A Conceptual Study on Artificial Intelligence in Human Resources and its Effects on Future
Atheer Khalifa Nasser Sulaiman Al Farsi, Syed Aulia · International Journal of Managerial Studies and Research · 2022
Artificial intelligence is used in many areas, including recruiting, selection, hiring, performance analysis, employee data collection, real-time information, and correct information.The employment of artificial intelligence in the human resources department, on the other hand, necessitates the creation of a skill set for employees.Adapting and understanding artificial intelligence technologies, as well as becoming adept in the area of digital technology, may be difficult for employees.Tianyi, (2021) investigates artificial intelligence's definition and categorization.Based on theories on business dynamic capabilities, excellent marketing, and consumers' perceptions of products and values as well as artificial intelligence technology characteristics, the process of artificial intelligence technology integration and commercialization is developed An organization's features, technological innovation and commercialization integration, integration results, consumer perception of product and service brand value, and the technical environment are all part of the mechanism's components.According to this research, the relevance of market expertise and customers' need for integration are highlighted.As part of our investigation, we look at how artificial intelligence is employed in management, as well as the potential privacy and ethical issues that arise.QiongJia, (2018) works shows that the six HRM pillars and the present status of AI technology are combined to provide a conceptual AI framework for HR management.Face-recognition and natural Abstract: A conceptual study on Artificial Intelligence in Human Resources and its Effects on Future -A case study of Shell Marketing Company SAOG Sultanate of Oman. This research delves into the matter of how the upcoming prominent technology adoption could lead to productive value for the Human Resource (HR) function.The research derivers primary inputs from specific departments of the HR using a Likert Scale based closed ended questions using survey method.The research utilized open ended questions in form of interviews and panel discussions on multiple occasions to derive a better understanding on the subject matter.The research utilizes both qualitative and quantitative form of analysis to present a comprehensive picture and utilizes secondary sources of information to corroborate the data derived.