Pierre Andrieux , Richard D. Johnson , Jalal Sarabadani , Craig Van Slyke
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引用次数: 0
Abstract
This paper examines critical ethical considerations linked to making human resources management (HRM) decisions based on the potential capabilities (affordances) offered by generative artificial intelligence (GAI). We first provide a broad overview of the status quo surrounding the use of GAI in the HRM context. Then, we introduce the concept of “affordance” and explain how it provides a useful perspective for human resource (HR) managers to use when evaluating potential benefits and/or harm resulting from the implementation of a potential GAI-based capability to support HRM processes decisions. We discuss concrete examples of how GAI HRM affordances could be implemented in different HRM functions and the ethical questions that arise from their use. Finally, we present an ethics-based framework, the Two-Rule Method, along with ethics-specific recommendations to guide HR managers through the complex issues that arise because of the use of GAI-enabled HR tools.
本文探讨了与基于生成式人工智能（GAI）提供的潜在能力（可负担性）做出人力资源管理（HRM）决策相关的重要伦理考虑因素。我们首先概述了在人力资源管理中使用 GAI 的现状。然后，我们介绍 "承受能力 "的概念，并解释它如何为人力资源（HR）管理者提供一个有用的视角，用于评估实施基于生成式人工智能的潜在能力以支持人力资源管理流程决策所带来的潜在利益和/或损害。我们讨论了如何在不同的人力资源管理职能中实施GAI人力资源管理能力的具体实例，以及使用这些能力所产生的伦理问题。最后，我们提出了一个基于伦理的框架--"双规则法"，以及针对伦理的建议，以指导人力资源管理者解决因使用GAI支持的人力资源工具而产生的复杂问题。
期刊介绍：
Organizational Dynamics domain is primarily organizational behavior and development and secondarily, HRM and strategic management. The objective is to link leading-edge thought and research with management practice. Organizational Dynamics publishes articles that embody both theoretical and practical content, showing how research findings can help deal more effectively with the dynamics of organizational life.
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