiss organizations. Based on a survey provided to 324 private and public Swiss HR professionals, it explores how some technology-organization-environment theoretical framework predictors' as well as innovative climate provided by organizations influence the three stages – evaluation, adoption, and routinization ­– of diffusion of this innovation. To do this, the following article is based on a PLS-SEM structural equation model. Its main findings are that technological expertise, innovative climate, competitive pressure, and expectations regarding future use of the tool by organizations working in the same field are directly linked to the spread of this type of AI tool. However, public-sector organizations are more reluctant about using this type of tool. This aversion can, however, be moderated by an innovative climate and the fact that the HR function plays an active part in an organization's strategic direction. This said, this article makes a significant contribution to the literature about the diffusion of emerging technologies in organizations.