The Effect of Artifical Intelligence on Human Resources Employees

Kambur, Emine

doi:10.29023/alanyaakademik.879295

Cited by 4 publications

(3 citation statements)

References 30 publications

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“…This perception can directly affect the work performance of HR managers and employees. Kambur (2021) found that AI enables HR employees to be more entrepreneur-oriented and increases individual performance. Thus, AI is not perceived as a threat by the HR team.…”

Section: Discussionmentioning

confidence: 99%

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: Discussionmentioning

confidence: 99%

From traditional to smart human resources management

Kambur

Yıldırım

2022

IJM

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“…Girişimcilik eğilimi, bir bireyin kendi işini yürütme arzusunu ve kararlılığını temsil eder. Girişimcilik eğilimi, bilinçli olarak ortaya çıkan bir davranış biçimidir (Kambur, 2021(Kambur, , s. 1480 ve kendi kaderini tayin etme, yenilikçilik, risk alma, proaktiflik ve rekabetçi bir yapı gibi temel süreçlerle birlikte bütününü oluşturmaktadır (Tiftik ve Zincirkıran, 2014, s. 182). Birçok araştırma, girişimci olmak için en önemli faktörün bireysel özellikler olduğunu göstermiştir.…”

Section: Girişimcilik Eğilimiunclassified

Sosyal Sermayenin Yenilikçi Davranışa Etkisinde Girişimcilik Eğiliminin Aracılık Rolü: Gaziantep’teki Suriyeli Girişimciler Üzerine Bir Araştırma

Özbezek

Paksoy

ARABO

2022

Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

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Günümüzde bilim ve teknolojinin hızlı gelişimi ve küreselleşmeye yönelik eğilimlerle birlikte, neredeyse tüm örgütler muazzam riskler ve rekabet baskıları getiren dinamik bir iş ortamıyla karşı karşıya kalmaktadır. Yenilikçi davranış, örgütlerin uzun vadede hayatta kalması ve sürdürülebilir bir rekabet avantajı elde etmesi için benzersiz bir varlık olarak kabul edilmektedir. Öte yandan, çok sayıda bilim adamı sosyal sermaye ve girişimciliğin yenilikçi davranış üzerindeki etkisine dikkat çekmektedir. Bu perspektiften Gaziantep'teki 404 Suriyeli girişimcinin katıldığı çalışmanın temel amacı, sosyal sermayenin yenilikçi davranış üzerindeki etkisini ve bu etki düzeyinde girişimcilik eğiliminin aracılık rolü olup olmadığını incelemektir. Kavramsal ve ampirik araştırma sonucu elde edilen bulgular sosyal sermayenin hem doğrudan hem de girişimcilik eğilimi aracılığıyla dolaylı olarak yenilikçi davranışı olumlu bir şekilde etkilediğini ve ayrıca sosyal sermayenin yenilikçi davranış üzerindeki etkisinde girişimcilik eğiliminin kısmi aracılık rolü de doğrulanmıştır. Bu sonuçlar sosyal sermayenin girişimcilik eğilimi aracılığıyla girişimcilerin işlevselliğini daha da artırarak daha fazla yeni yaratıcı fikirler ürettikleri ve uyguladıkları argümanına güçlü bir destek sağlamaktadır.

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“…Two parts of business intelligence, managerial intelligence and equipment automation, are progressing quickly in tandem with the development of artificial intelligence technologies [1]. Human resource management is becoming an increasingly important part of management intelligence [2,3]. A company's ability to grow talent in the field of enterprise, improve management style, and increase total resource utilization is considerably aided by efficient human resource management.…”

Section: Introductionmentioning

confidence: 99%

An Intelligent Scheduling Model of Computer Human Resources in Complex Scenarios Based on Artificial Intelligence

Zhang¹,

Pan

2022

Wireless Communications and Mobile Computing

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Human resource allocation in any organization is still a challenging process as the candidate should meet the requirement of the organization’s needs and skills. During the traditional period of human resource allocation, the employer is able to meet the candidate and perform communication directly to analyze the candidature. Though this process is preferred by most organizations, the organizations were facing difficulties during the complex scenarios. In those circumstances, human resource allocation can be overcome by implementing artificial intelligence with the support of terrestrial wireless sensor network. The combination of these two technologies will make the easy communication among the employers and the employee, as like the traditional system. In this study, Fordful Carson Method (FCM) is implemented for the human resource allocation schedule by using intelligent networking system. The proposed model is compared with the existing Adam model for the resource scheduling and observed that the proposed model has obtained 99.12% of accuracy in resource scheduling.

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The Effect of Artifical Intelligence on Human Resources Employees

Cited by 4 publications

References 30 publications

From traditional to smart human resources management

From traditional to smart human resources management

Sosyal Sermayenin Yenilikçi Davranışa Etkisinde Girişimcilik Eğiliminin Aracılık Rolü: Gaziantep’teki Suriyeli Girişimciler Üzerine Bir Araştırma

An Intelligent Scheduling Model of Computer Human Resources in Complex Scenarios Based on Artificial Intelligence

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