Proaktif insan kaynakları yönetiminin yeni gücü: İK analitiği ve yapay zekâ

Bal, Yasemin; Bal, Mert

doi:10.15295/bmij.v9i3.1863

Cited by 5 publications

(4 citation statements)

References 6 publications

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“…Functioning as a module or functional add-on to the Human Resources Information System at the enterprise level, the software is designed to better manage the business's recruitment efforts and candidates' resumes and information. The data is collected from inorganization announcements or obtained from job applicants by the application tracking system on the company's website Bal et al (2019) Theory AI and HRM With the "Quick Appointment" application, it both reduces the time spent in the recruitment processes and enables much more candidates to be reached. In the fast appointment application, the recruiters send an information containing three questions to the candidates whose resumes are suitable for the position among the applications received, and ask them to send a video in which they will answer the questions in the information.…”

Section: Review According To the Functions Of Human Resources Managementmentioning

confidence: 99%

“…Smart human resources management and games to recruit candidates, but most people still say that 30-40% of their candidates make the wrong decision. AI, on the other hand, reduces this rate and helps HR managers (Bal et al, 2019). In the light of all these statements, Table 4 presents a summary of the information.…”

Section: Overview Of Studies Related To Recruitmenting Candidatesmentioning

confidence: 99%

“…AI becomes smarter when combined with HR in the process of finding and selecting candidates (Shao and Shib, 2020). Applications for AI can find the right match between candidates and job requirements in terms of finding candidates, and potential candidates are selected in a short time (Bal et al, 2019). Thanks to digital technologies in the training and development process, HR employees can decide what training they need.…”

Section: In Terms Of Functions Of Human Resources Managementmentioning

confidence: 99%

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From traditional to smart human resources management

Kambur

Yıldırım

2022

IJM

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PurposeThe purpose of this article is to examine all the studies carried out within the scope of e-HRM and smart HRM, grouped according to the sub-functions of technical and HRM. The use of technology in HRM has started since the mid-1990s. However, this study focused on the articles published after 2014 in order to keep up to date. Any search strategy should allow for the completeness of the search to be evaluated. The terms “electronic-HRM”, “AI and HRM”, “Industry 4.0 and HRM”, “Society 5.0 and HRM”, “Human Resource Information Systems” and “Digital Technologies and HRM” “Human-robot interaction” has been questioned in IEEE Xplore, ALM digital library, Emerald Insight, SpringerLink, and Science Direct. The Web of Science and Scopus were also queried to double-check the findings and find other relevant articles in lesser-known libraries. Google Scholar was also used for forward and backward searches. These online databases have been chosen because they present the most important peer-reviewed full-text journals, conference proceedings, book chapters. Then, the references of each article were reviewed for additional articles on digital technologies and HRM. Each subsequent article is then reviewed for additional reference.Design/methodology/approachA total of 5,580 articles have been reviewed. Duplicate items have been removed. The titles and abstracts of 3,500 articles have been scanned to identify potential articles. The full-text evaluation of 2,554 was based on compliance with the inclusion criteria. In addition, 2,458 studies have been excluded. In total, 96 studies have been selected for data extraction. Additionally, questionnaires and reviews have been used to provide comprehensive research on e-HRM and smart HRM. The search terms used are expected to cover most, if not all, of the studies involving e-HRM and smart HRM.FindingsThe study carried out in this article is qualitative research. In the article, which methods are used and what has changed in e-HRM and smart HRM are examined. In particular, it has been thought about what can happen with the inclusion of human-machine interaction, AI, chatbots, industry 4.0 and information systems in HRM. Unlike previous studies, this review takes HRM from a broader perspective and groups it by topic, both by technical and HR functions. In addition, the reviewed articles provide brief information about the AI technologies used. In particular, criteria were taken into account according to the field, type and subject of the articles.Originality/valueThis study has the distinction of being the first in the literature in terms of examining all the studies carried out within the scope of e-HRM and smart HRM and grouped according to the sub-functions of technical and HRM in line with its purpose. The article focuses specifically on research published after 2014. It is expected to contribute to the literature in terms of collecting all studies in a single article. Other contributions of this article can be summarized in four main articles: 1) it presents a summary of previous research by grouping the studies on e-HRM and smart HRM according to the interests of researchers. 2) It saves time for the reader as it provides a brief explanation of the studies on the subject. 3) Instead of explaining in detail the general details analyzed in other articles, it offers a practical perspective by focusing on the type, subject and field of the article. 4) With the digitalization of HRM, new, up-to-date research and techniques are introduced.

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Section: Review According To the Functions Of Human Resources Managementmentioning

confidence: 99%

Section: Overview Of Studies Related To Recruitmenting Candidatesmentioning

confidence: 99%

Section: In Terms Of Functions Of Human Resources Managementmentioning

confidence: 99%

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From traditional to smart human resources management

Kambur

Yıldırım

2022

IJM

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“…It was determined that when AI is integrated in recruitment and selection, human resource employees and managers could have the perception that this technology will save the work done from monotony, reduce the stress experienced to find the suitable candidate and access more candidates with the desired qualifications. Bal et al (2019) stated that when AI is used in recruitment processes, monotonous and high-volume jobs will be automated.…”

Section: Conclusion and Recommendationsmentioning

confidence: 99%

Human resource developments with the touch of artificial intelligence: a scale development study

Kambur

Akar

2021

IJM

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PurposeThe aim of this study is to develop a reliable and valid scale. At the same time, it is to reveal the perceptions of HR employees towards artificial intelligence (AI). In addition, examining the change made by AI in the HR department is another purpose of the study.Design/methodology/approachA scale was developed in this study. A total of 821 observation out of the samples from the human resource managers and employees of the Turkey's largest organizations in terms of capital were analyzed by applying all scientific steps of scale development process. Using appropriate statistical criteria, scale was showed to be valid and reliable. General condition was demonstrated in the human resource departments of large companies in Turkey as a result of these tests.FindingsHuman resource employees and managers could have the perception that this technology will save the work done from monotony, reduce the stress experienced to find the suitable candidate and access more candidates with the desired qualifications. It was found that when AI technology was included in training and development process, human resource managers and employees could have a perception that the time spent for training and the lack of attention in training will decrease compared to the traditional method.Originality/valueThe contribution of this study to the literature is the development of a valid and reliable scale. Data collected with the developed scale were evaluated in Turkey.

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İnsan Kaynakları Analitiği Üzerine Vosviewer ile Bibliyometrik Analiz

Karakulle

2024

İşletme Bilimi Dergisi

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Günümüzde rekabetin artması ve çevresel değişiklikler, örgütlerin insan kaynakları uygulamalarında yeni stratejiler geliştirmesini zorunlu kılmaktadır. Geleneksel insan kaynakları yönetiminden stratejik insan kaynaklarına geçişle birlikte, örgütlerin insan kaynakları yönetimindeki rol ve sorumlulukları değişmektedir. Bu durum, insan kaynakları analitiğinin önemini artırmakta ve veri bazlı karar alma süreçlerini ön plana çıkarmaktadır. İnsan kaynakları analitiği (İKA), örgütlerin veriye dayalı kararlar almasına, performansı artırmasına ve stratejik hedeflere ulaşmasına yardımcı olmaktadır. Çalışmanın amacı alan yazında insan kaynakları analitiğine olan eğilimlerin nasıl ve ne şekilde olduğunu belirleyerek, gelecekte nasıl ilerleyeceği konusunda alan araştırmacılarına veri sağlamaktır. Ayrıca konuyla ilgili olarak hangi ülkelerin konuya daha fazla ağırlık verdiği, en fazla atıf alan yazarların ve kurumların hangileri olduğunu belirlemek araştırmanın diğer önemli amacını oluşturmaktadır. Web of Science (WoS) veri tabanından alınan veriler sonucunda; İKA ile ilgili en fazla yayın yapılan yıl 2022 (274 çalışma), en fazla yapılan yayın türü makale (1382), en fazla yayın yapılan indeks türü SCI-Exp. (727), en fazla yayın yapan yazar Ivo D. Dinov (15), en fazla atıf alan yazarlar Christopher C. Benz, Andrew Cherniack, Katherine A. Hoadley, en fazla yayın yapan ve atıf alan ülke ABD, en fazla atıf alan kurum New York Üniversitesi (2049 atıf), en fazla yayın yapan kurum Purdue Üniversitesi (6 yayın), en fazla kullanılan anahtar sözcükler insan kaynakları analitiği̇, büyük veri ve insan kaynakları yönetimi, en çok bibliyografik eşleşmesi olan çalışma Liu (2018), en çok ortak atıf alan kaynak the international journal of human resource management olduğu belirlenmiştir.

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Proaktif insan kaynakları yönetiminin yeni gücü: İK analitiği ve yapay zekâ

Cited by 5 publications

References 6 publications

From traditional to smart human resources management

From traditional to smart human resources management

Human resource developments with the touch of artificial intelligence: a scale development study

İnsan Kaynakları Analitiği Üzerine Vosviewer ile Bibliyometrik Analiz

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