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All Journal The International Journal of Education Management and Sociology Jurnal Internasional
Singh, Rubee
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Strategic Adoption of Artificial Intelligence for Human Resource Management Practices Transforming Healthcare Sector Joshi, Amit; Singh, Rubee; Rani, Seema
The International Journal of Education Management and Sociology Vol. 3 No. 3 (2024): May -June : The International Journal of Education Management and Sociology
Publisher : PDPI (Perkumpulan Dosen Peneliti Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58818/ijems.v3i3.133

Abstract

The incorporation of Artificial Intelligence (AI) technology into several industries has significantly impacted the usual workflows and processes in recent years, including the healthcare industry. Human Resource Management (HRM) is essential in healthcare businesses as it is responsible for the recruitment, training, and the retention of skilled staff members who are capable of providing high-quality patient care. This paper investigates different methods in which AI is used in HRM in the healthcare industry on the basis of existing research in the area. It analyzes how AI affects recruitment, talent management, workforce optimization, and employee well-being. This paper also discusses the challenges and future prospects of AI-driven approaches in HRM practices. It explores how these approaches are changing the way healthcare organizations operate and improving patient outcomes. The results provide some valuable contributions to the field of artificial intelligence in the healthcare sector. Initially, the chapter gives a factual foundation for the current presumptions on the implementation and difficulties of artificial intelligence in the healthcare domain. Further, it shows how artificial intelligence provides numerous opportunities to expedite Human Resource operations by offering automated applicant screening, customized learning systems, optimizing the workforce and enhancing employee engagement. Although AI has the capacity to revolutionize HRM practices in the healthcare industry, it also presents some challenges and obstacles. In order to ensure that AI-driven solutions promote fairness, transparency, and equity, it is crucial to address issues such as algorithmic bias, privacy of data and the impact on the human workforce in a deliberate manner. In addition, healthcare firms need to invest funds for implementing rigorous cyber security measures in order to ensure the privacy of patient and employee data from cyber-attacks and potential breaches.
Strategic Adoption of Artificial Intelligence for Human Resource Management Practices Transforming Healthcare Sector Joshi, Amit; Singh, Rubee; Rani, Seema
The International Journal of Education Management and Sociology Vol. 3 No. 3 (2024): May -June : The International Journal of Education Management and Sociology
Publisher : PDPI (Perkumpulan Dosen Peneliti Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58818/ijems.v3i3.133

Abstract

The incorporation of Artificial Intelligence (AI) technology into several industries has significantly impacted the usual workflows and processes in recent years, including the healthcare industry. Human Resource Management (HRM) is essential in healthcare businesses as it is responsible for the recruitment, training, and the retention of skilled staff members who are capable of providing high-quality patient care. This paper investigates different methods in which AI is used in HRM in the healthcare industry on the basis of existing research in the area. It analyzes how AI affects recruitment, talent management, workforce optimization, and employee well-being. This paper also discusses the challenges and future prospects of AI-driven approaches in HRM practices. It explores how these approaches are changing the way healthcare organizations operate and improving patient outcomes. The results provide some valuable contributions to the field of artificial intelligence in the healthcare sector. Initially, the chapter gives a factual foundation for the current presumptions on the implementation and difficulties of artificial intelligence in the healthcare domain. Further, it shows how artificial intelligence provides numerous opportunities to expedite Human Resource operations by offering automated applicant screening, customized learning systems, optimizing the workforce and enhancing employee engagement. Although AI has the capacity to revolutionize HRM practices in the healthcare industry, it also presents some challenges and obstacles. In order to ensure that AI-driven solutions promote fairness, transparency, and equity, it is crucial to address issues such as algorithmic bias, privacy of data and the impact on the human workforce in a deliberate manner. In addition, healthcare firms need to invest funds for implementing rigorous cyber security measures in order to ensure the privacy of patient and employee data from cyber-attacks and potential breaches.
Synergizing Artificial Intelligence and HRM for Circular Economy Transition: A Conceptual Framework Rani, Seema; Singh, Rubee; Kumar, A. Arun
The International Journal of Education Management and Sociology Vol. 4 No. 3 (2025): May - June : The International Journal of Education Management and Sociology
Publisher : PDPI (Perkumpulan Dosen Peneliti Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58818/ijems.v4i3.205

Abstract

The transition to a Circular Economy (CE) has become imperative in addressing globalenvironmental challenges, resource depletion, and achieving long-term sustainability. Thispaper explores the critical synergy between Artificial Intelligence (AI) and Human ResourceManagement (HRM) in accelerating CE adoption. While CE promotes the reuse,regeneration, and recycling of materials to decouple economic growth from resourceconsumption, its successful implementation demands systemic change not only in technologybut also in workforce practices and organizational culture. AI acts as a catalyst by enhancingpredictive analytics, energy efficiency, waste management, and real-time monitoring, therebyoptimizing resource utilization. Simultaneously, HRM plays a transformative role bycultivating green skills, embedding environmental values, and developing leadershipcommitted to circular strategies. This paper is based on secondary sources of data for arrivingat findings and conclusion. This study proposes an integrated AI-HRM based conceptualframework that facilitates personalized training, predictive talent management, and ethicalworkforce governance, thus creating an ecosystem conducive to circular transformation. Byexamining sector-specific applications and emerging economy contexts, the paper highlightshow digital reskilling platforms and AI-driven HR analytics can drive operationalsustainability and employee engagement. The AI-HRM synergy offers a promising pathwayfor embedding CE principles into organizational DNA, aligning technological advancementwith sustainable human capital development. The paper outlines implications for practitioners, policymakers, and researchers, and calls for future empirical and sector-focusedstudies to validate and refine the proposed framework.
Synergizing Artificial Intelligence and HRM for Circular Economy Transition: A Conceptual Framework Rani, Seema; Singh, Rubee; Kumar, A. Arun
The International Journal of Education Management and Sociology Vol. 4 No. 3 (2025): May - June : The International Journal of Education Management and Sociology
Publisher : PDPI (Perkumpulan Dosen Peneliti Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58818/ijems.v4i3.205

Abstract

The transition to a Circular Economy (CE) has become imperative in addressing globalenvironmental challenges, resource depletion, and achieving long-term sustainability. Thispaper explores the critical synergy between Artificial Intelligence (AI) and Human ResourceManagement (HRM) in accelerating CE adoption. While CE promotes the reuse,regeneration, and recycling of materials to decouple economic growth from resourceconsumption, its successful implementation demands systemic change not only in technologybut also in workforce practices and organizational culture. AI acts as a catalyst by enhancingpredictive analytics, energy efficiency, waste management, and real-time monitoring, therebyoptimizing resource utilization. Simultaneously, HRM plays a transformative role bycultivating green skills, embedding environmental values, and developing leadershipcommitted to circular strategies. This paper is based on secondary sources of data for arrivingat findings and conclusion. This study proposes an integrated AI-HRM based conceptualframework that facilitates personalized training, predictive talent management, and ethicalworkforce governance, thus creating an ecosystem conducive to circular transformation. Byexamining sector-specific applications and emerging economy contexts, the paper highlightshow digital reskilling platforms and AI-driven HR analytics can drive operationalsustainability and employee engagement. The AI-HRM synergy offers a promising pathwayfor embedding CE principles into organizational DNA, aligning technological advancementwith sustainable human capital development. The paper outlines implications for practitioners, policymakers, and researchers, and calls for future empirical and sector-focusedstudies to validate and refine the proposed framework.
Co-Authors Joshi, Amit Kumar, A. Arun Rani, Seema