Acceptance of Artificial Intelligence in Human Resource Practices by Employees

Bhatt, Meet; Shah, Priyanka A.

doi:10.1108/978-1-80455-662-720230002

Cited by 4 publications

(3 citation statements)

References 41 publications

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“…In particular, AI plays a prominent role in talent acquisition within organizations (Pillai & Sivathanu, 2020). Leveraging artificial intelligence (AI) in human resource (HR) functions, such as talent acquisition, new employee onboarding, Education and growth, planning for future leaders, keeping employees on board, and automating administrative duties, allows HR professionals to shift their focus from routine HR activities to more strategic aspects of their role (Bhatt & Shah, 2023).AI algorithms are employed to more efficiently identify and select high-caliber talent, aligning candidates with specific job requirements. Furthermore, HR practices within the e-commerce sphere need to adapt to the industry's digital character, which frequently involves aspects like remote work and fluctuations in staffing due to seasonal demands (Biliavska et al, 2022).…”

Section: Quality Of Hiring Of Hr Processmentioning

confidence: 99%

Revolutionizing Talent Acquisition in Indonesia's E-Commerce Industry: The Transformative Impact of AI and Machine Learning

Rayyan,

Sharifah,

Kuswati

2024

jhsss

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This research explores the impact of Artificial Intelligence (AI) and Machine Learning (ML) on talent acquisition within Indonesia's growing e-commerce sector. While acknowledging the transformative potential of these technologies, the study uncovers significant challenges in their integration into existing talent acquisition processes. These challenges include issues related to data quality, model accuracy, and system adaptability. The study emphasizes the difficulty of acquiring talent with expertise in AI and ML, given the increasing demand for skilled workers in the e-commerce boom. It explores strategies employed by companies to address this talent gap, such as upskilling existing staff and seeking external expertise. The research provides a nuanced understanding of AI and ML applications in the Indonesian e-commerce landscape, highlighting both benefits and obstacles. The insights derived from the study aim to offer actionable guidance for e-commerce firms, HR professionals, and researchers navigating the evolving landscape of AI, ML, and talent acquisition in Indonesia's digital marketplace.

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Section: Quality Of Hiring Of Hr Processmentioning

confidence: 99%

Revolutionizing Talent Acquisition in Indonesia's E-Commerce Industry: The Transformative Impact of AI and Machine Learning

Rayyan,

Sharifah,

Kuswati

2024

jhsss

View full text Add to dashboard Cite

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“…In the study of (Bhatt, & Shah, 2023), the preliminary findings from the data collected from 228 participants suggested that the model could be a valuable foundation for future research, provided that confirmatory factor analysis and validity and reliability tests to be conducted. Their study indicated that employees have a level of awareness regarding AI and its applications in HR practices.…”

Section: Literature Reviewmentioning

confidence: 99%

“…In different studies various factors under TOE model has been discussed regarding adoption of technology usage under various sectors. Like, (Hassan, Ngah, & Tio, 2023) study 'about the intention of logistics, (Bhatt, & Shah, 2023) study 'about the level of awareness regarding AI and its applications in HR practices, (Agarwal, Kapoor, & Walia, 2023) mentioned ten barriers, while (Neumann, Guirguis, & Steiner, 2023) have discussed environmental factors tend to wield less overall influence across the board. In the study of (Sjöberg, & Schill, 2023), the main facilitative factor for readiness emerged as effective communication, while the primary inhibiting factor was the disquiet associated with technological innovations like AI.…”

Section: Introductionmentioning

confidence: 99%

AI adoption in recruitment and selection: exploring different factors of TOE model in Pakistan

Farhat,

Anjum

2024

BJMT

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In today’s business environment, the role of adoption of AI is very important. Although the pace of this adoption is low in emerging markets and Pakistan in particular, however, it is increasing significantly in the devolved markets. In the coming years it would be indispensable for organizations to opt for AI adoption in different task management. There is little evidence of AI adoption in recruitment and selection. The objective of this study is to explore the different factors impacting AI adoption in recruitment and selection process. The different factors that fall under the broader category of technological, organizational, environmental of TOE model in recruitment and selection process are investigated through interviews. The sample of this study is senior management from different organizations where AI adoption is used, or they have intention to use. This study has found and validated some existing factors and new some factors are identified. Management also has shown some concern about adoption of AI. The results of this study can be valuable for the organizations to develop their AI adoption practices in this competing environment to have viable and distinguishable edge.

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Impact of organisational facilitators and perceived HR effectiveness on acceptance of AI-augmented HRM: an integrated TAM and TPB perspective

Prikshat,

Kumar,

Patel

et al. 2024

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PurposeDrawing on the integrative perspective of the technology acceptance model (TAM) and theory of planned behaviour (TPB) and extending it further by examining the role of organisational facilitators and perceived HR effectiveness in this integrative perspective, we examine HR professionals’ AI-augmented HRM (HRM(AI)) acceptance in this research.Design/methodology/approachThe data (N=375) were collected from HR professionals working in different organisations in India. Structural equation modelling (SEM) was employed to analyse the data.FindingsThe results of the study suggest that along with organisational facilitator antecedents to the relevant components of both TAM and TPB, perceived HR effectiveness also enhanced the HRM(AI) acceptance levels of HR professionals.Practical implicationsThe research findings are expected to contribute to the understanding of the factors that influence the acceptance of AI-augmented HRM in organizations. The results may also help organisations to identify the facilitators that can enhance the adoption and implementation of AI-augmented HRM by HR professionals. Finally, the study provides a composite TAM-TPB theoretical framework that can guide future research on the acceptance of AI-augmented HRM.Originality/valueTo the best of our knowledge, this is one of the first attempts to factor in the effect of contextual factors (i.e. organisational facilitators and perceived HR effectiveness) in the TAM and TPB equations.

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Acceptance of Artificial Intelligence in Human Resource Practices by Employees

Cited by 4 publications

References 41 publications

Revolutionizing Talent Acquisition in Indonesia's E-Commerce Industry: The Transformative Impact of AI and Machine Learning

Revolutionizing Talent Acquisition in Indonesia's E-Commerce Industry: The Transformative Impact of AI and Machine Learning

AI adoption in recruitment and selection: exploring different factors of TOE model in Pakistan

Impact of organisational facilitators and perceived HR effectiveness on acceptance of AI-augmented HRM: an integrated TAM and TPB perspective

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