Impact of disruptive technology on human resource management practices

Stanley, Deborah Sharon; Aggarwal, Vaneeta

doi:10.1504/ijbcrm.2019.10021173

Cited by 5 publications

(6 citation statements)

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“…Organizational work in combination with e-HRM practices is changing dynamically (Srivastava et al, 2021). With the fast-evolving technologies, e-HRM practices are taking the lead towards acknowledging sustainable e-HRM (Stanley and Aggarwal, 2019). Certainly, it becomes really essential to understand that digitally equipped organizations are changing the perspectives towards e-HRM practices and sustainable e-HRM systems (Stone et al, 2015).…”

Section: Opportunity Enhancing E-hrm Practices and Sustainable E-hrm ...mentioning

confidence: 99%

“…Adopting environmentally friendly practices by the organizations is expected to enhance employee performances (Rogiers et al, 2020). Pertinently, if an organization is able to retain employees with an improved talent management via e-HRM practices (Stanley and Aggarwal, 2019), it can cherish good return on investments (Spicer, 2020). Sustainable e-HRM systems can develop technologically advanced human resource practices that can further improve the reputation and goodwill of the company in the market (Tursunbayeva, 2019).…”

Section: Motivation Enhancing E-hrm Practices and Sustainable E-hrm S...mentioning

confidence: 99%

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Sustainable electronic human resource management systems and firm performance: an empirical study

Bag

Dhamija

Pretorius

et al. 2021

IJM

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PurposeThe authors aim to investigate whether ability electronic human resource management (e-HRM) practices, opportunity enhancing e-HRM practices and motivation enhancing e-HRM can possibly lead to development of sustainable e-HRM systems. Finally, the authors also examined if sustainable e-HRM systems can enhance firm performance.Design/methodology/approachThe model was developed using dynamic capability view perspective. The study tests theoretical model and presents findings by analysing data (partial least squares structural equation modelling method) gathered from 151 South African firms.FindingsThe findings indicate that ability enhancing e-HRM practices and motivation enhancing e-HRM practices can result in development of sustainable e-HRM systems, and findings also indicate that sustainable e-HRM systems can improve firm performance.Practical implicationsEmphasis is required on ability enhancing e-HRM practices and motivation enhancing e-HRM practices to develop sustainable e-HRM systems. Once workforce understand the complete benefits of e-HRM, they will start using this system on a regular basis for activities including goal setting, and performance measurement. The development of sustainable e-HRM systems will improve firm performance especially from cost control and customer satisfaction perspective.Originality/valueThis study advances the conceptual debate in the e-HRM domain through the development and testing of theoretical model.

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Section: Opportunity Enhancing E-hrm Practices and Sustainable E-hrm ...mentioning

confidence: 99%

Section: Motivation Enhancing E-hrm Practices and Sustainable E-hrm S...mentioning

confidence: 99%

Sustainable electronic human resource management systems and firm performance: an empirical study

Bag

Dhamija

Pretorius

et al. 2021

IJM

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“…AI also helps in evaluating a candidate's performance in a job interview and in choosing the right person for the job. For example, Unilever is using an algorithm-based recruiting strategy for prescreening candidates and gathering evidence for choosing the right person before the interview phase (Stanley & Aggarwal, 2019). AI also can be adopted in virtual interview process.…”

Section: Best Fit Candidatementioning

confidence: 99%

Literature Review of Digital Recruitment: How Effective is Artificial Intelligence in Selecting People?

Nur Amalina,

Nur Khasanah,

Yuliansyah

et al. 2024

SLJIL

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The use of artificial intelligence in recruitment can help select candidates according to company standards through a simple, effective, and efficient process. This paper investigates how the AI implementation in the traditional recruitment process transform into the AI-based recruitment and its impact on recruitment processes. We use systematic literature review and content analysis to obtain information regarding research gaps, research limitations, and future research opportunities. We analyze 35 articles collected between 2008 and 2022 showing that AI has several benefits, including increasing the interest of candidates to apply for jobs, increasing efficiency and timeliness, reducing recruitment costs, obtaining the best candidates, and reducing bias in the recruitment process

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Section: Theoretical Backgroundmentioning

confidence: 99%

“…(2023) highlights a strong impact of AI on managing human resources. In particular, they show that the adoption of AI influences: (1) profit maximization through decision support and the automation of employees' work (Stanley and Aggarwal, 2019;Ivaschenko et al, 2021;Pereira et al, 2023), (2) talent acquisition (Pillai and Sivathanu, 2020;Johnson et al, 2020;Mirowska and Mesnet, 2022) and (3) the training of HR staff to help them perform their tasks (Yorks et al, 2020;Sturm et al, 2021).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

How artificial intelligence impacts the competitive position of healthcare organizations

Mohamad

Bastone

Bernhard

et al. 2023

JOCM

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Purpose Digital transformation affected modern society influencing how businesses cooperate and produce value. In this context, Artificial Intelligence plays a critical role. This study aims to explore the role of Artificial Intelligence in organisational positioning within the market, influencing firms' competitiveness. In this vein, this research seeks to respond to the following research question: How does AI impact the competitive advantage of healthcare organizations?.Design/methodology/approach To tackle the research question, an explorative analysis using the case study method to investigate an international healthcare center in Dubai was conducted. Nine semi-structured interviews were conducted with the head and the members of the robotic surgery team in CMC Dubai to thoroughly understand what the components of the robotic approach are and how the arrangement before the introduction of this innovative technique while shedding light on the added value and the advantages of adopting such technique on both patient safety and patient satisfaction. Additionally, archival data and online documentation (e.g. industry reports, newspaper articles and internal documents) were analyzed to obtain data triangulation.Findings The results highlight three primary outcomes influenced by implementing AI in organizational processes: clinical, financial and technological outcomes. The study will offer interesting non-studied insights about the implementation of Artificial Intelligence tools in the healthcare sector and specifically robotic surgeries, and to which extent this will contribute and represent a competitive advantage. Results will hopefully insert a brick in the wall of the impact of AI tools on the quality and the results of surgical operations while emphasizing the benefits of integrating AI in surgical practice.Originality/value This study offers interesting theoretical and practical implications. It opens a new perspective to understand and manage AI tools in service. This research is not without limits providing valuable insights for future research.

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Impact of disruptive technology on human resource management practices

Cited by 5 publications

References 0 publications

Sustainable electronic human resource management systems and firm performance: an empirical study

Sustainable electronic human resource management systems and firm performance: an empirical study

Literature Review of Digital Recruitment: How Effective is Artificial Intelligence in Selecting People?

How artificial intelligence impacts the competitive position of healthcare organizations

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