Adoption factors of artificial intelligence in human resource management
- Autores: Mohand Tuffaha
- Directores de la Tesis: Esperanza Suárez Ruz (dir. tes.), Rosario Perello Marín (dir. tes.)
- Lectura: En la Universitat Politècnica de València ( España ) en 2022
- Idioma: español
- Tribunal Calificador de la Tesis: José P. García-Sabater (presid.), Christine Dauth (secret.), Jonathan Lavelle (voc.)
- Programa de doctorado: Programa de Doctorado en Administración y Dirección de Empresas por la Universitat Politècnica de València
- Materias:
- Enlaces
- Tesis en acceso abierto en: RiuNet
- Resumen
The world is witnessing new technological advancements, which significantly impacts organizations across different departments. Artificial intelligence (AI) is one of these advancements that is widely heralded as a revolutionary technology in Human Resource Management (HRM). Professionals and scholars have discussed the bright role of AI in HRM. However, deep analysis of this technology in the HR process is still scarce.
Therefore, the main goal of this thesis is to investigate the status of AI in HRM and derive concrete implementation key factors. Through, first, building an academic framework for AI in HRM; second, analyzing the most commonly used AI applications in HR process; third, identifying the optimal ways to transfer the knowledge of AI implementation processes.
The methodology used for the investigation combines a systematic literature review and a qualitative research technique. As a basis and preparatory measure to address the research questions, an extensive literature analysis in the AI-HRM field was carried out, with a particular focus on publications of AI in HRM, HR-Big data analysis, AI applications/solutions in HRM and AI implementation. Along similar lines, the author published papers in several conference proceedings to improve the maturity of research questions.
Based on this work, the published studies illustrate the gap between the promise and reality of AI in HRM, taking into account the requirements of AI implementation as well as the applications and limitations. Subsequently, HR experts and AI consultants, who had already gained first-hand experience with HR processes in an AI environment, were interviewed to find out the truth of the dominant AI's application in HR process.
The main findings of this thesis are the derivation of a complete definition of AI in HRM as well as the status of the adoption strategies of AI applications in HRM. As a further result, it explores the usefulness and limitations of chatbots in the recruitment processes in India. In addition, derived the key factors to transfer the knowledge of AI implementation process to HR managers and employees. Challenges associated with AI implementation in the HR process and the impact of COVID-19 on AI implementation were also concluded.
