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Shouran, Zaied
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Humanities Decision Sciences, Operations Research & Management Electrical & Electronics Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media

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The Implementation of Artificial Intelligence in Human Resources Management Shouran, Zaied; Ali, Assoc. Prof. Dr. Dhakir Abbas
Journal of International Conference Proceedings Vol 7, No 1 (2024): 2024 ICPM Malaysia Proceeding
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v7i1.2993

Abstract

This research examines the implementation of artificial intelligence (AI) in HRM functions like recruitment, training, and performance management. It suggests that AI can improve recruitment processes, enhance training and development programs, and optimize performance management by providing more accurate feedback. However, it also highlights challenges such as data privacy and security concerns, job displacement, and the need for human oversight and accountability. The paper discusses the implications for the workforce, organizations, and society and suggests future research to address these issues, ensure human oversight, address social and economic inequalities, develop more effective AI training and development programs, and develop more effective AI governance frameworks. The paper concludes that AI has the potential to impact the future of work in HRM practices significantly, but its implementation must be subject to responsible and ethical governance and regulation to maximize its benefits and mitigate its negative impacts.
The Implementation of Artificial Intelligence in Human Resources Management Shouran, Zaied; Ali, Assoc. Prof. Dr. Dhakir Abbas
Journal of International Conference Proceedings Vol 7, No 1 (2024): 2024 ICPM Malaysia Proceeding
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v7i1.2993

Abstract

This research examines the implementation of artificial intelligence (AI) in HRM functions like recruitment, training, and performance management. It suggests that AI can improve recruitment processes, enhance training and development programs, and optimize performance management by providing more accurate feedback. However, it also highlights challenges such as data privacy and security concerns, job displacement, and the need for human oversight and accountability. The paper discusses the implications for the workforce, organizations, and society and suggests future research to address these issues, ensure human oversight, address social and economic inequalities, develop more effective AI training and development programs, and develop more effective AI governance frameworks. The paper concludes that AI has the potential to impact the future of work in HRM practices significantly, but its implementation must be subject to responsible and ethical governance and regulation to maximize its benefits and mitigate its negative impacts.
Artificial Intelligence and the Future of Work: Empirical Insights from Human Resource Management in Libya Shouran, Zaied; Abbas Ali, Dhakir
Journal of International Conference Proceedings Vol 7, No 5 (2024): 2024 ICPM Bali Proceeding
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v7i5.3934

Abstract

Human resources (HR) and artificial intelligence (AI) have been the subject of numerous studies. This study looks at how the development of artificial intelligence and improvements in the oil sector affect human resource management. AI may be used by human resources (HR) professionals in recruiting and employee evaluations. By polling 200 HR experts from various Libyan oil businesses, the study aims to ascertain if the inventiveness and usability of HR operations influence the interaction between artificial intelligence and human resource functions in the Libyan oil sector. The hypothesis that these two variables are positively correlated was tested using multiple regression analysis. The results showed a relationship between better HR functional performance and a rise in the use of AI in the workplace. There is evidence, meanwhile, that artificial intelligence (AI) affects human resources in innovation and convenience. AI's utility and innovativeness are closely tied.
Co-Authors Abbas Ali, Dhakir Ali, Assoc. Prof. Dr. Dhakir Abbas